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The Significance of Human Resources Management in a Company

Question:

What is Human resources management? Explain.

Human resources management is the significant function that manages the resources of the organization. The operation is designed to increase the performance level of the employee. The study of human resources fascinated me because seldom people acknowledge the significance of human resources in a company. Human resources management of Australian organizations involves the aspect of constructing workforce to accelerate the performance level of the institution (Brewster and  Mayrhofer 2012). The course that I attended inculcated strong interpretation on employment policies and regulation and the recruitment activities. The organization I am working with frequently confronts the problem retaining the employees for a longer time. According to the survey conducted on the organization, the company exempted 58 percentile of employee left their job voluntarily and only 20 percentile of employee. To resolve this issue I as a human resources manager of the organization suggested an improvised plan for recruitment. The organization followed traditional method of hiring that is not relevant to access the knowledge and skills of the employee and as a result, they end up hiring unsuitable candidates. I attended a lecture on organizational restructure that guided me to understand that an organization is dependent on the performances of the employee. In the meeting, I proposed my recommendation with the help of presentation. Some of the board members thought that the procedure was time consuming and many accepted that the change was necessary. We all argued and talked about the matter and at the end of the meeting; I understood the vitality of meetings in an organization. The discussions that took place helped me to understand the effectiveness of internal communication activities of the enterprise. Human resources management of an organization ponders on the decisions related to the operational and technical fields (Warner 2013). I understood the importance of strategic decision making in an organization when our organization suffered a financial loss while manufacture procedure of a new product failed to meet its fulfillment.  The company suffered a huge loss. Nevertheless, as a human resources a manager I made propositions to manage the financial loss by cutting off miscellaneous spending and holding down increments of the employees. It was a tough decision to take in my part because increment is right of the hardworking employees. We discussed the matter over a board meeting and the decision had to be taken as the company was running on loss. Strategic decision making is important in organizations as it keeps on check the growth of the organization and the welfare of the employees. My decision as the human resources manager may have opposed a deserving from getting his increment however it helped the company to retain employees rather than exempting them for the loss. While working with an organization Australians like a stress free workplace environment. My role as a human resources manager is to provide the employees a working environment that is stress free and motivating so that they can thrive. I arranged for training and skill enhancement programs for the employees so that they can perform better. This way equilibrium of quality is maintained in an organization. An organization needs to have proper guidelines and protection laws for the employees (Varma and Budhwar 2013). It is the duty of the human resources manager to act according to that legal structure while recruiting employees. Gender discrimination is a heinous crime (O'Riordan 2014). According to ADA, not hiring younger employee presuming that they will move on to quickly is against the law. In the course I attended, the lecturer told us about the significance of legal context in resources management. The course briefly discussed about the necessity of legislative framework of an institution as it provides integrity and rectitude depending on which the organization can claim its position in the business world.  I understood that it is important to provide employees fair and equal right to work. According to Jackson, Schuler and Jiang 2014, there are sex discrimination act, racial discrimination act and human right discrimination act are the legal stature that an organization have to follow.

Constructing Workforce for Accelerated Performance

Recruitment and selection procedure is a set of significant decision that the human resources department of an organization has to take for the growth and establishment of the organization (Taylor 2014). Attending the courses marketing management course truly helped me to understand how selection and recruitment procedure takes place in an organization. According to Shackleton 2015, human resources department should be supportive and supply necessary assistance to the organization by hiring capable and competent candidate. While studying MBA is came to know that first step of hiring involves sourcing candidates. Applications from suitable are accumulated. We advertise about our job opening in local newspapers and websites so that we can get in touch with the potent candidates. Social networks, trading association and career sites can be reliable places where advertisements can be posted. Once we were urgently searching some potential candidates for the role of technical support. We did not get so much of response from publishing advertisement in newspapers. The department of human resources took a decision to advertise their news in social networking sites and career related sites. The idea worked and we got many candidates who were willing to work with our organization. Tracking or ATS is also a necessary phase where we review the resumes of the candidates and choose them according to the vacancy available in the organization (Kundu Rattan, Sheera and Gahlawat 2015). According to Harvey and Allard 2015, there is lot of determinable factors that affects the hiring decision. We once had an issue in our organization about hiring a candidate. The candidate had great background in marketing but was not good at accounting. That is why the human resources team thought of comprising the candidate, as he did not fulfill the criteria of the organization. The course assisted me to realize that assessing the candidate with interview procedure is important. In our organization, we have three steps hiring process. First we take an assessment test, the assessment test is important to discern the capability of the employees. Recruitment is the procedure through which an organization determines whether the candidate is suitable for the post or not. Earlier our organization did not have training sessions but inexperienced candidates faced problems understanding their responsibilities and duties that they have to perform. That is why as a human resources manager I recommended that the organization should have training sessions for the new entrants and where they should be trained by the trainers who will brief them about their role and organizational goals. In the meeting, the members argued that training sessions are time consuming and it also means investment of lot of money. But the department of human resources assured them that training will increase the performance level of the employees and help them to work more efficiently. The marketing course that I attended helped me greatly to acknowledge the role and power of the human resources in the organization. The course delineated that training is a significant part of recruitment because every organization is different. Selecting a suitable candidate and providing them, proper training is necessary. Understanding the vitality of workforce diversity is the primary responsibility of the human resources. There are predominant diversity affairs that were always present in the workplace. Gender inequality is one of them. While studying management, the lecturer gave us lectures on different workforce related issues that human resources management confronts in an organization. Australia is a multi cultural country and it is not unusual that the organizations of Australia also supports cross-cultural workforce. The personnel policy from recruiting to promotions and increments are based on the performances of the employee. While working, I understood that providing equal rights to every employee is important. To avoid gender, age and religion based discriminatory issues; I encouraged the organization to divide the workforce in teams so that each of them can work together for the betterment of the organization. Earlier promotion was given to the candidates who are associated for with the organization for longer time. This practice raised many questions, as the approach was not justified to assess the capability of an employee. I appealed to the board members of the organization that the promotion should be given to the candidate who has been able to impress the organization with his or her performance level. The organization that I work in follows traditional values. At first, they negotiated with me about my perspective but finally with the help of my department I was able to persuade them to change their age-old notion. The course that I attended really assisted me to evaluate and analyze the environment of an organization and make necessary strategic implementation to upgrade the performance of the organization.

