Human Resource Management

1. HRM is much concern about the achievement of organizational goals. How much, in your opinion, can HRM achieve its purpose by undertaking the workforce’s objectives?

HRM is much concern about the achievement of organizational goals undertaking the objectives of workforce can be best explains through the following statement.

"Organizations are from the people but the people are not from the organizations." Or in simple words there may be people without the organization but there may not be an organization without people. So it is necessary for an organization to undertake the workforce objectives to achieve the organizational goals because it is common and well known practice that the satisfied employees work more effectively and efficiently. There productivity also increases. This helps the organization to work at best level.

The following table also explains this concept that how employees objectives fulfillment leads to achievement of organizational goals.

This table shows that the fulfillment of personal objectives motivates the employees to work hard and increase their productivity and enables organization to achieve goals.

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1. How organizational goals are achieved through the practice of HRM??

Introduction:

Human Resource Management (HRM) is a systematic approach to managing people effectively to achieve organizational goals. Its main objective is to provide more flexible management style to motivate and developed the employees so that they can give their best to support the organizational goals. Effective HRM practices are beneficial in achieving departmental goals and increase productivity. Organizations can achieve their goals by introducing the following HRM practices. It will also helpful for the employees to achieve their goals.

HRM helps in employee motivation

Incentives and benefits provided by the HRM and by taking more strategic approach HRM is helpful for keeping employees motivated. If the employees are motivated they will increase the productivity of the organizations. All these outcomes are only possible if HR managers recognize the effectiveness of certain benefits. Ultimate objective is the combination of benefits and incentives to increase the productivity and improve employee performance.

Enhance Employee confidence

In an organization if employees are affected by any economic difficulty HRM enhance the employee confidence which is helpful for the organizations to retain their productive employees. In this case it is up to the HRM department and the management of the organization to adapt effective policies to improve working conditions so employees stay positive.  By using creative approaches organizations enhancing the employee’s achievements by providing them bonuses can also boost the employee’s morale.

Develop personal skills

To gather HR skills, number of techniques is used by the management. The advantage of smaller business is that it improves personal skills and how to use the employees to get the desired results. Such steps are useful in making HR decisions.

Leadership qualities

One of the main goals of the HR management is to establish leadership qualities. For this purpose they must be provided with the required facilities, i.e. professional experts and training centers. After developing leadership skills, their responsibilities are increased gradually.

Develop the ability to meet challenges

Besides providing training and experts to the employees, they should be provided with the environment that helps them to learn new techniques and meet the challenges of the modern world. They should be able to work freely in their own way. Creativity, talent and ability should be appreciated. New and useful ideas should be taken into account.

Having a balanced team

 A successful organization must have a balanced staff to get the required output. There must be the combination of experienced and fresh people and hence provide them better opportunities to get trained. More people should be given opportunities to get better results.

Improve working of organization

All the components of organization including manager, experts, employees and business partners should work together to increase the output. It can be achieved by analyzing the work routine, make better use of time and facilitate the employees to make them more efficient. Experts look for the ways to eliminate the useless component and creating partnership for different business functions.

 http://yourbusiness.azcentral.com/7-major-goals-human-resources-1338.html

1. HRM is not an individual practice rather it is a whole system. Explain

Introduction

From the statement, "HRM is not an individual practice rather it is a whole system" we drive two things.

Firstly, HRM is not about a single individual selection, development, compensation, or improvement nor it related to a single aspect of the employee like his rewards, productivity, etc., or a single department like employees of sales department etc.

Rather it includes the each and every aspect of all the employees working in all departments of the organization.

Secondly, it is a continuing process. It means that HRM activities are repeating again and again with the context of the environment or the organizational policies.

Explanation

HRM is a name of a whole system.

1. According to Ulrich, HR professional are champions. What are the professional roles and behaviors they have to adopt to become the champions of competiveness?

According to Ulrich 1998, HR professionals are the champions of the competitive advantage. They carry out roles of the strategic partner, administrative expert and change agent. Ulrich reformulated his 1998 model in 2005 and listed the roles of the HR professionals to become the champions of competitive advantage.

• Employee advocate:- HR professional as employee advocate undertakes the current needs of the today's employees through listening, understanding and empathizing.
• Human capital developer:- under this role of the HR professionals, they work for the management and development of the human capital i.e. workforce to prepare them for the successful future of both the employees and the organization.
• Functional expert:- This is concern about the HR practices which are the center to HR values, acting with insight on the basis of the knowledge they have.
• Strategic partner:- this role consists of more than one aspects like change agent, business expert, consultant and knowledge manager and combine them to align with the vision and mission of the organization.
• Leader: - HR professionals lead the functions of HR and collaborate with other functions and provide leadership and strategic thinking and assure the corporate governance.

1. How HRM can be linked to the firm’s performance?

HRM provides the organizations with suitable workers and explains the ways to meet the needs of employees and how to facilitate them. Thus, there is a need to have better skills and working plan, improve the working relation of employees and employer and a great insight for the experts to improve the performance of the firm.

In the modern globalized world, HRM and firm’s management have proved to be a great combination for the workforce so; there should be a clear concept of the relationship between HRM and company’s management. Also there is a need to understand the importance of HRM for better working and performance of firm. So here is the analysis of the fact that whether HRM’s strategies help the working of firm in any way.