Course Summary: Human Resource Management: Gaining a Competitive Advantage

Achieving Organizational Strategy through People. A common theme observed in modern organizations today is the poor alignment of business strategy and HRM strategy. Find an article(s) through ProQuest which discusses the benefits of aligning HRM activities with key business initiatives and discuss the challenges and the opportunities of doing so. Present your findings in 200 words or

What would you do differently if you had it to do all over again? Why?……...7

ways to carry out these goals for success. This paper will discuss short term and long term goals

The Managing Human Resources class has been a great experience for me. My perception of HR has changed since we started the class. In the beginning of class, I thought all HR departments were the same as the only one I’ve ever experienced throughout my career; which happens to be with the Tennessee Wildlife Resources Agency (TWRA). I now understand HR can be much more and TWRA’s HR is not providing many of the services it could be. Unfortunately, TWRA’s HR is only delivering functional expertise, rather than strategic performance. I now understand there is a problem when HR departments are only providing functional expertise (Becker and Huselid 2009).

After my experience in the Human Resources Management class, I came to understand that a company’s best way to compete in the market is through the people that make up the company. Knowing how to use the employee’s skills and knowledge to benefit the company is crucial when competing. Being aware of who is working in the company is only one of the steps needed to succeed. A company is the collection of people with different skills and talents who come together to produce a finished product. From the intern who may runs errands to the CEO of the company, everyone plays an important role in the success of the company. How is it that a company ensures that the people are retained and motivated to work? It is through the human resources department! Although some may think that the human resource personnel are only there to listen to the employees’ problems, HR is much more than this. To further explore the world of the human resources apartment, I conducted an interview with Lori Whol who is part of the personnel of the human resources department at Devon Energy.

Human resource operations in global business transactions are developing in a manner which suggests that only the best experienced human resource operations will bear success. Human resource operations include procedures such as labor planning and performance evaluation in all employees (Liu, 2017). By creating decisions regarding labor requirements of an organization’s international activity, human resource employees are capable of implementing new global business trends within the company (Debroux,

Take a minute to reflect on all of the jobs and positions you have held, was there someone identified as a Human Resource Manager? What types of duties did the Human Resource Manager have? Human Resource Management (HRM) is the managing of human skills and talents to make sure they are used effectively and in alignment with an organization’s goals, (Youssef 2015). Human Resource Managers work to build the capacity of employees to achieve these organizational goals by means of planning, recruitment, selection, development and many more aspects. These aspects and others, when done effectively, can aide Human Resource Managers in accomplishing their primary function of aligning employee’s abilities with an organization’s goals.

Objective: LO-1 Define human resources management and analyze the strategic significance of human resources management.

Proactive management of the employees of a company or organization. Strategic human resource management includes typical human resource components such as hiring, discipline, and payroll, and also involves working with employees in a collaborative manner to boost retention, improve the quality of the work experience, and maximize the mutual benefit of employment for both the employee and the employer.

Understanding the human resource management theory is important to understanding the role that human resource management practices have in the volunteer mechanism.

Human Resource Management (HRM) has evolved from many terms and functions in the last century such as finance, accounting, marketing; the personnel were responsible for hiring and firing, compensation, payroll, and benefits. HRM was known to handle routine employment obligations. Previously, the administrative human resource focused primary on clerical administration aspect of a business such as processing information, recordkeeping which included essential legal paperwork and policy implementation. (Mathis, Jackson, and Valentine, 2014, p. 15). Human resource administered performance appraisal of employees’ past performance to determine pay and promotion. Other functions of human resource were to persuade employees of the organization’s interest as well as to persuade management of employees’ interest and obligations.

In today’s work environment, organizations are continually seeking an advantage over the competition. One resource to assist with this ambition is to utilize the human resources (HR) department as a strategic partner in the micro and macro planning of the organization. This paper will define the role and function while distinguishing the duties and responsibilities of an effective HR department.

Employee is an important assets in determine the successful and well-being of a company. Stagnant and incompetent employee will cause a company unable to compete with its rival and worst the company might be underperform and suffer great loss. Training plays an important role in enhancing or develops employee skills, ability, knowledge and attitude to increase their performance and competencies. Without training, the performance of employee is poor and organization will affected. According to Ho (2003), he stated that organization often thinks that training is costly to conduct buttraining can be view as an investment to achieve higher productivity in the organization. By conducting a systematic and well-plan training it can develop a satisfaction and meet the needs of employee to perform their job better in future. Besides that, a proper training will give both organization and employee benefits such as better quality work environment, provides a challenge whereby the employee have a chance to learn new things and ensure the goal and objectives more effectively met (Buckley, 1991). There are three practices methods that often being used by the Human Resource to conduct a training program in their organization which are classroom lecture method, coaching and on the job training.

Our purpose in Personnel is clear: to create the best environment for all our colleagues to reach their full potential. In doing so, we build the culture, capability and capacity to help the business meet its multichannel growth ambitions.

Human resource is an integral sector in any form of organization. Governments as well as the private organizations use human resource sector to manage personnel working in various departments of the firms. However the human resource sector keeps changing and the organizations also have to formulate different ways of managing the sector to ensure that it is productive. Battaglio (2014) addresses the dynamism of the human resource in the public sector in the United States in such a dynamic world. The perpetual change of how the human resource management run in the US has led to redefinition of the human resource management roles and their relevance in the public sector. This chapter emphasizes on the need to maintain professionalism in the