Discuss about the Integration Of Human Resource Management And Corporate Strategy.
From chapter 1, I gained my understanding about the human resource management in Australia. It could be imperative for managing issues of organization and obtain a reliable outcome. I observed that human resource management skills enable the individual and professionals to manage the many issues like retention, productivity, selection, recruitment, training and compliance, discrimination and diversity, and outsourcing (Bratton, and Gold, 2017). I analyzed that without Human resource management skills organization could be capable to obtain the organizational task and retain their position in the marketplace. I was not aware about the function and roles of human resource management that create difficulty in the accomplishment of the organizational task and obtain a reliable result. I analyzed that the human resource management is the component that is used by an individual to manage the people of the individual (Armstrong, and Taylor, 2014). I also observed that certain major functions of the Human resources management like employee compensation, staffing, and allocating the responsibility of the employee. Though this, the employee is capable to understand their strengths and weaknesses that will facilitate to attain their goal in limited time and cost. I also analyzed that organization would also be capable to obtain reliable outcome (Brewster, 2017).
The self-evaluation of an employee could support to improve their weaknesses and improve the professional skills as it would be imperative for getting higher success. Through HRM, the organization would be capable to demonstrate the actual contribution of an employee in the organization. From the learning of Human resource management, I used the HRM function and attain the organizational task in the targeted time frame. I used the HRM skills that enable me to retain employees in the organization. Through this, I will also be capable to eliminate the discrimination and diversity issues as it would help to enhance the productivity of the organization and meet the specified aim and objectives of the firm. It will also help to attain the higher competitive benefit in long-term (Brattonand and Gold, 2017).
From Chapter 2, I understood about strategic human resource management that could be essential for the organization to gain their productivity and make a unique image in the marketplace. There are many components that are considered in a legal context for the human resource management such as discrimination, common law, sexual harassment, enforcement agencies, and adverse impact, and validation (Brewster, et al., 2016). These factors could be imperative for the attainment of the organizational task in limited time and cost. When I was not aware about such skills legal context of the human resource management then I take an inappropriate decision as it could create the higher possibilities of failure in the organization. At the same time, it can also be realized that an organization cannot operate their business and obtain a reliable outcome. Though this, I will be capable to take an appropriate decision at the working place as it would directly impact on organizational performance (Brewster, et al., 2016).
Strategic human resource management: the Legal context for human resource management
Through this, I will be capable to handle the conflict of employees at the working place. It will create the positive environment in the organization as it would also create the higher possibilities of getting the higher success of the firm. Through this, I also observed that persons which kinds of employees will be fired from the organization. Hence, it can be said that If the management is capable to determine the appropriate behavior of employees that support to manage the activity of organization and obtain a reliable outcome. Before this chapter, I was faced many issues related to the discrimination and harassment caused of lack of understanding about legal rules and regulation of the human resource management. From this, I also analyzed that this issue could be eliminated by using the legal context of human resource management. Through this, the organization could be capable to deal with the legal compliance as it would make an effective decision (Sheehan, 2014). I realized that chapter 2 was very imperative for me to improve my professional and personal skills and complete the aim and objectives of research matter.
I also observed that both chapter 1 and 2 support to gain my existing understanding about the research matter. It enables to complete my task at specified time and cost. I also observed that the legal consideration is an important factor that could affect the human resource management as it could be related to the local legislation and federal, state. Hence, it can be evaluated that the legal contract could directly impact on the organizational performance (Brewster, et al., 2016).
From chapter 8, I gained my understanding about the recruitment and selection that would help to select appropriate candidates for an appropriate place. In addition, it is also evaluated that recruitment is the process of determining and making a potential person to apply for a specified job (Taylor, 2014). In addition, it is also found that the recruitment is the positive procedure because it could be supportive for attracting a large number of respondents for the job. From this chapter, it is analyzed evaluated that the selection is determined as the procedure of selecting appropriate respondents for the vacant place.
I also observed that this process could be a negative process because this process allows the individual to reject those people who are not capable of this position (Gamage, 2014). Selection is the procedure of selecting the person who could be the most appropriate person for the vacant place of the firm. In addition, I also observed that the selection process enable the interviewee to choose the suitable respondents for a suitable position. In addition, it is also found that the right respondents for a vacant place will an important asset for the company that will be supporting the company in reaching their objectives. Before this section, I was very confused about the selection and recruitment that create problem to take appropriate decision. In addition, I also gained my understanding about the recruitment process where four components are considered like an interview, references checking, medical examination, and final selection.
