Strategic Human Resource management

Question 1

Human resource can be described as those individuals who create the general workforce of an organization, business or the general economy.  Human resource is the most significant aspect of an organization as this determines the general productivity of an organization.  Modern organization is faced with the challenge of increased competition which requires high knowledge as well as skills in overcoming competition.  Employee’s value creates a better part in the sustaining and creating a competitive edge for the corporation’s (Ercetin & Bağcı, 2016). With the high development of international competition as well as the general speed that competitors are adopting can highly copy technology as well products which are forcing the modern organizations to turn into a human resource in creating differentiation amid them and other corporation.

In reality, modern organizations account their employees as assets which play part in their economic development. Modern organization highly require  skills as well as knowledge in ensuring that they are well equipped to overcoming competition and being able to acquire a beneficial market  segment. Employees in the economic world today are human assets that raise the general value of an organization as well as the market segment with the application of the correct initiatives and policies.  For an organization to be effective the recognition of the similarity of the value held by capital, physical and human resource assets must be made (Ercetin & Bağcı, 2016). For the modern organizations, human resource can be regarded as a valuable creator of a defendable competitive advantage.

Question 3

Joe’s job needs to restructure to ensure that he feels motivated to work each day. This involves making an outline of all the tasks that he should engage in every day.  In addition, his working surrounding should be redesigned to fit a motivating structure. His roles should be integrated with those of others to ensure that there are interactions and also that communication is activated.  His working time will be reduced by half to facilitate minimize him from spending much time doing nothing.  In this Joe will be required to accomplish a set of goals that will be affirmed clearly for each day as a measure of his performance as well as productivity. 

In order to maintain the employees who are appropriate to the organization, I would utilize skills, performance as well as productivity as the ground of evaluation.  Effective employees have significant skills and relevant knowledge that is highly necessary for sustaining high performance (Sharma, 2009).  For those employees with good performance and a record of high productivity, I would utilize some motivation techniques to retain them.  This would utilize the use of compensation, benefits, structure their working and the use of performance appraisal.  This would increase the ability to sustain the needed employees through ensuring that they are motivated and satisfied with everything that they do (Sharma, 2009).

Question 4

There are different approaches that can be utilized to attract as well as recruit capable women applicants to the defense industry.  To begin with, the working conditions should be made favorable for both genders as well as hold the capability of embracing diversity.  This can best be achieved by considering discrimination and sexual harassment against women as a serious offense.  When these matters are handled with great pressure and seriousness a favorable or a positive surrounding is generated (Amos, 2008).  After individuals gets the notification that the corporation does not tolerate any form of abuse then females begin to get interested thus turning up for any opening.

In addition, programs that are more friendly to the female gender can be developed and ensure some women are also promoted to several authoritative positions as a way of demonstrating acceptance and transparency in the environment.  Women normally like those jobs that are flexible based on the fact that they are highly responsible for their families. Appreciating talents sends an attractive message to other applicants who are talented and have the desired for the particular positions (Sharma, 2009). Moreover, the opening for positions should be friendlier to women which ensure that they have the understanding as well as full knowledge of everything that is fully required from them.  Women normally love attention and a full focus on their needs would highly attract their desires.

Question 5

The management of HRM is generally about valuing the general contributions made by individuals in ensuring that an organization achieves success.  The management general refers to the administration of knowledge as well as the skills held by employees within the organization (Amos, 2008). Some of the issues facing the HRM in New Zealand are acceptance, development as well as diversity.   Diversity should be handled effectively for progress to be achieved within the organization.  The requirement to be highly competitive in the global market requires the ability to address the needs of the minor groups by recognizing them as valuable assets for the economic group (Amos, 2008).  Most organizations in New Zealand are characterized with diverse people from different countries which present a communication barrier due to language differences. 

New Zealand organizations are developing similarly to those located in the western regions except the fact that they the HRM in the region are characterized by various barriers which hinder development. Lack of appropriate HR management measures poses to be an additional issue. The limiting aspects to development are caused by the presence of little skills and knowledge for the implementation.  Every organization has an appropriate model that can best administer its employees. Lack of adequate time, as well as resources, seems to be a major issue since organizations focus more on maximizing profits in the modern society rather than improving the general conditions for employees (Valentine, Mathis & Jackson, 2013).

Question 6

HR strategic planning is an important HR strategic element which links performance with the strategic goals of the corporation. Based on the developed plan the organization can be able to develop strategic decisions in regard to the general future of a corporation.  Strategic planning is additionally significant in budgetary planning (Valentine, Mathis & Jackson, 2013). In managing performance, staffing, compensation as well as development and learning can utilize collaboration and restructuring strategies.

This can best be achieved in the rearrangement of duties in order to develop jobs that are designed well, as well as creating efficiency through reorganizations of teams.  This will allow those that have less experience and skills to learn from others thus opening grounds for development, training, and measurement of performance.  Working together will cut the needed costs for teach thus permitting employees to gather fresh insights from colleagues for a future that is more promising (Valentine, Mathis & Jackson, 2013).  Recruitment approaches  can also help Brendon in getting new employees who have higher capabilities and skills that the corporation highly desires to replace the skilled employees who are about to retire.

 

 

 

 

 

 

            References

Amos, T. (2008). Human resource management. Wetton, Cape Town: Juta.

Ercetin, S. S., & Bağcı, H. (2016). Handbook of research on chaos and complexity theory in the social sciences.

Sharma, S. K. (2009). Handbook of HRM practices: Management policies and practices. New Delhi [India: Global India Publication Pvt Ltd.

Valentine, S., Mathis, R. L., & Jackson, J. H. (2013). Human resource management. Cengage Learning.