Human Resource Managenent

Human Resource Managenent

Q1. (a) 

Yes, HR sustains a more significant degree of individual and expert integrity and serves as an ethical agent who allows integrity, core values, and accountability in the company. For example, the HR embracement of morals depicts helping an association insert and sustain its attributes at whole levels to maintain and increase the trust. Elements, such as liability presumption and liability, results in significant effects. The working environment responsibility showcases activities liability assumption and personal decisions concerning an association or individual. Therefore, to maintain a growing work culture, accountability is one of the primary mainstays. More so, on occasions when an organization starts considering who should assume liability in case things go south, it shows that the event is a point of no return (Huo et al. 2018, n.p). Responsibility is suitably perceived as some period before danger constraint conventions application to the movement. Also, responsibility comes before the company obtains adverse media. As such, the company needs to consider recruiting notoriety board professionals.  In both the hierarchical and personal level, responsibility should exist in daily activities. As a procedure, responsibility has rigorous merits. Therefore, integrating responsibility in the work culture results in expanded straightforwardness and trust, increased cooperation and correspondence, escalated necessary dynamic deduction, and faster ethical relief in the events of organizational harm.

Besides, there may exist confusion while applying accountability to HR morals. The primary foundation of trust in any organization is responsible. As such, the responsibility of moral ideology begins. An excellent venture choice has both compelling and ethical elements, despite the morals of dynamic being nuanced and various. As a result, the business esteems peoples influenced by an alternative, which in turn escalates the employee trust in the company’s tasks in entire processes leading to greater mastery. The primary assets of the organizations include the individual. The act of feeling esteemed helps the organization increase its efficiency, build up their gift, and make the client’s stay in the venture. The set up of the L&D and maintenance structures, the HR morals ensure the business stays to its agents’ desires (Leicht-Deobal et al. 2019, n.p). Due to that, an organization does not require corporate outrage. In such cases, it is an HR professional mandate to maintain moral trustworthiness when supporting pioneers with any venture decisions that impact people. The earlier advancement and grasping of responsibility acts as a fundamental approach to teaching ethical practice in authoritative culture.

There exist rigorous ways in which HR experts can increase organizational responsibility. They include the chance on-off that an individual in the company looks for a different portion of their division or group and face the HR. Also, on the off chance that a job seeker goes after position, they encounter HR. Besides, HR takes care of the off chance that a person leaves the association. Therefore, for everyone entering or leaving the organization, the HR undertakes development responsibility. There exist several tips to help HR experts. For inculcating ethical work on for job adjustment of HR experts, they should consider the suggestions, provided that they respect the fundamental human rights of people in association due to their choices made. They need to maintain duty and obligation faithfulness to organizational individuals. They should have the company’s standards and qualities acquaintance for effective employment procedures. Besides, HR experts should examine the organization’s means of life without bias. It is their responsibility to acquire a competency system that elaborates qualities, necessities, and compensations concerning specific jobs (Leicht-Deobal et al. 2019, n.p). They should also incorporate with association president to install and diagram answers for ensuring hierarchical attributes. Lastly, HR experts need to champion responsibilities at enhancing useful, authoritative qualities.

1. b) 

The different HR structural Alternatives include recruiting, health and safety, employee and labor relations, training and development, and compensation and benefits administration. They help at ensuring the work environment of the workers in the organization. They provide effective Management of the people by following the HR core activities: staffing, compensation, ensuring health and safety, enhancing performance, and supporting the employee labor relations efficiently. They also provide the personal wellbeing of people and giving rewards to the employees.

(c)

The diversity and inclusion refer to the organizational strategies, mission, and practices, to support a diverse workplace and leverage diversity effects to attain competitive venture merit. It leads to a happier and more serene work environment among the employees. It makes workers feel respected and valued, leading to significant creativity and greater collaboration. Diversified and inclusive work environments have a higher degree of engaged workers, thus high job performance.

