...International human resource management (IHRM) is concerned with identifying and understanding how multinational organisations (MNC’s) manage their geographically dispersed workforce in order to sustain their competitive advantage. Literature shows that globalisation has brought about new challenges and increased complexity for human resource (HR) directors in managing organisational systems in areas of recruitment and selection and training and development (Kayworth and Leidner, 2000; Selmer, 2001; O’Leary, Cummings, 2002). Geographical dispersion has created trends correlated with several challenges IHR managers face when dealing with the global environment. These include issues associated with the Internet, time zones and employee isolation. Being in contact with different geographic locations leads IHR managers to do business with employees of different nationalities and cultures. The challenge for IHR managers is to avoid culture clashes and adequately prepare unit members, specifically expatriates, on adapting in a foreign environment (Tung, 1987; Selmer, 2001; Chauh, Hoffman, Jones and Williams, 2007). This essay will discuss these challenges in relation to IHR directors designing recruitment and selection processes and training and development programs. The essay will also describe briefly the challenges IHRM come across as a result of pressure to rationalise and differentiate their operations, and explain how these challenges prove IHRM to be more complicated than the...
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...challenges of hrm manager Human resources managers have three aspects of responsibility to the organizations that employ them. Unlike other departmental managers whose responsibilities focus on running their departments and respective teams of employees, HR managers are responsible for the HR department functions, supervising the HR staff and ensuring that the organization's entire workforce is cohesive, engaged and productive. Compliance Ever-expanding legal considerations, legislation and federal and state laws make compliance an important aspect of running an HR department and determining the extent to which certain laws apply to each workplace. One of the challenges that HR managers face includes staying abreast of the changes and ensuring that the department's strategy coincides with its legal obligations. For example, the Affordable Care Act contains health care reforms that have a serious impact on the way some employers will provide coverage for their employees. The act requires many employers to calculate and report the dollar value of health benefits for employees on their W-2s, according to Ted Lewkowicz, a lawyer who specializes in employee benefits and tax law. In an August 2012 column for HR Specialist, Lewkowicz reminds HR professionals that they're responsible for ensuring that their companies adapt to the changes that the ACA brings. Compliance-related issues require collaboration among HR leadership, compensation and benefits specialists and HRIS, or human...
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...Running Head: The two of the biggest challenges facing human resource departments today The two of the biggest challenges facing human resource departments today Class: Human Resource Management Professor: Daniel Jacobson Date: 07/16/2012 In the present day, human resource manager risk great challenges in the workplace. In keeping competitive and successful in today's local and global market, facing diversity, environmental consciousness, keeping current talent and attracting new talent, motivating employees, developing the structure of the workplace, all the while keeping standards, beliefs, values, and ethics of company in mind. Training employees to be more involved in the global market and economy is one of the challenges human resource managers face today. With the growing local and global economy, it is beneficial for the employee as well as the company to be trained and knowledgeable in the customs, beliefs and values of other countries when doing business. This will keep the organization competitive in the market. Also, being aware of the organization's environmental impact is a challenge for the human resource manager. As the company does business and produces its product, the environment should not be ignored. With today's regulations and standards set for environmental protection, the human resource manager needs to be versed in these regulations and ensure to stay within those guidelines. This is on a local level as...
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...Human Resource Management Roles Human Resource Management (HRM) focuses on employing, running and developing individuals in an organization. Human resource managers have to develop a strategy for gaining and maintaining an edge against other competitors in the marketplace. It is there job to gain skilled individuals that will set the company above others. A human resource manager also needs to take care of employees concerns and well beaning in the company. If there is an individual that is unhappy about a situation then the individual can go to the human resource manager and voice their concerns without any ramifications or judgment. Human resource managers come across many different challenges. There are environmental, organizational and individual challenges. In environmental challenges there are rapid change, rise of internet, workforce diversity, globalization legislation, evolving work and family roles, skill shortage and the rise of the service sector (Gomez-Mejia, Balkin, & Cardy, 2010).A human resource manager needs to be skilled and equipped to overcome these challenges in any industry. Health care industries are no strangers to the challenges that the human resource manager may face. Healthcare industries grow rapidly and the human resource manager needs to keep up with the growth. They are the backbone to the company and hire the most effective workers from medical staff to non-medical staff. Human resources, when pertaining to health care, can be defined as...
