Healthcare Management Human Resource Management Commerce Essay

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This section is to describe about strategic human resource management which is nowadays an important concept. A human resource department tries to help companies and their workers attain their goals. But it faces many challenges along the way. Public people are the most common element in all kinds of social organizations. They formulate the goals, the innovations, and also the accomplishments for which firms are praised. By looking from the side of the company, people are resources. They are not very important resources, like land and capital. They are known as human resources and are the most important. Without human resources, firms will not exist. More senior managers have started to recognize that firm's success depends upon careful attention to the human resources. Good business firms are those that effectively make workers meet the organizational challenges effectively. This assignment is studied and it can be suggested that organizations can offer non-financial rewards that enable the workers to attract top talent at lower cost. There is much value that people place on being near their family and friends and the desire to work for a winning team can bring the high cost of hiring the best. This assignment is done to develop the skills and knowledge in the field of human resource management and to look at issues which would affect policy setting on human resource issues within business organization. Current researches show that strategic human resource management practices are important for increased corporate performance of private sector organizations. Strategic human resource management has certain objectives and also some functions. Evaluation of strategy is an activity that analyses did the actual change and performance match the desired change and performance and also to what extent. Two types of process were linear and rational process both can be formed by five major activities that can be shown by means of strategic management model. This assignment is done to develop the skills and knowledge in the field of human resource management and to look at issues which would affect policy setting on human resource issues within business organization. The first task is to describe about strategic human resource management which is nowadays an important concept. Current researches show that strategic human resource management practices are important for increased corporate performance of private sector organizations. Results also found that strategic human resource management alignment with overall government objectives; line management devolvement, training and development, compensation, career planning system and employee participation are the most important strategic HRM practices that impacted more on organizational effectiveness in the public sector. Strategic human resource management has certain objectives and also some functions. Strategic human resource management can be normally defined as the way of joining or linking functions of the human resources with the objectives that are strategic to the organization so as to improve their performance. By the term strategic approach to Human Resource Management we are referring to a managerial process that requires practices and policies of human resources to be linked with the organization's strategic objectives. Since the term human resource management has been considered, SHRM is also having equal importance. Most important factors to the organization's future are described as strategic factors and can be represented by the abbreviation SWOT -S for Strengths, W represents Weaknesses, O for Opportunities and T is the abbreviation of Threats. For attaining organizational goals certain strategies were formulated. While going through the word strategic choice that makes question of decisions are made by whom and for what they made The working principles of strategic management and the notion of the strategic choices resembles this as a political process because dominant group of managers in the organization having power will take decisions and actions on problems or issues . Various techniques are used by the managers for their implementation of their techniques. An area that looks after the techniques used by the managers is known as the strategy implementation. Strategy implementation in particular refers to activities that deal with style of leadership, organizational structure, control systems and reliable data, and the human resource management. Strategic implementation process has number of parts in that leadership is considered as the most difficult and important part, this was emphasized by consultants of influential management and academics.

1.2: This section is to conduct an analyze on the importance of the human resource management in every organization. Some management experts argue that paying team members different amounts harms team performance, particularly when the task at hand requires that team members work closely together to get the job done. Differences in earnings can, according to conventional wisdom, fuel jealousy and create the perception of inequity between colleagues. Consequently, the argument is that considerable differentiation in pay damages employee attitudes, hinders cooperation, and thereby leads to lower team performance. The impact of pay dispersion on team works in our study of the British Airways, where team performance depends heavily on close cooperation between players. Research indicates that when organizations allocate pay based on employee contributions, the organizations with high pay dispersion attract and retain larger numbers of top talent. This results in superior team performance. HRM helps to make good relation with all employees and will retain competent employees, helps employees and support managers to overcome change in the organization and allows the use of technology to find out that need of work is done and also how and where. For assuring employee satisfaction, performance improvement and productivity HRM plays a prominent role. Managers with skills and tools are provided by the HRM so as to improve their own performance and their employee's performance. For the improvement of the entire organization it will increase the level of employee performance, also appoint better equipped to achieve their goals, improve. Their ability to adapt the change. The importance and roles of HRM and HR professionals are unavoidable from organizational level itself. Organizations have to give complete independence to the HRM and to be able to accurately predict HR needs so as to increase the efficiency of the organization. Staff training and development are also done by HRM. The good relationships with officials need to be there and well maintained. HRM is responsible for the growth of the capacity of the organization ; making new HRM policies, processes and procedures, supervision systems and job descriptions. The roles were for recruiting and hiring staffs must act as administrator, performance of employees have to be monitored, development of staff, training, controlling and providing other HR processes that may cause organization's smooth functioning, with senior managers and leaders acting as a strategic manager for certain specific activities, helps the employees and act as one among them and supporting them and implement processes for change within an organization. Thist task is to analyze the importance of the human resource management in every organization. For assuring employee satisfaction, performance improvement and productivity HRM plays a prominent role. This will improve the quality and competitive advantage of the organization, so that it can directly contribute to the success of the organization. HRM controls and coordinates not only just an issue for an organization's HRM department or for HR professionals it controls the entire organization. Managers with skills and tools are provided by the HRM so as to improve their own performance and their employee's performance. Managers can help build their qualities and capabilities of the employees by means of using these tools and working together with HR professionals, and can also increase commitment of the employees to their organization. Thus the individual and organizational performance will increase, and also the capacity of the organization to meet its goals increases in accordance with objectives of the performance and standards. We have to analyze why human resource management is so important. An effective HRM system allows these organizations to interfere strategically in human resource issue. This helps despite of organizations internal and external issues it provides good quality health services. While managing the changes that are inherent in health sector reform and decentralization it need helps from HRM system to ordering the business and organizational strategies. HRM helps to make good relation with all employees and will retain competent employees, helps employees and support managers to overcome change in the organization and allows the use of technology to find out that need of work is done and also how and where. HRM is considered as the most misunderstood and important management systems.

