This is my final blog about Human Resource Management I hope you guys enjoy the lectures as much as I did. My final ending of the topic I will discuss how Human Resource manager can meet the challenges of workplace diversity as well as how to motivate employees through gain-sharing.

With the change in competitive market environment the role of HRM is evolving, they must play a more strategic role in the success of an organization. Organizations that do not put their emphasis on attracting and retaining talents may find themselves in dire consequences, as their competitors may be out playing them in the strategic employment of their human resources. (Zeron Million 2009)

When there is an increase in competition, locally or globally, organizations must become more adaptable, resilient, and more customer focused to succeed. In this case if the environment is changing HR managers must become an employee sponsor, advocate or even a change mentor in the organization. But in order to succeed, they must thrive to be business driven and thoroughly recognize the organization in a “BIG PICTURE”.

The HR manager will also promote and fight for values, ethics, beliefs, and spirituality within their organizations, especially in the management of workplace diversity.

Motivational Approaches

I learnt that workplace motivation can be defined as the influence that makes us do things to achieve organizational goals: this is a result of our individual needs being satisfied so that we are motivated to complete organizational tasks effectively. As these needs vary from person to person, an organization must be able to utilize different motivational tools to encourage their employees to put in the required effort and increase productivity for the company. (Zeron Million 2009)

Why do we need motivated employees? In our changing workplace and competitive market environments, motivated employees and their contributions are the necessary currency for an organization’s survival and success. Motivational factors in an organizational context include working environment, job characteristics, and appropriate organizational reward system and so on.

References

Zeron Million: The Challenges of Human Resource Management 2009, viewed 9 March 2010, <http://www.zeromillion.com/business/hrm.html >

Yet again guys here is another blog for you to read about HR, but this time facts and stories about leadership. This is one of my favourite topics discussed in the lecture today with Diane. Enjoy

‘Attitude Reflects Leadership’

GOOD LEADERSHIP

POOR LEADERSHIP

“I always believe that ultimately, if people are paying attention, then we get good government and good leadership. And when we get lazy, as a democracy and civically start taking shortcuts, then it results in bad government and politics” Barack Obama

My opinion about leadership: A leader who is able to attract quality people, the key is to become a person of quality yourself. It can be define as being inspirational, compassion, encouraging, a good communicator and importantly trust. Without trust there is no defiance of the word leadership. Leadership is the ability to attract someone to the gifts, skills, and opportunities you offer as an owner, as a manager, as a parent.

Is a leader born or made?

My experiences at ‘Hybrid’ advertising, I believe that people can learn to become leaders by concentrating on improving particular leadership skills. While there are different other people who seem to be naturally endowed with more leadership abilities than others.

“Skill in the art of communication is crucial to a leader’s success. He can accomplish nothing unless he can communicate effectively.” Norman Allen

Here is a story that will hopefully benefit you with your understanding about leadership.

If you have seen the movie ‘Gladiator’, you will remember the scene at the beginning of the movie when Maximus and his army are preparing for battle. In this scene, Maximus was seen out riding his horse through the woods scouting the enemy. He is developing his strategy for leading his organisation, so to speak. Being an extraordinary leader, Maximus knows that timing is vital and crucial. As such, he derives a conclusion that  execution is highly dependent on the accuracy of his assessment and vision.

After a long anticipation, Maximus approached his Second in Command of Operations and informs him that now is the time to strike. However, the second in command is a little worried. Not being the big picture guy that Maximus is, he feels that not everybody is ready to move now. Despite the doubts imposed on him, Maximus stuck to his decision and proceeded with his execution. Next is the interaction where we learn the Maximus Principle.

Maximus says that it is time to strike.

My outlook on this story sets a really good example; I call leadership the great challenge of life. What’s important in leadership is refining your skills.  All great leaders keep working on themselves until they become effective.

Thankyou for taking your time out to read my blog I hope this has helped you with your further studies.  Please feel free to leave any comments.

Many Thanks

Bibliography

http://www.wisdomquotes.com/cat_leadership.html

Today’s lecture by Diane Lee clearly describes human resource management (HRM) this topic demonstrated a lot of collective information in a sense where HRM means employing people, utilizing, developing the right resources as well as maintaining and compensating their services.

In my first blog for human resource management (HRM) I will discuss with you some of the basic information that I found from class lectures which would be relevant and useful to you in gaining understanding of strategic planning.

Information is included in the following contents:

• What exactly is SHRM (Strategic Human Resource management)
• Key features of SHRM
• The implications of SHRM

What exactly is SHRM (Strategic Human Resource Management)

“HRM involves the acquisition, development, rewards and motivation, maintenance and departure of an organisation’s human resources.”  – Stone (2002:13)

Strategic human resource management can be defined as the linking of human resources with strategic goals and objectives to improve business performance and develop organizational culture that foster innovation and flexibility (Beer, 1985). It also defines the organizations intentions and plans on how its business goals should be achieved through people.

Human resource can create value by engaging in activities that produce the employee behaviors; the company needs to achieve strategic goals.

Remember…

• Strategy is deciding where to go and the means to get there.
• Strategy is a declaration of intent.

Key Features of Strategic Human Resource Management

The key features of SHRM are

• There is an explicit linkage between HR policy and practices and overall organizational strategic aims and the organizational environment.
• There is some organizing schema linking individual HR interventions so that they are mutually supportive
• Much of the responsibility for the management of human resources is devolved down the line.

The implications of Strategic human resource management

• Successful Strategic HRM efforts begin with identification of strategic needs.
• Employee participation is critical to linking strategy and HR practices.
• Strategic HR depends on a systematic and analytical mindset.
• Corporate HR departments can have an impact on their organizations efforts to launch strategic initiatives.

References

1. Beer, M and Spector,B (eds) (1985) Readings in Human Resource Management. New York: Free Press.