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...changes and challenges. Then select one of these changes or challenges and discuss in more detail” The Human Resource managers of today are faced with a multitude of contemporary changes and challenges, these changes and challenge lie within areas of: There are significant changes regarding ‘Industrial Relations’ with specific concerns around reduced job security and the demand for greater labor flexibility (Stone, 2013 p.7). Human Resources face challenges surrounding ‘Globalization’, where there is an increased flow of skilled and unskilled workers coming in and out of Australia and the high demand for skilled foreigners to work in Australia on specific Australian projects (Stone, 2013 p.7). Human resource managers need to be aware of ‘The Changing Work Culture’, which characterizes the push for a fresh corporate culture, which promotes flexibility, increased employee involvement, trust, performance and the attraction and retention of skilled and educated workers (Stone, 2013 p.7). Human resources also face both changes and challenges in the area of ‘Workforce Demographics’, as there is an increase the multigenerational workplace, with the elderly working longer past retirement age, The increasing number of highly skilled female workers and a greater number of females being in professional and managerial positions (Stone, 2013 p.7). Human resources face the contemporary Challenge surrounding the issue of ‘Remuneration’ specifically, where human resources struggle...
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...MGMT 308 CHAPTER 1 The Role of Human Resources What Is HRM? Human resource management is the process of employing people, training them, compensating them, developing policies relating to the workplace, and developing strategies to retain employees. The Role of HRM There are seven main responsibilities of HRM managers: staffing, setting policies, compensation and benefits, retention, training, employment laws, and worker protection. In addition to being concerned with the seven internal aspects, HRM managers must keep up to date with changes in the external environment that may impact their employees. The trends toward flexible schedules and telecommuting are examples of external aspects. To effectively understand how the external forces might affect human resources, it is important for the HR manager to read the HR literature, attend conferences, and utilize other ways to stay up to date with new laws, trends, and policies. SKILLS NEEDED FOR HRM Ethics is perhaps one of the most important aspects to being a great HR professional. There are a number of skills crucial to human resource management. First, being able to organize and multitask is necessary. In this job, files must be managed, and an HR manager is constantly working in different areas of the business. Communication skills are necessary in HRM as well. The ability to present good and bad news, work with a variety of personalities, and coach employees is important in HRM. Specific job skills, such as...
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...Human Resources Management Jennifer Brown HCS 341 April 2, 2011 Instructor Lisa Smith With the many challenges facing the health care industry today, it is easy to overlook the advantageous roles human resources management has on the health care industry. The personnel can take on divergent roles, depending on the needs of the organization. Human resources is not merely a matter of recruiting the most qualified employee, but it also involves strategic HR planning, handling major HR challenges, and resolving unfair labor practices. The process of formulating HR strategies and establishing programs or tactics to implement them is called strategic human resource (HR) planning (Gómez-Mejía, 2010, p. 22). It is a responsibility for HR managers to improve the organizations performance while providing various direct and indirect benefits for the company. When done well, strategic planning is a highly participatory process, engaging staff to the organization’s central purpose. In the health care industry ensuring that all employees have time for training is essential for improved performance. Human resources managers must develop a communication plan to guide supervisors on the importance of education and employee development. HR managers have the experience to face many challenges, which involve environmental, organizational, and individual factors. These three challenges are important for human resources managers to deal with effectively before they become major problems...
