Strategic HR management, management homework help

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punzh5282

Business Finance

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  1. Write a 5 – 6 page paper that describes the critical factors to consider in the design of a work system.
  2. What particular role does technology play in the design of work system?
  3. Describe a successful or unsuccessful attempt at job redesign that you experienced or observed. What factors contributed to the success or failure of the change initiative. How could the l attempt have been managed better?
  4. Your paper should include a title page with your name, the title of your paper, the course number and the date you are submitting the paper. Also include references for sources cited in your paper. The title page and reference list do not count toward the number of pages for this assignment.

please use the file as references and do the project on the same company

company name: - Danfar Investments Company

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Running head: Organizations HRM Philosophy and Practices (50 CHARACTERS OR LESS) 1 Organizations HRM Philosophy and Practices Chosen company; Danfar Investments Company HR Management Philosophy is not mainly about the functions of the Human Resources. It mostly consists of the corporate culture and values in the organization and also the top management Running head: Organizations HRM Philosophy and Practices (50 CHARACTERS OR LESS) 2 leadership style. The leader holds the vision of the organization making the HRM philosophy and practices and thus requires a modern HR Management approach in order to build a suitable environment that can build an evolution of the modern HR Management. Philosophy of the organization should involve all its set values, behavior and practice (Boxall, 2010). Danfar is a construction company based in San Francisco. The company appreciates and embraced human resource philosophies and takes this into practice very well. The management at Danfar understands the importance of these philosophies and works extra hard to see such practices put in place. Additionally, Danfar has got a very effective and functional human resource management department. The policies that lead to the philosophy should be informal and it is this informality that differentiates it from the HR Strategy. Human Resource Management philosophy therefore depends on the organization’s leadership and decision making process which does not necessarily have to rely on the written rules. Organization’s philosophy depends on the leader’s philosophy. Danfar Human Resource Management philosophy believes that goals and objectives should be taken as examples. They should only be considered as an inspiration to build a modern Human Resources Management function in the company. It focuses in gaining a sustainable competitive advantage that ensures the company reaches targets and growth. Practices involved include having an introduction of the basic HR Management policies. These policies are based on the leader’s personal informational project towards the inspiration of the set goals and objectives of the company and focusing on the latest trends in Human Resources Management. The company believes that it is important to learn from other people especially because implementation of new trends in an organization can be difficult. Danfar believes that mistakes and successes of others should be something that should be given much consideration in order to be in a better position to achieve the set goals and objectives. Running head: Organizations HRM Philosophy and Practices (50 CHARACTERS OR LESS) 3 Through company’s beliefs, it gives assumptions about people, their nature, needs, value and their approach to work. The Human Resource Management philosophy is based on believe that people are the most important assets in the company. It also believes that people can be developed to a great extent as they have creative energy which is utilized only partially. The leader therefore focuses in ensuring that every person has developed some belongingness with his/her work in order to have fully committed people working for the company. Every person should be given the opportunity of discovering their full potential in order to contribute maximum towards the company’s development and this is only achieved through taking care of the employees and meeting their need satisfaction. The leader always works towards creating an organization that has a healthy and motivating working climate for the people in it by ensuring there is trust in all levels of management, openness, enthusiasm, and collaboration. The Human Resource Management of Danfar is also based on the following cardinal beliefs that include; self-managing resource that mainly focuses on the people as a unique resource, believe in the inherent potential of people, harmonious blending of people through good leadership, believe that any apparent limitations in people are the results of a variety of circumstances and factors which can easily be overcome through good support and creating awareness, and mainly the company believe on actualization through updating the human resource management systems, enhancing skills and creating an enabling climate. STRENGTHS • Have many return customers Running head: Organizations HRM Philosophy and Practices (50 CHARACTERS OR LESS) • Customer satisfaction • Do get some walk-in business • eye-catching logo • strong customer relations 4 WEAKNESSES • Don't pay much attention