The Different Types of Hrm Objectives Essay Example

the management of people rather than the administration of rules. Lastly, the company departments are expected to review and develop their own HRM plans to help them meet their operational needs.

Human Resource Management Strategy is a process of uniting people and organization together and ensuring the goals of each are met.

HRMS, or Human Resource Management System, aims to obtain the best from people by winning their full cooperation. It can be defined as the process of procuring, developing, and retaining a competent workforce to effectively achieve organizational goals (Nankervis, Compton, & Baird, 2001). Strategic planning for human resource utilization is often seen as the starting point in developing a strategic HRM function. It is considered an important aspect in many HRMS models. One-way linkage focuses on supporting strategy implementation through HRM activities, while a two-way linkage takes a more practical approach by involving HRM in strategy formulation as well (Nankervis, Compton, & Baird, 2001). The success of a work team depends on their ability to work together and make efforts to enhance productivity and performance.

Another point is to ensure that the countries of duty and authorization of line director and staff forces are recognized. With clearly recognized lines of authorization and duty, each group will have a better understanding of their function in the organization. Most theoretical HRMS models suggest that HRM plays an important role in achieving strategic goals. As the typical outcome of company strategies is the increase in the firm's economic value, HRM should directly contribute to the firm's bottom line to be evaluated effectively. The significance of HRM's strategic value may result in an

additional line of management responsibility, particularly regarding the selection and compensation of managers.

Meanwhile, Human Resource is typically responsible for tasks such as managing staff applications, maintaining staff files, and handling matters related to staff transportation. The line director is also responsible for overseeing staff at the workplace and addressing any issues that may arise. In essence, their role is to ensure that the work is completed efficiently (Timothy & Heneman, 2006). Employee empowerment involves providing guidance and support to individuals who have authority in their specific roles. For instance, the HR department assists other departments in selecting and training a competent workforce. A quality control director assists the production manager in determining the appropriate level of product/service quality within the company. They initiate quality programs and analyze statistical data to ensure compliance with quality standards.

Therefore, staff authorization grants staff the ability to provide advice for improving line operations.

Planning

Key Components of Job Analysis

Human resource planning ensures that managers have the appropriate number and types of people in the correct positions, with the necessary skills, experience, and competencies to effectively perform assigned tasks. This helps organizations prevent sudden talent shortages and surpluses. HR planning consists of two main steps:

1. Evaluating current HR resources
2. Assessing future HR needs and developing a plan to meet those needs (Stone, 2007).

Job content: describes the responsibilities and tasks of the position, ranging from general statements to detailed descriptions of duties and procedural steps. Individuals have control over factors such as performance, independence, recognition, etc.

To ensure that a person achieves the highest level of performance as an accountant adjunct at KPMG, it is crucial for both the individual and the organization to implement motivation techniques

that encourage increased productivity and cost reduction. Job requirements involve identifying the necessary qualifications, knowledge, skills, abilities, and personal traits that employees need to effectively fulfill their job duties in a given situation. Employers' practices aim to identify and hire the most suitable candidates. Job analysis assists employers in achieving this goal by identifying standard criteria, such as experience, abilities, or knowledge, that are suitable for a particular job. This information can then be used by a company's managers and HR professionals to manage and select appropriate selection tools, such as interview questions or tests. Job context refers to the contextual information and support regarding a specific job, including its purpose, its role within the organization, the allocation of human or material resources, the availability of guidelines, the potential consequences of mistakes, and the level of supervision received or provided (Stone, 2005).

Organizations have control over various factors such as base wage, company policies, work status, and others. According to Herzberg's motivation-hygiene theory, job satisfaction is influenced by two types of factors: occupation context (hygiene factors) and occupation content (motive factors) (Stone, 2007).

Environmental Tendencies
Economic Factors

At KPMG, economic changes can significantly impact a company's behavior. For instance:

1. Higher interest rates can discourage investment due to increased borrowing costs.
2. A strong currency can pose challenges in exporting as it may have a higher monetary value impact from foreign currency.
3. Inflation can increase costs and lead employees to demand higher pay.
4. An increase in national income could result in higher demand for the company's products.

Social Factors

Social trends changes can affect both the demand for an organization's products and the availability as well as willingness of individuals to work.

The aging population in Singapore has

led to an increase in pension payments for employees' housing. This rise is due to the longer life expectancy among older individuals. As a response, companies like KPMG are now prioritizing older employees in order to adapt to this changing labor market. The demand for sheltered accommodation and medical services has also been affected by the aging population.

