Objectives and functions of HR management

 Global Context of Social Responsibility Activities  Introduction As increasing numbers of organisations expand overseas and involve in managing a global workforce having unique rules and benefits, as well as different currencies and languages, with such global expansion comes a responsibility.  In the context of HR, this responsibility involves a challenge in garnering success of global organisations by respecting other workforce environments and cultures, and forming a global social consciousness (or profile) which increases shareholder value, increases brand recognition and boosts employee engagement while ensuring responsibly serving global communities where the organisation operates in (Cohen, 2017). Key areas of global social responsibility activities  HR plays a crucial role to ensure that global organisations are adopting social responsibility activities; this is done through areas like training and development, fostering community relations, and establishing...

Importance of job design  for the organization   Introduction The Design  of labor   suggests that  outlining the task, duties, responsibilities, qualifications,  ways  and relationships  needed  to perform the given set of  employment . In  different  words, work  style  encompasses the  parts  of the task  and therefore the  interaction pattern among  the workers , with the intent to satisfy  each  the  structure   wants   and therefore the  social  wants  of the  employee. Job design is in fact a combination of job content and the work method which has been adopted in the performance of the job (Durai, 2010). Advantages of job design The implementation of job  style  in organizations is  to boost   the subsequent  things. 1.The quality of services provision 2.To satisfy  each   worker 3.Decrease the c...

  Effective Employee Engagement Introduction  The extent to which employees are passionate about, motivated by and invested in their work as well as the organisation they serve is broadly referred to as employee engagement (Shuck, 2019).  Having a thoughtful and through employee engagement strategy which tailors to the unique needs of staff remains crucial to the long-term success of an organisation.  A noteworthy issue in HRM is when employees are less engaged, which affects their performance, productivity and organisational success as well.   Importance of effective employee engagement  Effective employee engagement is crucial because it drives performance.  Employees who are well engaged tend to look at the whole of the organisation, and understand their purpose, how and where they fit in; they also put in discretionary efforts into their work (Bridger, 2018).  All this leads to better decision-making, and organisations with a more engaged...

Autocratic Leadership vs Transformational Leadership Introduction While there are a range of leadership styles employed by leaders when managing subordinates, two commonly used styles include the transformational leadership style and autocratic leadership style.  A problem in the context of HRM is when leaders go to the extreme of adapting each of these styles respectively, which results in less effective organisational decision making and lowered efficiency in team productivity (Murphy, 2019). Autocratic leadership  Autocratic leadership typically involves making choices on the basis of the leader’s own judgements and ideas, while rarely accepting advice from subordinates.  This leadership style involves absolute authoritarian control over the team of subordinates (Meyer, 2017).  Autocratic leadership is believed to be a good option in times of crisis when clarity, control and quick decision making is crucial.  Nevertheless, this style has largely attracted cri...

  Importance of Employee Retention   Introduction It is important for a successful business to be consistent in all aspects, including its employees. Having a high rate of employee retention involves keeping employees in the organisation in the long-term which ultimately results in less resources and time needed to train new employees, while also possessing the loyalty required for successfully running the business (Cooper, 2016).  High staff turnover (implying low employee retention) is a significant HRM issue because a significant amount of company resources, time and money are spent for training new employees to replace those who leave.   Problems of high staff turnover  Employee retention is important because high staff turnover brings about a range of issues to business operations.  For instance, there will be slowing down of productivity due to current employees helping out the new staff member added to the team (Birdie, 2021). In addition, there...

  Importance of Employee motivation   Introduction Employee motivation remains a key to success of all organisations.   This involves the level of commitment, energy and drive that organisational employees are bringing to the role each day (Camilius, 2011).   A major issue in HRM is that without employee motivation, companies tend to be experiencing lowered productivity, reduced output levels and it remains likely that organisations would be falling short of reaching their important goals as well (Latham, 2012).   Moreover, unmotivated employees tend to be largely unfocused and while wasting company resources, they could have knock-on effects on other employees as well.   Benefits of employee motivation It is argued that in contrast to unmotivated employees, motivated employees tend to be enthusiastic, success driven and take pride in their work; while accomplishing tasks quickly, they would be performing well, both for themselves as well as the o...

  Success of Learning Organisations   Introduction The business environment is constantly changing now, unlike ever before.   With technological advances bringing in constant changes in the way how people and businesses operate, in order for an organisation to continue to stay appealing to customers, it is important to keep adapting to new ways of doing things (Smith, 2016).   A notable issue in HRM is when an organisation and its people are not continuously adapting to the changing environment, therefore making it challenging for an organisation to remain competitive and appeal to customers.   The importance of learning organisations In order for the business and its processes to remain relevant in the context of changing environmental circumstances, it is important for the organisation to engage in continually learning in order to adapt to the changing environment.   While it is not sufficient for only individuals within the organisation to be l...

  Overcoming Employee Politics   Introduction Workplace politics is identified as a manifestation of power dynamics among co-workers, with people leveraging such power dynamics to further interests of a group they have affiliations with, as well as furthering their own interests (Hertel-Fernandez, 2018).   Such behavior is often considered inevitable, considering the inherently political nature of human beings which drives them in taking whatever steps towards protecting their own interests. A problem in the context of HR is when these personal motivations and interests tend not to be aligned with those of the organisation, ultimately resulting in management and employees not agreeing on the company vision. Identifying employee politics in the workplace With employee politics involving employees engaging in behind-the-scenes endeavors of achieving personal goals within their organization, negative employee politics is identified to have the potential...