Q2. (a)

Like any other formed, created, or formed and lost living organism, organizations undergo a few phases. In contrast to people, as projected, every relationship can have eternal elements. For immortalization of lives, in the hyper-rivalry era, the organizations should adequately manage their cycle of growth. The students of Larry Greiner have developed models to showcase the organizational development phases (Drotski et al. 2016,p. 635). In such a phenomenal essay named “Evolution & Revolution as Growth organizations,” have the organizational growth models. Besides, Johnson and Kaplan discuss behavioral organization’s development of evolutionary and innovative ties. As such, there exist five primary steps of corporate growth, as explained by Greiner.

Each of the five phases involves two procedures. The initial measurement is development, whereby there exists steady and peaceful organizational growth. Besides, there are alarming phases, whereby one level is diverse from another. During the calm periods, that is, the organizations undergo a breakthrough with reduced accumulations and pressures. As such, the company transforms, causing dramatic structural transitions. In the model, every model is ideal at a particular time, and company transformations lead to dramatic structural changes. As a result, organizational structure changes help at solving the issues and improvement of programs.

In the process of organizational development in diverse phases, the organizational structures should become adjusted to accommodate new circumstances. The central-function regulatory systems and the informal organizational mechanisms make up the partnership structures. In the research process based on company structures, various viewpoints exist regarding the corporate change, with an examination of attributes appraisal. The qualitative study uses a semi-organized approach for substance analysis and meeting for our case. In our research case, the officials adopt the semi-organized meeting. The topic of investigation includes the knowledge proposed for the associated production associations. The content review comprises of board ongoing manual information, information analysis, and activity reports management process.

Our literature lacks empirical research on organizational growth with a perception of the association’s life cycle. As such, no question answering by the officials. As such, Larry Greiner’s corporate model executions impact the association’s culture concerning their life phases. The association experience new stages affected includes informal relationship structure, the network structure, institutionalism and job culture, and collabo society (Drotski et al. 2016,p. 640). Besides, the structured and functional association culture, culture of societal strengthening, the role culture, and the partnership cultures become affected.

In the entire review process, the organizational advancements enacted via the phases of the application for the Greiner Organizational Growth Model were noted in initial for stages and in the fifth phase during the rational discussion identification with the archive analytics (Drotski et al. 2016,p. 646). At last, it was concluded that association frameworks at this stage have a natural organization system qualifications comprising of framework companies. It resulted from engaging with archive analytics and having unbiased empirical discussion references.

(b) 

There exist several reasons why organizations use Corporate social responsibility as an alternative. CSR refers to a form of global private venture self-regulation that positively boosts the community via its activist, philanthropic, and charitable nature by supporting and engaging volunteering or undertaking societal, ethical practices. Various companies such as MacDonald’s undertake multiple CSR initiatives, such as deployment of cost-effective and highly efficient techniques, low pollution production techniques, and taking care of the water bodies to protect other living organisms. It is the mandate of every venture to undertake CSR activities.  The company deals in the production of chocolates, pizzas, among other products. The companies’ carrying of social responsibility makes the public domain and the clients happy, thus improving their reputation and image, leading to an increased customer base (Unit et al. 2015, n.p). Besides, it acts as a business strategy for enhancing its revenue by making public appeals and support. The company’s various plans include sponsorship and provision of scholarship to surrounding students, money donation to diverse NGOs, and maintaining consistency with the public.

The financial, environmental, and social elements embed the triple bottom line. In such cases, the company nestles, through the supply of its various products provided by it to the customers. The company carries out diversified social responsibilities, like giving multiple money sources to the NGOs and hence playing a more considerate role to the public. Besides, the application of the 3 R’s (Reduce, Reuse, and Recycle) helps at protecting the environment (Unit et al. 2015, n.p). The company has the mandate of ensuring that it minimizes garbage wastes, it reuses some of its products, and recycles the resources for enhancing climatic protection. In the entire business, the CSR six criteria and stages comprising the brief theory of change venture-based social purpose, following expert’s partnership, and providing quality information ensures that all the venture profits from CSR activities. In all the processes, MacDonald’s aims to expand the company working and escalate the suitability and effectiveness of the sale.

