HUMAN RESOURCE MANAGEMENT

Human Resource Management



Human Resource Management

Introduction

Within most large organisations, HRM has taken on much the same role as Personnel Management, but with some additions, particularly in regard to business strategy. However, HRM essentially involves the policies and practices one needs to carry out the human resource aspects of a management position, including recruiting, screening, training, rewarding, and appraising (Cannell, 2002). This nucleus of responsibility for HRM is being shifted from specialists to all managers (Lewis, 2006), and is therefore in a position to advance the cause of the business. By becoming integrated with line management, HRM can become an important functional activity (Dessler, 2003), rather than simply a "big hat, no cattle" role (Kessler, 2001). This issue of integration with the general management is an important one for HRM. There is already some evidence to indicate that when senior management manages HR issues they are taken more seriously (Armstrong, 2001). Firms today involve the human resources manager an integral part of the companies' strategic planning team in an effort to meet the firm's strategic objectives. The critical role to the viability and success of today's and tomorrow's firms has to do with human resources and diversity of the firm.

Organizational Demographics

Cultural differences can impact an organization in many ways. It can strengthen as well as weaken the workforce. With the recent globalization of organizations, it is essential that organizations today understand the importance of cultural diversity in order to succeed. Due to multiplicity of languages, communication is the key element in any winning business association. A business should recognize how cultural assortment impacts the business and how administration and human resources tackle these matters from a corporate level. Any of the issues that are not tackled can force the business unhelpfully, which leads to horrific publicity (Cannell, 2002).

Overview of the Organization

Consider this example of XYZ organization in if your own business human resources understand the importance of cultural diversity. They will be dedicated staff in place to make certain all employees are treated equally. Your company will then recognize the essential values in promoting diversity within their work force. Human resources must implement steps and strategies that continue to work with management to maintain workforce that is culturally diverse. The diversity opens your minds to the people, cultures, and opportunities (Kauhanen, 2006). When dealing diversity businesses must try to avoid prejudice, misunderstanding and stereotyping. Human resource must also distinguish normal cultural pattern from its everyday business interactions between people and other firms (Piekkola, 2005).

Management & Policies

There several elements that illustrate successful organizational diversity management work to show the reason organizational diversity is important. Historically, multiplicity in the place of work has been considered as an employment-equity issue. Now, however, diversity in the workplace is being recognized as a benefit that will contribute to an organization's bottom line. Increased employee and customer satisfaction end up as increased productivity, all of which are measurable outcomes (Cannell, 2002).

As we may not be aware of diversity goes beyond employment equity to nurturing an environment ...