Hrm 530 Human Resources Management- Assessment Answers
1 Pages / 235 Words
Read the article "Why We Hate HR" and answer the following discussion questions:
https://www.fastcompany.com/40435516/how-to-address-common-red-flags-in-your-resume
1. Top management does not understand what value HR departments can play in their organizations. How do we convince them? What role do you believe top management plays in the acceptance or rejection of the role of HR? What types of values, beliefs and practices should they espouse? What kind of company culture would promote and protect these values?
2.What key changes would you make to HR education to ensure graduates have the appropriate knowledge, skills and abilities (KSAs) to link HR practices to business strategy?
3. How might you develop hiring criteria and interview questions to ensure you have a good person-job and person-organization match for this new HR professional?
4. How does the gender makeup of HR professionals help or hinder the perceptions of the effectiveness of the HR function?
5. What recommendations can you make to protect the company assets and minimize litigation while still allowing for individual differences and exceptions to the rule when managing diverse employees in your workplace.
6. There is still a perception that HR is personnel. What are the differences? How can you differentiate the personnel side of things, such as benefits or compensation administration, from the HR side of things, such as organizational development or career planning?
Answers
1. To convince the top management, they must be made aware that unlike other component of an organization, the HR has been extensive. They have been inter-departmental and included throughout the entire organization.
The HR has been pursuing the effectively in lieu of the value. This is because it has been easier and simpler to measure ("Why We Hate HR", 2017). In order to accept or reject the HR, the business strategy has to be implemented intrinsically. This has been demanding cooperation between the management and human work force.
Regarding the values and beliefs there should be respect and open in dealing with others and expect others to be behaving the same respectively. Regarding practices there should be resolving of conflicts immediately without involving other people or components much (Torabi, Soufi & Sahebjamnia, 2014).
The culture should be illustrating the accepted values and norms. It must also consider the conventional behavior of the group.
2. The HR has been nowhere near the type of logical sophistication on the way of the people or the talent. Hence, the decisions that have been made regarding the resources have been much less consistent, reliable and sophisticated ("Why We Hate HR", 2017). The key changes in HR education ensuring the proper knowledge linking the HR practices to the business strategy includes the change management. There must be modifications in leadership development, effectiveness measurement of HR, organizational effectiveness, compensation, succession planning, learning and development.
3. The HR has been pursuing the uniformity and standardization that has been complex and heterogeneous in the face of the workforce ("Why We Hate HR", 2017). The primary effective hiring and interviewing has been the establishment of the functions. These essential functions have been the basic job responsibilities that should be performed by the HR in satisfactory manner (Armstrong & Taylor, 2014).
4. Gender makeup of the HR professionals has been hindering or helping the effective perceptions of the HR function in various methods. Firstly, the women are seen to possess better EQ generally. Secondly, the HR profession has not being paying out to the fresher. Lastly the men have been concentrated to the manufacturing companies in the third world countries (José Martínez-Jurado, Moyano-Fuentes & Jerez Gómez, 2013).
5. The recommendations regarding the managing of diverse employees in the workplace are discussed hereby:
Understanding discrimination:
The HR should understand the laws of discrimination and penalties, if they are violated.
Determining individual preconceptions:
The HR must be able to recognize the biases and misconceptions before reaching to others. Otherwise this lead to conflicting decisions.
Investing in diversity training:
The HR must conduct the sessions of diversity trainings reinforcing the policies and encouraging expected behavior.
6. The personnel has been focusing on the labor relation, employee welfare and personnel administration. The human resource on the other hand has been concentrating upon development motivation, acquisition and maintaining the human resources (Mishra, Lama & Pal, 2016).
The personnel could be differentiated as their job design has been performed on labor division. The human resource has been doing the job function on the team or group work basis. Under the personnel the opportunities for the career development and training has been less.
References:
Armstrong, M., & Taylor, S. (2014). Armstrong's handbook of human resource management practice. Kogan Page Publishers.
José Martínez-Jurado, P., Moyano-Fuentes, J., & Jerez Gómez, P. (2013). HR management during lean production adoption. Management decision, 51(4), 742-760.
Mishra, S. N., Lama, D. R., & Pal, Y. (2016). Human Resource Predictive Analytics (HRPA) for HR Management in Organizations. International Journal of Scientific & Technology Research, 5(5)..
Torabi, S. A., Soufi, H. R., & Sahebjamnia, N. (2014). A new framework for business impact analysis in business continuity management (with a case study). Safety Science, 68, 309-323.
Why We Hate HR. (2017). Fast Company. Retrieved 30 June 2017, from https://www.fastcompany.com/53319/why-we-hate-hr