to marketing • Don't have a marketing plan • Don't have much of a marketing budget OPPORTUNITY • Technology • New products and services • Increasing use of social media THREATS • Online businesses • Competitors • Expense of running media ads The company’s leader believes that conducting a SWOT analysis is the best tool that can enable shape ideas, introduce innovations, and evaluate status of the company. With proper use of the analysis, the human resource department of the organization can highly benefit as it helps the Running head: Organizations HRM Philosophy and Practices (50 CHARACTERS OR LESS) 5 management in creating better processes, models, and concepts. SWOT analysis enables easy identification of strengths and opportunities and receive best ideas from all the people involved in the growth and development. The SWOT analysis of the human resource should consider focusing on the internal and external factors that involves a broad cross-section of the organization (Harvey & Blakely, 1999). The strengths which are internal factors should enable the HRM strategy and functionality. Discovering on the strengths that the company holds should be aimed at building a strategy that focuses on long-term goals. Danfar management should also focus on those weaknesses that may be hindering the company from achieving its success by posing challenges. These weaknesses that are also internal factors may involve such as having an overwhelming sense of dissatisfaction throughout the workforce. The growth of the workforce is best place to ensure that the company utilizes all the opportunities available. A good workforce can be built for example by ensuring sufficient wages and providing work benefits to the employees. Having gained the opportunity for the workforce growth and having analyzed on the threats that negatively impact the company, it will be easier to use the people’s ability to achieve a market share with a competitive gain that ensures slowdowns and layoffs are avoided at a much higher level. In order for HRM strategy of the organization to be more effective, the organization should select all ideas received from people, later group them and try to introduce a highly innovative solution especially because innovative HR Management is the key current key to success for any company/organization. Developing an effective HR strategy is one of the biggest challenge that human resource management professionals are facing today as they try to create a strategy that supports an organization’s short and long-term business goals. The system of HRM strategy should therefore focus on creating elements that fit together and support each other. It should begin from outlining Running head: Organizations HRM Philosophy and Practices (50 CHARACTERS OR LESS) 6 the basic management policies, to workforce development, and retaining key employees which should be a top priority for effective talent management that supports the company’s human resource management strategies and overall corporate objectives. The HRM system and strategy should be one that effectively incorporates performance management. It should also meet the succession planning and compensation management as well as recommendations for determining the readiness of the organization and implementing successful program that drives the business towards a better productive future (Armstrong & Baron, 2002). I believe that Danfar’s HRM philosophy meets all the elements of an effective system mainly because it focuses on the key factors for a successful organization such employee engagement through creating a favorable workforce for everyone and using a compensation management which is an effective lever for driving business results. It makes employee retention an imperative of human resource management. The company having shown a proactive management of the employees in its Human Resource Management philosophy, it should also ensure that all the typical human resource components are put in consideration. These typical human resource components include such as hiring processes, payrolls, observing discipline at all the time, and also involving a collaborative manner especially with all the employees. Collaboration boosts retention, improves work quality and experience and maximizes a mutual benefit for all the involved parties in the company i.e. the employees and the stakeholders. Running head: Organizations HRM Philosophy and Practices (50 CHARACTERS OR LESS) 7 References Armstrong, M., & Baron, A. (2002). Strategic HRM: the key to improved business performance. London: Chartered Institute of Personnel and Development. Boxall, P. (2010). The Oxford handbook of human resource management. Oxford: Oxford Univ. Press. Harvey, E. B., & Blakely, J. H. (1999). Re-thinking HR management: strategies for success in an era of change. Toronto: CCH Canadian.
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hey.still coming along.should be done in the next hour or so..

Running Head: HUMAN RESOURCE

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Running Head: HUMAN RESOURCE

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Human resource is arguably the most important resource in an organization as good
human resource can lead to innovativeness and prosperity of the company beyond what it is. It is
therefore important that work systems be designed in a way that employees are not choked with
what they are supposed to do i.e. ensue there i...


Anonymous
Really useful study material!

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