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...Human resource management is responsible for how people are treated in organizations. It is responsible for bringing people into the organization, helping them perform their work, compensating them for their labors, and solving problems that arise. Recession presents a very difficult time for any existing organization in today’s corporate world and no company is exempted from this truth. The biggest challenge for companies and especially Human Resource in this economy downturn is to survive and to remain competitive, companies reorganized and reengineered to reduce waste. Recession poses unique challenges to the HR department. Human resources professionals often struggle to obtain the resources they need to effectively manage people in the workplace, and the difficulties that they face are augmented when economic conditions worsen. It is essential for every company to know how to implement the right metric set for this very trying period. I. Introduction In today's arena the most common word we come across is recession. Recession is a general slowdown in economic activity over a long period of time. A recession normally takes place when consumers lose confidence in the growth of the economy and spend less. This leads to a decreased demand for goods and services, which in turn leads to a decrease in production, lay-offs and rise in unemployment. Investors also show less interest which affects the capital and financial flows, import - export and overall Gross Domestic Product...
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...Human Resources Management in Health Care HCS341 Human Resources Management in Health Care Human resource departments oversee everything and have their hands in everything that is vitally essential to a business. The key to any successful human resource manager is the ability to employ successful human resource strategies and tactics. Human resource strategies are regarded as most important, as it refers to an organization’s use of their human resources as an approach to effectively use its people efficiently to accomplish their goal; human resource tactics are policies used to further an organization’s strategic goal (Gomez-Mejia, Balkin, & Cardy, Chapter 1: Meeting Present and Emerging Strategic Human Resource Challenges, 2010). How human resource managers in health care stay up to date with the times, as well as the shift of how the role of the human resource manager is viewed will be discussed in this paper. Staying Innovative Human resource managers must find innovative ways to keep up with the growing challenges of the healthcare field and the business standpoint. Some of these challenges include, but are not limited to: an ever changing field of work; overhead costs; diversity, which is now required in most businesses; and a very important one not to forget, technology (Gomez-Mejia, Balkin, & Cardy, Chapter 1: Meeting Present and Emerging Strategic Human Resource Challenges, 2010). If one does not have a website or ways to reach customers on a technological...
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...Human Resources We live in a world of explosive technological change and of intense global competition. More than ever before, these pressures are forcing organizations to become more effective and efficient. Top managers are beginning to realize that organizational success depends upon careful attention to human resources. Within today's business world the focus on human resources has increased tremendously in recent years. Companies have realized the importance of human resource to administer employers relations with employees. Such human resources services involve the recruitment for a company as well as over seeing benefit and compensation packages, temporary and permanent placement of qualified workers and ensuring training and future development are observed and meet the company's qualifications. Employment policies must take into account court decisions and legislations pertaining to a wide range of issues - age, race and disability discrimination; health and safety requirements, employment security, confidentiality; and sexual harassment, to name a few. Tyson suggests that the aim of the HR strategy process is concerned with devising ways of managing people, which will assist in the achievement of organizational objectives. Within these processes HR assists management in development and implementing policies, practices and philosophies to benefit the organization. Tyson recognizes that there is a lack of importance placed on the actual process that...
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...Human Resource Management Rules Brittney Coad HCS 341 September 24, 2012 Gina Drake Human Resource Management Rules The human resource department is the most important department with in any organization. The human resource department is in charge of everything in an organization. This department is put together to keep the organization on top and running smoothly. The human resource department is in charge of payroll, hiring new employees, giving out promotions, they also train new employees, and they are in charge of lying off and firing. So without the human resource department in organizations then the organization will fail. All organizations need a backbone to stay up and running. The most vital part in health care is the management in the human resource. According to "Becoming A Hospital Human Resource Manager" (2012), “Effective human resources management plays a crucial role in the success of health care systems. Proper management of human resources is vital in the recruitment and retention of clinical and non-clinical staff, maintain staff morale, providing opportunities for professional development, and in the ability of health care organization to deliver quality health care services and improve patient health outcomes.” The human resource department has many challenges to oversee on a day to day basis. This is why there is special training and certain schooling to go through to understand the day to day job of a human resource worker and to know what...