1. c) 

The pay variations and broad banding factors help the organization in streamlining its hierarchy. Therefore, broadband minimizes layers within the company by saving it through collapsing salary ranges. As such, it facilitates internal movement in career development that rewarding the different people in an organization for a particular post (Huo et al. 2018, n.p). Besides, pay variations and broad banding ensure escalated trust in the Management since they have increased latitude of paying what they want to a worker. The reduction of clashes helps in providing a suitable environment for workers.

 Q3. (a)

During a crisis like the Covid-19 pandemic, the HR management needs to examine and contribute to a more significant response that embeds their firm’s values, mission, and societal effect, focusing on the wellbeing of stakeholders, staff, and society. They need to develop strategies to make workers stay psychologically resilient. The HR team needs to have honest and open communication to maintain credibility. Therefore, the HR team’s plans include creating an emergency response team, making communications deliberate, consistent, and over-communicated if necessary. Besides, the HR managers need to care for the staff, which is worker wellness and safety initiatives (Tufts et al. 2015,p.193). Reconsidering leaves and policies help the employees at staying fit. Moreover, Management needs to execute remote work strategies and avoid discrimination, bias, and exclusion. As such, sharing the plan with the workers makes them psychologically fit and makes them social and financially stable in times of COVID-19 uncertainties.

The commonly used social media HR applications include strategic real-time listening tools for business intelligence, building worker communication, engagement, recruiting, knowledge-sharing platforms, and expanding employee learning opportunities to ensure efficient workflow. Employee social media use in office can impact productivity, network, and data security. Friending can subject the employer to legal issues. The HR develops social media policies on platforms, like Facebook, LinkedIn, Twitter, online profiles, podcasts, Instant messaging, voice over IP, email, and others. The social media helps at communication in sharing ideas, ensuring teamwork, and facilitating in research projects, open business contacts, improving business reputation, and carrying online recruitment (Tufts et al. 2015,p.195). There exist several ways of leveraging social media to offer benefits in the organization, like employee engagement, recruitment, external communication, learning application, expert directories, video instruction, blogging, and knowledge sharing and discussion.

HR develops social media policies on confidentiality, privacy, productivity, appropriate communication styles, and time management to minimize the employer’s reputation and security risks. They produce social media guidelines and drafting internal documents for policy requirements. The most social media policies include the code of conduct for the employee use of social networking environments for professional purposes and a code of conduct for employee use of social networking environments for individual purposes at work. Other policies include guidelines for social media communications, instructions for responding to social media feedback, and notifications to the employee that the organization has the right to monitor social media use in the workplace (Tufts et al. 2015,p.197).

(b) 

Job analysis refers to collecting a database concerning knowledge, skills, and experience needed to perform a particular duty, task, or activities in an organization.  HR management gets rigorous advantages from job analysis by knowing how many roles are empty (Breaugh. 2017, p.20). In such, it allows them to find the critical qualifications, experience, and skills required to fill those vacant roles. As such, job analysis has many impacts in various areas in the employee lifecycle and human resources.

Firstly, the Job analysis helps the HR management at knowing the exact number of vacant positions in a company. Secondly, through job analysis, an employer can scrutiny to find the right candidate for a particular role in his/her company. For a suitable position, the Management can set the package through job analysis (Breaugh. 2017, p.20). Besides, the job analysis assists the HR management and the employer to identify the duties and roles of candidates he/she has to undertake within the company.

Through the job analysis, assigning the right position or role to the candidate helps worker retention as part of the employee lifecycle. During the hiring process and the performance evaluation of the workers, job analysis is crucial. As part of employee life cycle activities, job analysis offers a guide to training and development teams about the necessity of knowledge and skills (Breaugh. 2017, p.25). Moreover, job analysis helps the HR management decide the separation of the employee in cases where a particular role is not required; for example, during the company retention and firing process.

(c) 

The internal hiring practices are carried within the organization, and they include a promotion, transfers, recruiting former workers, internal advertisements, employee referrals, and check of previous applicants (DeVaro. 2017, n.p). On the other hand, external hiring practices include direct recruitment, employment exchanges, professional associations, ads, employment agencies, and word of mouth advertising. There exist unstructured, structured, and semi-structured interview types. The unstructured interview has limited interview questions, while the structured interview uses the interview protocol for guidance (DeVaro. 2017, n.p). Lastly, the semi-structured interview it can add some extra probes despite following the interview protocol for advice.