Recruitment and selection
The best understanding about the selection supports me to make my career in the human resource management department (Townley, 2014). Through this, I will be capable to eliminate the biases at the time of selection by selecting the appropriate person. It also supports to select an appropriate person at the suitable place by eliminating people who are lacking in proficiency, ability, and knowledge. It allows the person to compare the different attitudes, and skilled people to select for the same post. Hence, it is analyzed that selection process helps me to enhance the growth of company caused by selecting an eligible person for the company.
From the chapter 9, I observed that work-life balance and managing diversity could be effective for enchasing the growth of business and enhance the productivity of firm in the least time and cost. I realized that the workforce diversity could be an essential concern for the business. In the current scenario, the workforce thinks different to those who work decades ago. It is analyzed that workforce who have different experience, knowledge, skills, and understanding could create a major issue for the organization (Harvey and Allard, 2015).
When I was working in last organization then I faced diversity issue that could directly influence the growth of the business. After this class, I realized that there are many factors that could create the diversity like thinking styles, religion, behavioral, culture, sexual preference, gender, and race. Thus, it is also analyzed that diversity factors could be eliminated by using effective diversity management strategy. The diversity management strategy facilitates the manager of the organization to eliminate the possibilities of diversity issue from the organization and make a different image in the marketplace. I also observed that a manager should critically understand the different culture and language and give equal value to feel the employees as it would support to create positive image organization in the employee’s mind. Hence, it can be said that workforce diversity could favorably impact on the business growth if manager critically evaluates the significance of the diversity (Greene, and Kirton, 2015).
I also observed that the impact of variety perspective and viewpoints could support to create the creativity and flexibility in the working place as it would help them to gain competitive benefits. In addition, I also learned about the work-life balance that could be effective for both professional and personal life of an employee. It is also examined that work-life balance could facilitate employees to manage their personal and professional activity in the limited time as it would support to make flexible work-life (Schermerhorn, et al., 2014). Before this section, I was not capable to balance work-life that creates complexity for managing my task. After chapter 9, I realized that how personal and professional life could directly impact on the organizational growth. It is observed that an organization should use the training and development method and thought about work-life balance to obtain the employee productivity and gain growth of the organization (Chelladurai and Kerwin, 2017).
Armstrong, M. and Taylor, S., 2014. Armstrong's handbook of human resource management practice. USA: Kogan Page Publishers.
Chelladurai, P. and Kerwin, S., 2017. Human resource management in sport and recreation. USA: Human Kinetics.
Bratton, J. and Gold, J., 2017. Human resource management: theory and practice. UK: Palgrave.
Brewster, C., 2017. The integration of human resource management and corporate strategy. In Policy and practice in European human resource management (pp. 22-35). UK: Routledge.
Brewster, C., Chung, C. and Sparrow, P., 2016. Globalizing human resource management. UK: Routledge.
Brewster, C., Houldsworth, E., Sparrow, P. and Vernon, G., 2016. International human resource management. USA: Kogan Page Publishers.
Gamage, A.S., 2014. Recruitment and selection practices in manufacturing SMEs in Japan: An analysis of the link with business performance. Ruhuna Journal of Management and Finance, 1(1), pp.37-52.
Greene, A.M. and Kirton, G., 2015. The dynamics of managing diversity: A critical approach. UK: Routledge.
Harvey, C.P., and Allard, M., 2015. Understanding and managing diversity: Readings, cases, and exercises. USA: Pearson.
Schermerhorn, J., Davidson, P., Poole, D., Woods, P., Simon, A. and McBarron, E., 2014. Management: Foundations and Applications (2nd Asia-Pacific Edition). USA: John Wiley & Sons.
Sheehan, M., 2014. Human resource management and performance: Evidence from small and medium-sized firms. International Small Business Journal, 32(5), pp.545-570.
Taylor, S., 2014. Recruitment and selection. Strategic Human Resource Management: An International Perspective, 10(6), pp.139-14.
Townley, B., 2014. Selection and appraisal: reconstituting. New Perspectives on Human Resource Management (Routledge Revivals), 92.
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