1.3: And the next task is to analyze the framework of strategic human resource management. It is unclear, but outcome of one is related to other. Strategic HRM is an outcome, and also an organizational system designed to achieve certain advantage through people. This is explained in the Ulrich model of human resource management. SHRM is also described in a model as the process by which organizations that makes link to the human environment to the strategic needs of the firm. According to there is another chance for this and Ulrich HR strategy is the outcome of the mission, goals of company and all priorities of the human resource function. The accurate or apt meaning of strategic HR and HRM strategy remains problematic in spite of research and all. This task is to analyze the framework of strategic human resource management. The accurate or apt meaning of strategic HR and HRM strategy remains problematic in spite of research and all. It is unclear, but outcome of one is related to other. Strategic HRM is an outcome, and also an organizational system designed to achieve certain advantage through people. This is explained in the Ulrich model of human resource management. SHRM is also described in a model as the process by which organizations that makes link to the human environment to the strategic needs of the firm. According to there is another chance for this and Ulrich HR strategy is the outcome of the mission, vision and priorities of the HR function. Consistent with this view conceptualize HR strategy is considered as an outcome as the pattern of decisions regarding the policies and practices associated with the HR system. This model is always been criticized mainly due to its one-to-one relationship with organizational strategy.

2.1: This section analyzes the strategic human resource process. It was found that when organizations were perceived to discriminate against minority employees, other workers generally did not try to help the targets of discrimination. Contrary to the idea that discrimination should inspire people to aid the victims, it appears that mistreatment of minorities at work may be met with an effect in where multiple people observe an urgent situation but fail to act because the responsibility to intervene does not rest on any one person. Research did find one important exception to this troubling apathy. In the face of workplace discrimination, employees who place high personal value on diversity were more likely to assist the targeted individuals. From a practical perspective, it is important for organizations to recruit and retain employees who value diversity in order to neutralize the bystander effect and thus increase the chances that someone will intervene in instances of discrimination.  Recognizing this kind of challenge several organizations make fundamental changes in their fundamental authorities in some attempts to increase speed and flexibility. Some common concepts include process reengineering, skunk works, cross-functional product development teams and workers involvement. Choosing the right and appropriate measures for SHRM research is not an easy matter. Employees filed a record number of workplace discrimination charges against employers in 2011. In addition to being morally wrong, workplace discrimination is expensive for employers. Even the perception of discrimination can lead to high turnover, low morale, and legal action. Organizational outcomes, such as quality, productivity, and cycle time appear from time to time as similar to human resource outcomes such as workers morale and turnover. Researchers are rarely justifying their choice of measures. For an HR department to operate effectively and efficiently, it must ensure that it is making the best use of technology, systems and communication. This task is to analyze the strategic human resource process. For an HR department to operate effectively and efficiently, it must ensure that it is making the best use of technology, systems and communication. Recognizing this kind of challenge several organizations make fundamental changes in their fundamental authorities in some attempts to increase speed and flexibility. Some common concepts include process reengineering, skunk works, cross-functional product development teams and workers involvement. Choosing the right and appropriate measures for SHRM research is not an easy matter. Favorites include profitability and stock market value. Organizational outcomes, such as quality, productivity, and cycle time appear from time to time as similar to human resource outcomes such as workers morale and turnover. Researchers are rarely justifying their choice of measures

