Project Human Resource Management Essay Example
Project Human Resource Management Essay Example

Project Human Resource Management Essay Example

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  • Pages: 7 (1892 words)
  • Published: September 8, 2018
  • Type: Research Paper
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International Human Resources Management is concerned with the activities of multinational corporations in foreign nations.

The main focus of the text is on managing issues related to the flow of people, goods, and money, with the ultimate goal being to improve management in situations involving crossing national boundaries. Joe Tapper is specifically responsible for human resources.

In today's competitive world, organizations are continually striving to maintain a competitive edge. Competition has been increasing every year, making it even more important for managers to consistently enhance organizational performance. They must constantly find ways to maximize their organizations' strategic resources. Over the past decade or so, most companies of all sizes have transformed their "personnel department" into a Human Resource Management Team due to America's shift towards a service-based economy.

Human resource management encompasses a wide range of activities within an organization. This includes attracting, developing, and


retaining skilled employees through recruitment, termination, retention, and creating organizational charts. It also involves managing corporate culture after mergers or acquisitions, handling employee communications during disputes, implementing benefits programs, navigating government regulations, and addressing legal issues such as sexual harassment and occupational safety hazards.

As organizations recognize the value of employee diversity, human resource managers are taking on a more proactive role in driving success. They are responsible for selecting individuals who can contribute to the company's growth. In today's knowledge-based business world, an organization's achievements largely depend on the knowledge, skills, and abilities of its employees. These employees help establish core competencies that set the organization apart from competitors.

Moreover, human resource management is not limited to traditional managerial responsibilities; it involves transformation. The goal of HR Transformation is to provide more valuable employee

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services at a lower cost while significantly enhancing HR's strategic impact on the organization.HRM is the strategic and coherent management of an organization's valuable assets - its people, who play a crucial role in achieving business objectives. The terms "human resource management" and "human resources" (HR) are now used instead of "personnel management" to describe the processes involved in managing individuals within organizations.

Human resource management is rapidly evolving and encompasses both academic theory and business practices that focus on managing a workforce. In the context of international business, managers face unique challenges compared to domestically-oriented firms. These challenges include interacting with employees from diverse educational, cultural, and value backgrounds, as well as navigating through varying legal, political, and economic factors.

International business has gained importance due to the impact of various factors on managerial and enterprise functions. The rise of multinational corporations has played a major role in making international business more prominent. This field involves transactions that happen across national borders, including the transfer of goods, services, technology, managerial knowledge, and capital to other countries. The interaction between a company and the host country can take different forms, such as exporting goods and services.

There are various options available for an international firm to consider when developing its global strategy. These include entering into licensing agreements to produce goods in another country, engaging in management contracts to operate foreign companies, forming joint ventures with firms in the host country, and establishing wholly owned subsidiaries or branches with production facilities in the host countries.

The relationship between the parent company and the host country in the contract is influenced by various factors, some of which bring them together

and others that may lead to conflicts. Human Resource Technology acts as a bridge between human resource management and information technology, combining elements from both systems. In general, the Human Resource function is administrative and exists in all coal mining corporations. Many companies have formalized their selection and evaluation processes (Koontz, O'Donnell, 1955, p.89-95). The advancement of technology has transformed people's lives globally and revolutionized methods of exploration and marketing of coal for coal mining companies. The demand in the 21st century is for high-tech and safe exploitation and usage of coal.

In order to meet these new requirements, effective management of human resources is necessary. This means that the coal mining industry has become highly advanced with the use of computers and necessary machinery (Lamond, 2004, p.330–356). As a result, coal exploration, extraction, and market delivery are now secure, efficient, clean, and environmentally friendly. Nowadays, the use of computers, lasers, satellites, and other technologies is common in the coal mining industry. Many organizations implement these advancements in their business including Globaltex Industries Inc. Thanks to high-tech technologies and effective human resource management (Lamond, 2004,p. 330–356), coal mining extraction is now completely safe for workers.

The organizing function of management involves a developed organizational structure and human resources ensuring the achievement of company goals.

According to Lamond (2004, p. 330–356), a visual representation in the form of a chart or matrix can illustrate the chain of command structure for every company. These charts are utilized to facilitate organizing decisions within the company. Organizing decisions encompass choosing and defining various job roles and responsibilities (Koontz, O'Donnell, 1955, p. 38). Human Resources Management (HRM) has the role of determining staffing

needs and making decisions on whether to hire employees or utilize independent contractors for fulfilling these needs. HRM is also responsible for employee recruitment and training, ensuring their optimal performance, addressing performance issues, and complying with personnel and management practice regulations.

In the realm of human resource management, tasks such as managing employee benefits and compensation, maintaining employee records, and implementing personnel policies are encompassed. In small businesses, regardless of whether they are for-profit or nonprofit, these responsibilities are typically handled internally due to limited resources. However, it is vital for these businesses to ensure that their personnel policies comply with current regulations and that employees are aware of them. Employee manuals serve as a common means of communication.

