Human Resources Management

LITERATURE REVIEW

Critically evaluation of key issues in HRM

There is a need of human resources management to develop and achieve the opportunities for organization which desired by the top management and stakeholders. Human resources have tended to be more concerned with HR and organizational strategy. Many authors have provided their views about the key issues that influencing and hampering the proper management of human resources. According to Gospodarevskaya culture and diversity of particular area have significant impact on the HR management and development of plan to manage activities of organization (Gospodarevskaya and Churilov, 2011). However management provide the training and direction to staff members to perform the task but the culture and values of individual and group influence the work proceedings. In addition to that globalization is also a key factors that has positive and negative impact on management of human resources. As Hafeez suggest that leadership and development process of organization drive the course of effective human resource management. A  good leader can motivate and encourage the staff members to perform the operation in proposed manner (Hafeez and Aburawi, 2013). In spite of that lack of communication and co-ordination create barriers in management of human resources. Organization and leaders are getting influenced by the globalization as they learning and implementing new policy and which not accepted by the staff members but use of technology and monitoring has provided many fruitful results for organization.

Analyses and evaluation of HR practice in contemporary work situations

In the current scenario of business, there are certain contemporary conditions influencing the practices of human resources that dominating course of effective management. According to Keegan and Turner rules and regulation of company and government of UK has increased the intensity in the  organization (Huemann, Keegan and Turner, 2007). However in last decade internet and online communication sources has improve the knowledge and information base about the HRM practices but it hamper values and belief of employees as companies of UK implementing international rules and regulation. Policies like  knowledge of different language, pay according to work and quality issues that affecting the capability of employees. It cannot be consider that all theses policies producing negative impact on HR practices, rules and regulations are helpful for individual and groups to improve their skills up to the international standard.

In addition to that Bertocci provide their review about the global economy that plays important role in development of HRM practices and implementation of plan for improvement.  In the last five years UK has faced different economy conditions, in which crisis of 2007 has totally damage human resources planning and practices that has influenced many other countries (Bertocci, 2009). However companies put their efforts and overcome the issues but crisis has demolished the HRM practices which still affecting work of business industry of UK.

To explore the strategic nature of HRM

For the effective development and formulation of HRM, basic fundamental of HR function, personal factors and firm level issues drive the strategic nature of organization. The role of culture and social values of individual drive the nature of HRM practices. According to  Tjitra determination of policy, opinion and regulation as per the international level is the need of time to develop business globally, for that organizations of UK adopting and implementing changes which are good for expanding market share as well as skills of employees (Bildstein,  Gueldenberg and  Tjitra,  2013). In spite of that it is nature of human that it not accept changes instantly which affect the quality of operation and services offer to customer as well as internal working environment of organizations.

In the strategic nature of HRM, personal factors like capability of HR manager, knowledge and skills of employees has significant impact on the practices of Human resources planning and implementation. As per the view of Bonnici, leadership quality of manager and employees help individual and organization to manage the changes according to need of situations as well as formulation of strategy (Bonnici, 2011). It is critically evaluated that knowledge and skills of employees drive the operation and process of organizations which has huge contribution for defining nature of HRM within working environment.

To examine the different approaches to SHRM

In the process of managing strategic human resources, organization has to develop plan according to requirements and conditions of economy and financial situations. In that analysis of environmental condition of organization by considering objectives, resources and structure. Management finds out the need of human resources available in organization and their capability. According to views of Elmuti, Minnis and  Abebe organization apply human work forces as per the demand of market, in which management forecast the future requirements of human resources to achieve the goals and objectives (Elmuti, Minnis and  Abebe, 2005). In spite of that changes in economic conditions of organization as well as UK affect the planning and approach of strategic management of human resources.

In addition to that organization provides training and guidance to employees for improving their performance and achieve the objectives. It is an essential part of strategic human resources management which consider by all business organization. However the strategic management of human resources is important for organization but the negotiation of values and culture affect the future planning for human resources management when it comes to personal and social aspects.
Foundation of HRM and relationship to traditional practices of personnel and industrial management relations.

HRM is need of every business organization to implement plan, determine work and achieve the objectives. Human resources department of organization manages the human power, develops strategy for assigning role and provides proper training for motivating them. The basic functions of human resource department is to develop law and regulation, cost analysis, training and development as well as determine organizational behaviors. According to traditional practices HRM consider and include business ethics, motivation, analysis of need, communication and learning of new skills which help management to develop positive working environment. Hafeez and Aburawi suggested that in traditional practices of personnel and industrial management, a  good leader can motivate and encourage the staff members to perform the operation in proposed manner (Hafeez and Aburawi, 2013). In spite of that lack of communication and co-ordination create barriers in management of human resources. Organization and leaders are getting influenced by the globalization as they learning and implementing new policy and which not accepted by the staff members but use of technology and monitoring has provided many fruitful results for organization. Globalization has influenced from development of transportation, telecommunication and internet services that reduces the cost and interdependence of organization as well as countries. In other words globalization is the process by which businesses or other organizations develop international influence or start operating on an international scale. It has provided many changes in foundation of human resources management in organizations of UK.

ANALYSIS AND DISCUSSION

Key issues in HRM

In the current scenario globalization has provided many modification and improvement in human resources management. These modification helped organization to develop skills and capabilities of individual and groups. In the basic issues of HRM culture and diversity of particular area have significant impact on the HR management and development of plan to manage activities of organization (Huemann,  Keegan and Turner, 2007). For that management offer training and guideline to improve effectiveness of operations. However management provide the training and direction to staff members to perform the task but the culture and values of individual and group influence the work proceedings.

Leadership and succession planing are also an important issues in human resources management, in which staff members can be encourage and motivated by the manager to increase the level of performance and capability. Succession planning is necessary to managing human resources for future needs which take place in planning of HR of organization. In addition to that staffing and change management provide benefits to companies for implementing new techniques, process and function that support individual and different departments to overcoming the issues that hampering the human resources practices (Lawler and Boudreau, 2009). Change management is systematic approach to implement change, both from the perspective of an organization and on the individual level. These issues are need to be consider by the management to develop effective activities related to human resources.  Customer service training can make company stand out in the customers mind through satisfying needs and requirements. In training management used to provide the information about presentation, behaviors, offering and delivery of services and products.

REFERENCES

• Gospodarevskaya, E. and Churilov, L., 2011. Process performance indicators in redesigning the patient care process. Business Process Management Journal.
• Hafeez, K. and Aburawi, I., 2013. Planning human resource requirements to meet target customer service levels. International Journal of Quality and Service Sciences.
• Huemann, M., Keegan, A. and Turner, R. J., 2007. Human resource management in the project-oriented company: A review. International Journal of Project Management.
• Bertocci, D. I., 2009. Leadership in Organizations: There is a Difference Between Leaders and Managers. University Press of America.
• Bildstein, I., Gueldenberg, S. and  Tjitra, H.,  2013. Effective leadership of knowledge workers: results of an intercultural business study. Management Research Review.
• Bonnici, C. A., 2011. Creating a Successful Leadership Style: Principles of Personal Strategic Planning. R&L EducatioClawson, J. G. S., 2008. Leadership as managing energy.  International Journal of Organizational Analysis.
• Elmuti, D., Minnis, W. and  Abebe, M., 2005. Does education have a role in developing leadership skills? Management decisions.
• Hafeez, K. and Aburawi, I., 2013. Planning human resource requirements to meet target customer service levels. International Journal of Quality and Service Sciences.

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