Q4. (a)

There exist rigorous uses of Data Analytics in the HR Department. It refers to a method of gathering and analyzing human resources data for enhancing employee performance. It is also known as workforce analytics or people analytics. Thus, data analytics assists the HR department in assessing whether the HR measures contribute positively to employee’s productivity and organization performance or not (Noe et al. 2017, n.p). Besides, it helps in reaching out whether HR policies, strategies, and practices are practical and efficient for the organizational goal attainment or not. For instance, a software engineering company faces significant workers’ turnover, meaning that it does not operate with fully productive and adequate capacity. The HR analytics allows data-supported knowledge concerning what is useful for the organization or not. Therefore, the firm could make adjustments and acquire a more effective method for future advantages guidance.

The primary HR metrics analytical metrics deployed in data analytics include time since last promotion, time to hires, cost per hire, training and development, revenue per employee, and the effectiveness of the HR software (Noe et al. 2017, n.p). It encompasses performance and potential, training expenses per worker, ration of the HR professional to the workers, involuntary turnover rate, and offer acceptance rate.

 (b)

The workforce analysis is an essential process in sustaining human capital by focusing on objectives and goals attainment and venture success. It assists in addressing the crucial opportunities and challenges in a more effective manner for Management. Besides, it helps in treating current and projected workforce challenges (Huo et al. 2018, n.p). For instance, workforce analysis can help the company comprehend the modern workforce and trends that may affect future employment opportunities within the firm. Therefore, the company’s workforce is the crucial driver of the human capital plan in the firm’s growth and success.

(c) 

 At first, Management needs to analyze the present situations, like training and knowledge gaps before starting content or training strategies development. Developing guidance questions helps at making primary decisions. Secondly, Management obtains learning from the previous stage to undertake effective choices. It involves assessment, strategy, duration, delivery methods, structure, and feedback (Reio et al. 2017,p.40). The next step encompasses storyboards and prototypes to create a course in the development phase. Besides, it eliminates all possible errors for active learning. After course development and testing, it is, therefore, to share them with learners. For example, you can use LMS for delivery, tracking, and reporting. The Addie process offers an evaluation of future iterations creation of the training programs. The  Kirkpatrick Model provides various benefits in learning evaluation (Reio et al. 2017,p.44). It assesses classroom training and eLearning and provides a rational structure and process to measure learning.

Reference List

Breaugh, J.A., 2017. The contribution of job analysis to recruitment. The Wiley Blackwell handbook of the psychology of recruitment, selection, and employee retention, pp.12-28.

DeVaro, J., 2020. Internal hiring or external recruitment?. IZA World of Labor.

Drotski, A., and Okanga, B., 2016. Managing the early stages of SMEs’ sustainability and growth. Journal of Contemporary Management, 13(1), pp.621-650.

Huo, M.L., and Boxall, P., 2018. Instrumental work values and responses to HR practices. Personnel Review.

Leicht-Deobald, U., Busch, T., Schank, C., Weibel, A., Schafheitle, S., Wildhaber, I. and Kasper, G., 2019. The challenges of algorithm-based HR decision-making for personal integrity. Journal of Business Ethics, 160(2), pp.377-392.

Noe, R.A., Hollenbeck, J.R., Gerhart, B., and Wright, P.M., 2017. Human resource management: Gaining a competitive advantage. New York, NY: McGraw-Hill Education.

Reio, T.G., Rocco, T.S., Smith, D.H., and Chang, E., 2017. A critique of Kirkpatrick’s evaluation model. New Horizons in Adult Education and Human Resource Development, 29(2), pp.35-53.

Tufts, S.H., Jacobson, W.S., and Stevens, M.S., 2015. Status update: social media and local government human resource practices. Review of Public Personnel Administration, 35(2), pp.193-207.

Unit, B., Star, E. and SmartWay, EPA, 2015. Corporate social responsibility.