The main goal of human resource management is to assist organizations in achieving their strategic objectives by attracting and retaining employees and effectively overseeing their performance. A crucial aspect of this process is ensuring that the management of employees aligns with the company's overall strategic direction (Miller, 1989).

The academic theory of HRM highlights the significance of not treating humans as machines and advocates for an interdisciplinary exploration of individuals in the workplace. This exploration encompasses fields such as psychology, industrial engineering, industrial and organizational psychology, industrial relations, sociology, and critical theories like postmodernism and post-structuralism. Many colleges and universities offer bachelor's and master's degrees in Human Resources Management.

  • Strategic business partner
  • Change agent
  • Employee champion
  • Administration

Practitioners perceive HRM as a more innovative approach to managing the workplace compared to traditional methods. These techniques require enterprise managers to clearly communicate their goals so that employees can understand and fulfill their responsibilities. Additionally, HRM provides

employees with the necessary resources to successfully accomplish their tasks. Therefore, when implemented effectively, HRM techniques align with the overall objectives and operational practices of the organization.

Many people believe that HRM plays a crucial role in reducing risk within organizations. It is interesting to note the differences in managerial practices between selected countries. For example, in France, the government implements national planning to coordinate the plans of industries and companies. The government's objective is to utilize the country's resources effectively and prevent expansion in uneconomic areas. While governmental planning is carried out by the relevant department, other governmental departments, employers' organizations, unions, and consumers provide cooperation and assistance. The plan, which is typically revised every five years, aims to achieve economic growth, price stability, a satisfactory balance in foreign payments, and favorable employment conditions. Managers are not only constrained by "Le Plan," but they also benefit from it as it provides valuable information for developing their own enterprise plans. There is a clear relationship between government planning and firms, particularly those that are government-owned or receive direct support.

Germany: Authority and Codetermination The German managerial style favored reliance on authority in directing the work force, although it was often benevolent authoritarianism. Managers in Germany expect obedience from their subordinates while also showing concerns for their well-being. Germany has a law mandating membership of labor in the supervisory boards and executive committees of certain large corporations. Additionally, a labor director is elected as a member of the executive committee, creating a challenging position that requires balancing the interests of employees and making managerial decisions in the best interest of the enterprise. In Australia, management is influenced by

the country's moralistic stance, political and social values, as well as emphasis on achievement and risk taking.

Italian managers work in a risk-averse environment but are still competitive. They prefer making decisions as a group. Meanwhile, Austrian management emphasizes self-fulfillment and leadership, valuing independence and competitiveness while having a low tolerance for risk. British management prioritizes security along with resourcefulness, adaptability, and logic.

Similarly, Japan, being one of the leading industrial nations in the world, has embraced distinctive managerial practices compared to economically advanced countries in the western world. Moreover, there is an emphasis on individualism alongside open communication and collaboration in decision making across different levels of the organizational hierarchy. While the basic principles of management are generally applicable across countries, there are variations in the implementation of managerial functions like planning, organizing, leading, and controlling between domestic and international enterprises. For instance, multinational corporations need to consider the international market in their planning efforts, which can be challenging. Leading requires managers to navigate cultural differences, and controlling entails addressing diverse requirements across various countries such as tax laws.

The primary goal of management activity is to cater to consumers, with other benefits such as job creation, income generation, and economic development being secondary. It has been recognized by industry, business, and management that customer satisfaction holds more significance than capital, resources, or technology in determining organizational success. In the book 'In search of Excellence', the author highlights 'concern for the customer' as one of the shared traits of highly successful organizations. The widely accepted framework for managerial knowledge is comprised of planning, organizing, staffing, leading, and controlling. The field of management theory has grown significantly, with

twice as many schools or approaches in comparison to over 20 years ago. However, these diverse schools of thought are now showing signs of convergence. It is evident that the role of managers is expanding.

New approaches are needed to avoid obsolescence in management and improve productivity. It is necessary to have better planning, flexible organizational approaches, improved management of human resources, a motivational environment, and efficient control methods using new information technology. Most importantly, the field of management urgently requires intellectual and inspirational leadership worldwide to benefit humanity. There are signs that business is moving towards a global theory of management.

  1. List of references: Brinda Dasgupta, Net Gains and Losses C. Martis and M. G. Diwan Human Resources Management by Koontz, O'Donnell, 1955, p. 89-95 Koontz, O'Donnell, 1955, p.
  2. 38 Lamond, 2004, p. 330–356 Towers, David. Human Resource Management essays.

Usha Albuquerque, Careers from the Home Ulrich, Dave (1996). Human Resource Champions. The next agenda for adding value and delivering results. Boston, Mass Venkatesh R. Iyer, Is Apocalypse Near, Far or Never? ,Manorma 2003,p581 And internet websites . From website visited on 26/4/08 http://www.

The link to the website that contains information on human resource management can be found at the URL 22-human_resource_management.html.

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