Human Resource Management
HRM Questions
Companies will usually downsize in order to reduce costs, especially where a firm is making losses, or to streamline the organizational structure, which may improve efficiency. The downside of downsizing is that there is no guarantee of success, and in the downsizing process the firm may lose resources that would have been useful, including human knowledge as well as capacity which may be a negative influence a firm. One strategy often used is outsourcing, this may cut costs, or allow for access to specialist services at a lower costs that internal provision. However, outsourcing also has disadvantages including loss of control over timing and quality, costs may increase, there may also be risks in terms commercial confidentiality.
Question 7
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Maslow's hierarchy of needs hypothesizes that there is a pyramid of needs with individuals moving up and down over different points in their life (Torrington et al., 2011). Lower order needs include food and shelter, higher order needs include recognition, friendship and self-actualization; lower order needs have to be satisfied to prevent dissatisfaction and higher order needs may only be used as motivators when the needs below them are satisfied (Torrington et al., 2011). A manger using this approach will ensure that the lower needs are met with sufficient remuneration, and then provide motivation based on what an employee needs, for example, praise and recognition or the chance of advancement, with a flexible approach to suit different needs.
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Goal setting theory states that employees are more likely to be motivated if they have an achievable goal to which they can work towards and feel satisfaction if they achieve. Managers may set realistic and achievable goals, and provide feedback if using this motivation theory.
Question 8
A manager using Theory X assumes employees are lazy and need coercion to work well, a manger that uses this theory may set very specific goals, make threats on what will occur if goals are missed and undertake a high level of control showing little trust. Theory Y is more optimistic, where it is believed people like to work and managers using this approach may ask employees to contribute through a more participative and trusting management style, with the belief that employees may be creative and ask for suggestions (Torrington et al., 2011). Theory Z takes theory Y to the next level and argues improvements in productivity and quality of the work life is reliant on employee involvement. This latter approach is likely to see managers expecting the highest level of participation from their employees and involve them in decision making…
Human Resource Management HRM (Human Resource Management) is the advancement and management of workers of an organization. It includes recruitment processes, representation and classification of positions at work. For these to be accomplished, laws governing human capital should be followed, and appropriate strategies should be kept in place including paying attention to the employees. Good Management of human capital, determines the success of many organizations Action training for supervisors Disciplinary training is a
Neither one of these opinions is good for the organization as a whole or the HR Department itself. The HRM function may be very efficient that way, but it loses its effectiveness. In the second example, the globalization of the world of business has become a serious issue for workers who deal with customers, but the HRM function also needs to be up-to-date with how to respond to people who
Human Resources Management (HRM) functions. Your Best practice used by companies to recruit university / college students As the society evolved, the role of the human resources has also undergone a series of changes. At the commencement of the Industrial Revolution, the workforce was perceived as the force operating the machineries, making no claims, working in difficult and unsanitary conditions and for miserable pay. With the aid of unions and
Human Resources Management Practices in the Global Environment & Human Resources Information Systems (HRIS) The objective of this study is the examine Human Resources Information Systems (HRIS) as it relates to Human Resources Management practices in the Global Environment. Toward this end, this work in writing will examine the literature in this area of study. Globalization, in the work of Husain (2010), is reported as symbolizing "the structural making of the world
Human Resource Management Although there have been many recent developments in the area of human resources and their management, the concept of managing people in the workplace is not a new one. In fact, according to Ogunyomi, Shadare, and Chidi (2011, p.19-20), the concept has evolved over more than a century, starting with the concept of scientific management created and promoted by Frederick Winslow Taylor at the turn of the 20th
In other words, the HR department is currently seen as primarily a staffing function, there to provide advice and fulfill personnel functions. Recently, however, your board of directors has asked you to inform them as to what strategic human resource management is all about and how you see your HR department (and its functions and subsequent activities) transforming to such a new role as a strategic partner. Your company
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