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...by the Human Resource Management in Maple Leaf shoes Limited employed a plan that had its strengths and weaknesses. First, Lance takes an active step in attempting to interview the organization's senior managers to have an insight on their understanding of the company. He, however, does not succeed to interview all the directors. Lance uses questions that have a positive tone thus allowing the managers to express themselves, for instance, "What are the major challenges facing Maple Leaf Shoes in the next five years?" (Das, 2002, p. 80). Additionally, Lance appears to work under the conviction that meeting of the client's expectations marks the effectiveness of the Human Resource Department. Lance opts to use personal interviews whose primary goal is to gather relevant and useful information in understanding the role of the human resource department. He, however, fails to get more useful information as he uses a short question checklist that does not assist in understanding the function of human resource. It is also hard to make a conclusion on the issues he uses as he adopts a free response format that does not allow for comparison on the answers received. Lance also fails to meet with all the managers thereby making his meeting with Clark, the firm's president, less important given that most of the interviews faced several disturbances like receiving phone calls. Additionally, he is not yet well versed with the daily problems facing staff and the human resource manager. As such...
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...So You Want to Become a Human Resource Manager Outline Thesis: This report will offer insights into the challenging field of a Human Resource Manager. I. Introduction A. Definition B. Background C. Statistics of Job Openings D. Thesis and Purpose E. Source and Scope of Research II. Career Analysis A. Nature of the Work 1. Occupational Specialists 2. Duties and Responsibilities 3. Working Conditions a. Hours b. Environment B. Employment Requirements 1. Education a. Bachelor’s degree b. Master’s degree c. Professional certifications 2. Personal Skills a. People skills b. Organizational skills c. Communication skills C. Employment Outlook a. National b. Colorado D. Salary and Benefits 1. Salary a. National b. Colorado 2. Benefits a. Health b. Paid Leaves/Vacations c. Stock options E. Advantages and Challenges III. Conclusion A. Summary of Findings B. Interpretation of Findings C. Recommendations So You Want to be a Human Resource Manager INTRODUCTION With the extremely high competition in the business world, corporations are looking to recruit the best and the brightest in employees. To keep these employees happy and to reduce huge turnovers, companies have relied on human resource managers to make an environment in which these valued employees can be productive and profitable. Human resource managers make sure that upper management...
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... ISSN 2277-8616 The Emerging Challenges in HRM Mrs. Ekta Srivastava, Dr. Nisha Agarwal Abstract This paper analysis the various challenges which are emerging in the field of HRM.The managers today face a whole new array of changes like globalization, technological advances and changes in political and legal environment. changes in Information technology. This has lead to a paradigm shift in the of roles professional personnel. The great challenge of HRM is to attract, retain and nurture talented employees. This paper also analysis how to overcome with these challenges. These challenges can overcome through cross cultural training, technological and informational training of HR people and motivation of employees through various techniques Objective of paper To study the details of emerging challenges To find out the various methods and techniques through which HR can overcome the challenges of present business scenario Methodology – The analysis of this paper is totally depend upon secondary data like journal, books and various website from internet Introduction HR managers are facing many challenges in present business scenario like Globalization workforce diversity, technological advances and changes in political and legal environment change in information technology. All these challenges increase the pressure on HR managers to attract, retain and nurture talented employee. HR professional can’t ignore these challenges rather they ought to be line to...
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...role, nature, and purpose of HRD in organizations of all sizes and sectors across the world” (2009). Obviously, facing the economical globalization, development of technology, the coming of information age and lowering of trade barriers, as a result firms have to think of new and effective ideas to compete with other competitors. Human capital is the most special asset of a company. It is special because people cannot be separated from their knowledge, skills, health, or values in the way they can be separated from their financial and physical assets (Becker, 2008). The result, organizations’ aim is to make their own human capital special that other organizations cannot copy. Competitive advantage is secured when organizations have skills and capabilities that are unique, difficult to replicate and imitate by competitors (Rainbird, 1995). HRD is a process of developing and unleashing human expertise through organization development, personnel training and development for the purpose of improving performance (Swanson & Holton, 2001). McCracken and Wallace have mentioned in their article that, organizations should ensure any investment which is made in human capital with the promotion of HRD strategy is clearly linked to the wider corporate strategy (2000). Strategic approach to HRD is a relative new concept in HRD and training and development fields. It is not a traditional training and developing view of interventions in response to specific problems of organizations (Beer & Spector...
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