Demographic Factors

The success of Asia's demographic is closely connected to the impressive transformations in its economy and society during this period. There were significant societal changes happening at the same time as substantial economic growth. Moreover, there was a remarkable increase in real incomes and a noticeable decrease in poverty levels as the region's economies shifted from primarily relying on agriculture to concentrating more on modern urban-based industries. These changes also included improvements in basic education and a corresponding rise in literacy rates (Singh; A; Narlawar, 2010). As Asia went through demographic transition starting from the early 1970s, characterized by a sharp decline in mortality rates, especially among infants and children, the population experienced rapid growth.

According to The Health Status Report (2005), the population growth rate has decreased by approximately 50% as a result of declining birth rates and stagnant demographic momentum. This has led to an annual population growth rate of 1.3%.

Technological Factors

Kleiman (n.d.) suggests that advancements in technology have given rise to the development of new products and processes, such as online shopping, barcodes, and computer design. These advancements have been beneficial for businesses, allowing them to take advantage of improved technology. Additionally, technological progress has created new markets like computer games and high-tech mobile devices. Technology plays a crucial role in various industries by reducing

costs, enhancing quality, and fostering innovation.

These advancements can offer extra advantages to consumers and also assist companies in the current financial market.

Resourcing & Development

To recruit effectively, it is crucial to have a clear definition of each job. The recruitment strategy involves deciding where and who to recruit, as well as establishing the job requirements (Stone, 2005). One important decision that KPMG Company must make is whether to internally or externally recruit for the vacant position.

Advertising and Employment Agencies

The act of advertising involves using various media such as television, radio, newspapers, or industry publications to connect with employers. The internet is an emerging and rapidly growing platform for advertising. Regardless of the chosen method, it is vital for a company to determine the desired image it wishes to portray when creating an advertisement. Providing potential employees with an accurate depiction of both the job and organization is essential.

Employment Agencies

An employment agency is a company that assists in recruiting employees for organizations while also helping job seekers find employment opportunities.

There are two types of employment bureau: private and public. Private employment bureaus specialize in enrolling white-collar employees and connect qualified applicants with open positions. On the other hand, public employment bureaus, which receive policy direction from the U.S. Employment Service, are operated by each state and have expanded their role. They now not only recruit and place individuals in manual labor jobs but also match people with technical, professional, and managerial positions.

In addition to these bureaus, professional associations in various fields such as finance, marketing, accounting, and human resources offer recruitment and placement services for their members. For example, the Society for HRM provides a job referral

service to its members who are seeking new employment opportunities and employers with job openings. SHRM also has a top-notch website catering to HR professionals.

Open House: An open house is an efficient way to recruit, especially during periods of low unemployment. It provides a cost-effective and time-saving option compared to recruitment agencies and is favored over job fairs. However, hosting an open house event has its pros and cons. Open house ads can be shared through traditional media or various online platforms, often with the announcement prominently displayed on the homepage.

The Internet provides a cost-effective and efficient way for employers to connect with qualified applicants quickly. It offers several benefits, such as access to a wide pool of candidates, the ability to target specific individuals, user-friendliness, and convenience. However, one disadvantage is that internet recruitment can result in an increase in unsuitable applicants.

The Importance of Performance Appraisal Performance appraisals serve various purposes for employers. These evaluations are typically utilized to support HR decisions like merit increases, terminations, and promotions.

Implementing a merit-based wage program requires the presence of an effective and fair performance evaluation system. If this system is not properly established, there may be allegations of discrimination and employee dissatisfaction with the wage system (Mathis & Jackson, 2000). Employers use various methods to evaluate and document employee performances, but not all methods are suitable for every employer. When choosing a performance evaluation method at KPMG, HR staff should consider factors such as employee category, job types, relationship nature, method reliability, validity or relevance, usefulness in enhancing productivity, and ease of use.

Rewarding Managing Employees' Motivation

Maslow has proposed a more advanced classification system by ranking various needs

in a specific order. According to him, there are five types of needs that propel individuals into action, depending on the priority he associates with each need. These needs are of a biological nature, encompassing the requirements for food, water, air, and maintaining a constant body temperature.

The strongest demands are the physiological demands, as they are essential for fulfilling basic needs. If all demands were deprived, the physiological demands would take precedence. Once the physiological demands are met and no longer driving thoughts and behaviors, the security demands become active. Adults are typically not conscious of their security needs unless there is a crisis or societal upheaval, such as widespread rioting. However, children often exhibit signs of insecurity and a need for safety. Once the safety and physiological needs are satisfied, the next level of needs pertains to love, affection, and belongingness (Maslow, 1954).

According to Maslow, individuals strive to overcome feelings of loneliness and shame, which can be accomplished through giving and receiving love and a sense of belonging (abraham-maslow.com, 2009). Once these needs are fulfilled, the desire for respect can arise, which encompasses self-esteem and the esteem received from others. People inherently crave a strong sense of self-worth, stability, and respect from others.

