The Changing Role of Human resource management Essay Example for Free

The Changing Role of Human resource management Essay For years, businesses relied on personnel departments for the management of their employees. The primary concerns of the personnel departments included attendance records, benefits, and salary. Therefore, the personnel departments did not consider the importance of contributions a company’s employees made to the business. These contributions included such things as diversity and intellectual capital. As businesses began to expand globally, they began realizing the importance of their human resources. Thus the concept of Human Resources (HR) management began to emerge as an outgrowth of the personnel departments. According to the week one overview, companies depend on their human resources departments to manage and provide for the organization’s needs through the use of their human assets. These assets include the business partners, community, customers, employees, and stakeholders of the company (University of Phoenix, 2010). The purpose of this paper is to discuss the various responses by human resources management to (a) globalization, (b) technology, (c) diversity, (d) e-business, and (e) ethics. To begin with, a definition of human resources management is in order. Definition of Human Resources (HR) Management According to Noe, Hollenbeck, Gerhart, and Wright (2007), a definition of HR management is the company’s guidelines, procedures, and structures that directly influence their employee’s actions, conduct, outlook, mindsets, and job performances. Modern companies consider human resources management to be good practice regarding the optimum use of their employees’ intellectual capital, including the skills and expertise these employees bring to the company, and work to ensure their human resources managers understand this (Noe, Hollenbeck, Gerhart, Wright, 2007). Response to Globalization As businesses enter the global market, they are beginning to realize the importance of HR management in such areas as change management, setting goals and objectives, recognizing employee skills, and working with diverse groups. According to a report released in 2000, for a corporation to develop a culture that is consistent the corporation must establish and preserve a â€Å"critical balance between a strong corporate culture and local cultural differences† (Rioux, Bernthal, Wellins, 2000, p. 1). The report went on to state â€Å"the globalization of HR is characterized by increasing levels of decentralization† (Rioux et al. 2000, p. 1). As a result, companies are placing their HR departments, including those in the global market, into more centralized areas containing one HR department and a regional or international staff. Because of this centralization, HR managers need to recognize differences among employees regarding areas such as culture, ethnicity, and religion. Response to Technology HR managers need to recognize that because of advances in technology, businesses are beginning to hire employees to work in areas that require higher education and special training including engineering, manufacturing, and quality management. To respond effectively, HR managers must develop and encourage the creativity and innovation these highly trained employees bring to their organizations. To accomplish this may mean HR managers need to improve the communication process, develop new and improved programs for continuing education, and realign staff (Bundy, 1997). Response to Diversity Among the challenges facing businesses today is an increasingly diverse workforce. As more minorities enter the labor market, HR managers are beginning to realize they have the responsibility of ensuring these minorities they do not become victims of discrimination. HR managers must learn to recognize and use their employees’ intellectual capital, including the abilities, expertise, and ethical values, these employees contribute to the workforce. A good HR manager will respect people of different cultures, ethnicities, and gender. According to Noe, Hollenbeck, Gerhart, and Wright (2007) more businesses in the United States are beginning to realize they need to acknowledge and recognize the diversity of their employees and use this diversity in ways that will allow them to gain advantages over their competition (Noe et al. , 2007). Response to e-Business Individuals and organizations are beginning to recognize the importance of the Internet in conducting business. As a result, e-business is becoming more prevalent. The book defines electronic business or e-business as â€Å"any process that a business conducts electronically, especially business involving use of the Internet† (Noe et al. , 2007, p. 50). E-business allows consumers to purchase items using the Internet or conduct banking transactions, companies to conduct transactions with each other, and consumers to conduct transactions among themselves such as auctions. Because of the increasing use of the Internet to conduct business, HR managers find themselves faced with several challenges. These challenges include ensuring the company is continually updating their employee requirements regarding such things as ability and competence. HR managers must recruit and train people to meet those requirements. Response to Ethics Businesses need to ensure the people they hire to work in and manage their HR departments behave ethically. The definition of ethics is the â€Å"fundamental principles of right and wrong† (Noe et al. 2007, p. 17). HR managers must ensure their behavior is always ethical and the company’s employees also behave ethically. HR managers need to implement training programs that teach employees how to behave ethically in the workplace. For example, HR managers need to recognize that people have certain basic rights including the right to refuse to engage in activities that violate their morals (Noe et al. , 2007). Conclusion Over the years the role of HR management has undergone several changes. The human resources department is no longer just a personnel department concerned merely with attendance records, benefits, and salary. Instead, HR managers find they are becoming more involved in every department of the business. Companies are beginning to recognize that good HR managers are very important to the continuing success of their businesses. Therefore, HR managers need to ensure they have expertise in areas such as globalization, technology, diversity, e-business, and ethics.