2.2: This section is for assessing the roles in strategic human resource management. In any organization, there will be a board of directors. The Board of Directors will mainly have an Audit Committee or a Compliance Committee. There is great importance in each and every member of the Board of Directors.it must consider as the role of the entire Board of Directors, rather than a specialized subcommittee. By conducting review on the role of a Board of Directors within an organization, it should shed light on the different types of information that any compliance officer should be prepared to present to the public. Starting with the proposition that a well running Board of Directors can lift a significant burden off of the management team in very short-term and they can ensure the long-term success of an organization. There are three general areas. They are support, supervision and approval of management decisions. Although business-level strategy is guided by upstream they have to look after themselves in many situations and cases. There are many strategies that are used for improving organizational performance. They include organizational, developmental, translational, cultural management, knowledge management, reward, etc. Strategic Human Resource Management is nowadays one of the most powerful and influential concepts to have risen in the field of organizations or organization and management during the past twenty years. Workers like policy makers at the government level have come upon the idea in order to promote human capital management and high performance workplaces. Inside organization corporations the way in which workers are managed could be one of the most crucial factors in the whole way of competitive environment inducing variables which has become a widely accepted idea during nowadays. Next we have to assess the roles in strategic human resource management. Human Resource Management has to play prominent roles in every organization. They can be considered as different levels of strategy. Corporate, business and functional were that. Decisions and actions needed to each business unit are contained in the business level strategy, the business-level strategy's objective being to make the unit more extra ordinary and competitive in its marketplace. This level of strategy addresses the question, 'How do we compete?' Although business-level strategy is guided by upstream they have to look after themselves in many situations and cases. There are many strategies that are used for improving organizational performance. They include organizational, developmental, translational, cultural management, knowledge management, reward, etc. Strategic Human Resource Management is nowadays one of the most powerful and influential concepts to have risen in the field of organizations or organization and management during the past twenty years. Workers like policy makers at the government level have come upon the idea in order to promote human capital management and high performance workplaces. Inside organization corporations the way in which workers are managed could be one of the most crucial factors in the whole way of competitive environment inducing variables which has become a widely accepted idea during nowadays.

2.3: Next section is to analyze the development and implementation of human resource strategies. Recognizing this kind of challenge several organizations make fundamental changes in their fundamental authorities in some attempts to increase speed and flexibility. The usage of human resource strategies is getting increased day by day. For this reason, new and innovative human resource strategies are implemented in modern organizations. The strategies of human resources are key topic in this particular section. The range of human resource strategies for British Airways is large in number. There are various departments based on which the strategies are named. There are different types of Human resource strategies for human resource management to use in the office or in different organizations. After the identification of different HR strategies, the next step is to develop human resource strategies, different approaches can be found regarding the development of strategies, in the following six-step approach is proposed. They are building the guiding coalition, image the future, understand current capabilities and identify the gap, create a map of the system, model the dynamics of the system, bridge into action. Now the implementation of the stages should follow some sequential steps. In the steps, different activities need to be done. Such as strategic review and strategic HR plan. Based on the plan, a pilot implementation can be tested to make the establishment of the strategy more accurate and error free. And then the complete implementation of the strategy in the organization can be initiated. Some common concepts include process reengineering, skunk works, cross-functional product development teams and workers involvement. This task is to analyze the development and implementation of human resource strategies. After a decade or so of evolution that are unplanned it can be possible and at last be said that Human Resources that a child with confusion of capitalism and marketing has finally gotten his ungainly legs beneath him. Next task is to assess HR strategies and their applications in an organization. In any organization climate, organizations are characterized by unparalleled, unprecedented, unrelenting and unpredictable change where competitiveness is a moving target. Under such situations, organizations have a problem and sometimes they fall because the change in their external environments outgrows their organizational capacity to keep everything under control. Recognizing this kind of challenge several organizations make fundamental changes in their fundamental authorities in some attempts to increase speed and flexibility. Some common concepts include process reengineering, skunk works, cross-functional product development teams and workers involvement. Choosing the right and appropriate measures for SHRM research is not an easy matter. Favorites include profitability and stock market value. Organizational outcomes, such as quality, productivity, and cycle time appear from time to time as similar to human resource outcomes such as workers morale and turnover. The strategies can be used for the BA human resource management. And the most acceptable strategies or suitable human resource strategies for BA will be employee relations strategy and learning and development strategy. Because in the recent days, BA has suffered from the bad employee relation and cause strike imposed by their staffs. So employee relation strategy will be utilized in full here. Then every company has been developing their human resources using training and other development programs, so this strategy is also important for BA. Researchers are rarely justifying their choice of measures. Primary goal is to demonstrate possible potential effects from investing in SHR activities and strategies. It is less useful as the field progresses beyond the boundaries so that to focus attention on the hoe to show. It is necessary to work British Airways from distant outcomes such as profitability and stock market value to know intermediate and process related outputs and results that indicate how financial results are achieved. The obvious criterion to drive this search process derives from the resource British Airways view of the firm with an SHRM touch. It seems desirable to focus on key sources of advantage that can be made or developed or enhanced in parts by Human Resource strategy. British airways establish competitive advantage by being among the first to find threats and opportunities in continuously changing marketplaces and by being more adapted than previous years. Mobilizing rapid response is the capacity to quickly and easily make decisions and translate these decisions into action.

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