When an individual's satisfaction of these demands occurs, they experience an increase in self-confidence and value. Conversely, when these demands are not met, the individual feels inferior, weak, and powerless. Only when all of the previously mentioned demands are fulfilled does the desire for self-actualization become activated, according to Maslow. Self-actualization is defined by Maslow as an individual's need to be and do what they were specifically "born to do." These needs

manifest themselves through feelings of restlessness. The individual may feel on the brink, anxious, as if something is missing, ultimately feeling unsatisfied.

When an individual is hungry, insecure, lacking love or acceptance, or experiencing low self-esteem, it is easy to understand what they are unsatisfied with. However, it is not always clear what someone wants when there is a need for self-actualization (NetMBA, 2004). Incentive pay, also known as variable pay, is a method used by employers instead of traditional wage systems such as bonuses and fixed salaries. Under an incentive pay program, salary levels can be tied to the performance of individuals, groups, or the entire organization. Incentives can be offered to executives at all levels of management as well as non-management employees. By understanding the differences between traditional pay and incentive pay, employers can determine the best combination of approaches that align with corporate culture and business needs (Mathis and Jackson, 2000).

The traditional wage system, also known as the hierarchal attack, establishes a standard wage for a specific job based on its position within the company hierarchy. Raises are determined by periodic job evaluations and the employees' performance. The rating results determine the extent of the employee's merit increase, which adds a small percentage to their base wage. On the other hand, incentive wages are based on an employee's individual performance or the results achieved by a team working towards specific organizational goals.

In an inducement program, the level of incentive pay is determined based on the evaluation of public performance measures. The incentive pay can be given as either a one-time bonus or a percentage of the base salary.

HRM and Law

Employers and Employees' Duties

The Occupational Safety and Health Administration (OSHA) has established mandatory and voluntary health and safety requirements to ensure that employers provide safe work environments, maintain records of injuries and illnesses, and respect employees' rights to refuse unsafe work. Meanwhile, employers at KPMG who fail to comply with mandatory OSHA guidelines may face fines or other penalties.

KPMG is dedicated to ensuring the health, safety, and well-being of their employees and visitors. They comply with occupational health and safety laws and provide various support systems related to health and safety. Their goal is to prevent accidents, promote good health, safety, and well-being by reducing hazards, developing a culture of well-being and safety, and encouraging communication on these issues. Employers are obligated to provide a safe working environment and certain responsibilities include maintaining safe works and systems, arranging safe systems of work, and providing information, training, and supervision to ensure employee safety. Information must be provided in appropriate languages. (Source: KPMG, n.d.)

However, all employees, including those in managerial positions, have responsibilities towards their own health and safety as well as that of their colleagues.

Wherever safety processes are laid down employees must follow them and when appropriate safety equipment is provided, employees must utilize it. Harmonizing to Stone ( 2005 ) , employees must not wilfully or heedlessly interfere with or misapply anything provided in the involvements of wellness and safety or wilfully put at hazard the wellness and safe of others.

Criticisms on Ethical Role

Short and

Callaghan ( 2005 ) discourse the ethical function of HR development professionals in international organizations. In seeking to place what is ethical behavior for an international organization, they propose that the first thing to understand is the possible negative impacts of globalization. Poor status of work, including wage degrees below poorness lines and utmost wellness hazard. A good wellness and personal well-being aid you get the most out of life every bit good as lending to superior professional public presentation.

"We prioritize your physical and mental well-being, as it is crucial to both our culture and our business success. KPMG's "myWellbeing" program includes various beneficial services" (KPMG, n.d.). There is a concerning trend of businesses searching for cost efficiencies worldwide, leading to a "race-to-the-bottom" in working standards.

Maintaining a balance between household expenses and saving is crucial in business, especially during difficult economic times. Operations should prioritize their cost base and continuously evaluate whether investments are being made in the appropriate areas (KPMG, n.d.). Companies from developing countries are unable to compete with large multinational enterprises. HR professionals must consider the global impact of their organizations and make proactive decisions.

Furthermore, there is a societal struggle in altering outlook. This struggle involves actions and procedures that aim to change various aspects of the struggle by addressing its root causes in the long term (Lehman, 1995). The struggle within groups is an essential model of societal transformation, particularly in the case of radical and unexpected societal transformations such as revolutions. In many countries, women and cultural minorities still face difficulties in obtaining good jobs compared to other workers. They are also more likely to work in low-paying occupations

without corporate representation and inadequate labor safeguards, despite significant improvements in recent years. Discrimination, which involves unequal treatment of productive individuals based on gender or race, is one reason why this ongoing issue persists (ScienceDaily, 2010).