Motivation: Reward System and the Role of Compensation :: Papers Management Business Essays

Motivation: Reward System and the Role of Compensation The design and management of reward systems present the general manager with one of the most difficult HRM tasks. This HRM policy area contains the greatest contradictions between the promise of theory and the reality of implementation. Consequently, organizations sometimes go through cycles of innovation and hope as reward systems are developed, followed by disillusionment as these reward systems fail to deliver. Rewards and employee satisfaction Gaining an employee's satisfaction with the rewards given is not a simple matter. Rather, it is a function of several factors that organizations must learn to manage: 1. The individual's satisfaction with rewards is, in part, related to what is expected and how much is received. Feelings of satisfaction or dissatisfaction arise when individuals compare their input - job skills, education, effort, and performance - to output - the mix of extrinsic and intrinsic rewards they receive. 2. Employee satisfaction is also affected by comparisons with other people in similar jobs and organizations. In effect, employees compare their own input/output ratio with that of others. People vary considerably in how they weigh various inputs in that comparison. They tend to weigh their strong points more heavily, such as certain skills or a recent incident of effective performance. Individuals also tend to overrate their own performance compared with the rating they receive from their supervisors. The problem of unrealistic self-rating exists partly because supervisors in most organizations do not communicate a candid evaluation of their subordinates' performance to them. Such candid communication to subordinates, unless done skillfully, seriously risks damaging their self-esteem. The bigger dilemma, however, is that failure by managers to communicate a candid appraisal of performance makes it difficult for employees to develop a realistic view of their own performance, thus increasing the possibility of dissatisfaction with the pay they are receiving. 3. Employees often misperceive the rewards of others; their misperception can cause the employees to become dissatisfied. Evidence shows that individuals tend to overestimate the pay of fellow workers

Parenting Skills Essay

1. What role do you think discipline plays in developing a child’s self-esteem? What forms of discipline best serve the self-esteem of the child or adolescent? 2. List and discuss how activities, clubs, or sports, impact the self-esteem of children and parents. Provide at least two activities, clubs, or sports in your answer. Discussion Answers 1. I think that discipline done correctly could help in a child’s self-esteem. When you discipline a child make sure that they understand WHY and it makes them feel trustworthy, and included. If you treat discipline like a dictatorship the child feels like you’re abusive and they are stupid and untrustworthy. people with low self-esteem generally Fail to achieve their goals, Are not able to pursue accomplishments in a responsible and disciplined manner, Have poor communication skills, Have a pessimistic view on life, Are prone to anxiety, depression, hostility, loneliness, shame, and guilt, Form unhealthy, destructive relationships with others, and Make decisions in life more to please others than to adhere to their own interests and value systems. I think that discipline done correctly could help in a child’s self-esteem. When you discipline a child make sure that they need to understand what is happening and they need to feel included. If you treat discipline like a dictatorship the child feels like you’re abusive. people with low self-esteem generally fail to achieve their goals, have poor communication skills, have a negative view on life and are prone to anxiety, depression, loneliness, and guilt. Also, form unhealthy, destructive relationships with others, and make decisions in life more to please others. 2. Parents should encourage children to participate in sports and clubs that are productive and give a feeling of accomplishment. However, it is not always advantageous for a parent to push a child toward a particular sport or activity because sometimes the parents will push their children towards their dream sports or activities they wanted to do as a child. 3. parents should encourage children to participate in sports and clubs that are productive and give their children a feeling of accomplishment. However, it is not always advantageous for a parent to push a child toward a particular sport or activi ty.

Psychopathy Or Antisocial Personality Disorder - 921 Words

Running head: PSYCHOPATHY OR ANTISOCIAL PERSONALITY DISORDER 1. Psychopathy or Antisocial Personality Disorder Valeria Frierson Walden University Dr. Hampe PSYCHOPATHY OR ANTISOCIAL PERSONALITY DISORDER 2. Abstract This paper will focus on the relevance of assessing psychopathy or antisocial personality disorder. The importance of the assessment and the adjudication process will also be discussed. Key words: psychopathy, antisocial personality disorder, violence recidivism. PSYCHOPATHY OR ANTISOCIAL PERSONALITY DISORDER 3. According to Pinel (1801) psychopathy is defined as persons with complete cognitive capacity but these persons experienced spontaneous and antisocial behavior. These persons suffered from mania without insanity. Pinel (1801) in his description was distinguishing those persons whose unlawful acts and depraved acts were due to mental deficiencies or psychopathology as opposed to those with no indication of any mental defects. Psychopathy has a strong connection to violent behavior and recidivism. Research indicates that persons with high levels of psychopathy are more likely to continue instrumental violent behavior when compared to those person’s with lower levels of psychopathy Jackson, R. (2008). Mannerisms connected to this behavior are grandiosity and arrogance which are frequently found in psychopaths . According to a study completed by Williamson, Hare and Wong (1987), criminals with high PCL-R scoresShow MoreRelatedAntisocial Personality Disorder And Psychopathy1777 W ords   |  8 PagesWhat is Antisocial Personality Disorder? Antisocial Personality Disorder is a disorder that is characterized by a long-standing pattern of disregard for other people’s rights, often crossing the line and violating those rights. A person with Antisocial Personality Disorder often feels little or no empathy toward other people, and doesn’t see the problem in bending or breaking the law for their own needs or wants. 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