Recruitment Challenges and Solutions

Human resources management comprises of work force planning and developmental planning related to organization (McCarthy et al. 2013). In my course, I was illuminated about the ethical value that this management requires since it deals with human issues. It is essential for an organization to have proper ethical rules and regulations that will solve the human issues. Employees are valuable assets of the organization. It is the duty of the human resources management to protect their rights and establish their well-being (Cahill et al. 2015). Issues like discrimination, unfair employment and sexual harassment can ruin company reputation. Giving credits and appraisals to the employees can also provide views whether the organizations have ethical values or not. While working with the organization, I got the opportunity to practically implement my learning and provide the organization with necessary ideas that helped me to improvise the ethical values that structure the human resources department of the organization. I guided the organization that employees should be informed about the codes of ethics in their training sessions. I also guided the department of human resources that if supervisors or managers are chosen as a trainer, then they need to have proper knowledge in ethical values of the organization so that they can guide the employees properly. This way they will be aware about their rights and restrictions in the organization. Mentoring and guiding the employees through interaction is the best way to avoid workplace conflicts (Phillips 2013). Human resources management studies guided me not to violate my position by using the power of the position for personal or financial gain. In the past, our organization has faced problems, as the confidential information of the organization was once comprised. It is the responsibility of the department of the human resources management to safeguard confidential data of the enterprise. As per Aswathappa 2013, assisting the organization towards its goal is the most important duty of the human resources department. I thoroughly believe that quality and productivity of the organization depends on the coordinating and motivating the staffs. To increase productivity, I suggested that the company should set targets for the employees and at the end of the month based on their performance levels appraisal will be presented. Human resources department is an important part of an organization. That is why it is important that the human resources executives are educated and properly trained. As a human resources manager, I believe in choosing my staffs wisely. I think assessing the cultural activities of the organization and implementing strategy to improve the skills of the employee for better productivity is important. While recruiting, the organization can embrace more proactive perspective (Knowles, Holton III and Swanson 2014). Job analysis need to be done to collect information about the job profile of the employee. I recommended my organization that basic skills and capacity of an employee should be assessed. Training programs should be set based on that assessment (Ulrich 2013). In theories, I studied that labor relation is an indispensable part in assessing organizational behavior. The employee should always have the assurance that their jobs are secured. Unionization should not be supported because our organization once confronted problems associated with a union that is why I proposed that company should have guidelines to protect their cause. The guidance that I received from my course really helped me to improvise the strategies of the organizations I am working with right now.

References:

Aswathappa, K., 2013. Human resource management: Text and cases. Tata McGraw-Hill Education.

Brewster, C. and Mayrhofer, W. eds., 2012. Handbook of research on comparative human resource management. Edward Elgar Publishing.

Cahill, K.E., McNamara, T.K., Pitt-Catsouphes, M. and Valcour, M., 2015. Linking shifts in the national economy with changes in job satisfaction, employee engagement and work–life balance. Journal of Behavioral and Experimental Economics, 56, pp.40-54.

Harvey, C.P. and Allard, M., 2015. Understanding and managing diversity. Pearson.

Jackson, S.E., Schuler, R.S. and Jiang, K., 2014. An aspirational framework for strategic human resource management. The Academy of Management Annals, 8(1), pp.1-56.

Knowles, M.S., Holton III, E.F. and Swanson, R.A., 2014. The adult learner: The definitive classic in adult education and human resource development. Routledge.

Kundu, S.C., Rattan, D., Sheera, V.P. and Gahlawat, N., 2015. RECRUITMENT AND SELECTION TECHNIQUES USED IN CORPORATE SECTOR: A COMPARATIVE STUDY OF INDIAN AND MULTINATIONAL COMPANIES. Journal of Organisation & Human Behaviour, 4(4).

McCarthy, A., Cleveland, J.N., Hunter, S., Darcy, C. and Grady, G., 2013. Employee work–life balance outcomes in Ireland: a multilevel investigation of supervisory support and perceived organizational support. The International Journal of Human Resource Management, 24(6), pp.1257-1276.

O'Riordan, T., 2014. Environmental science for environmental management. Routledge.

Phillips, J., 2013. PMP, Project Management Professional (Certification Study Guides). McGraw-Hill Osborne Media.

Shackleton, V., 2015. Recruitment and selection. Elements of Applied Psychology, p.153.

Taylor, S., 2014. RECRUITMENT AND SELECTION. Strategic Human Resource Management: An International Perspective, p.139.

Ulrich, D., 2013. Human resource champions: The next agenda for adding value and delivering results. Harvard Business Press.

Varma, A. and Budhwar, P.S., 2013. Managing human resources in Asia-Pacific (Vol. 20). Routledge.

Warner, M., 2013. Human Resource Management ‘with Chinese Characteristics’: Facing the Challanges of Globalization. Routledge.

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