Human Resource Management Assignment Example | Topics and Well Written Essays - 3000 words - 1

Human Resource Management - Assignment Example It will gradually evolve into a value adding area for any organization if proper research and education is provided in the field (Plessis et al., 2007, p. 279). Human resource management evolvement, relationship with the organisation and environment, and human resource planning i) The first record of HRM can be traced back to 1780s where the various handymen like carpenters and masons formed an alliance in England to increase their bargaining power and get standard wages for their work. The industrial revolution paved way for set up of huge factories. Various welfare workers who took care of both the men and women workers needs were appointed in the factories. A team led by Elton Mayo carried out the famous Hawthorne studies which serve as a major, pioneering research in HRM during the 1920s. Trade unions started to appear after the Second World War era. Separate departments with a group of people handling various activities related to workers welfare like payroll and grievance handl ing started to appear by the First World War. Contemporary Human Resource Management took its place as prominent department of a company by 1960s (Pravin, 2010). They gained much wider fame and importance in the next two decades as various MNC’s started to appear. (Pravin, 2010) Personnel management is considered as the forerunner of HRM as it involves recruiting, training and firing people. It is often viewed as a tool to organize the manpower in a company rather than a strategic management technique like HRM. Personnel management is different from HRM in the following ways. (Sreenath, 2009) ii) The evolution of any process leaves its mark significantly on the current version of the strategy. HRM as a discipline views people as an asset and its operative functions include procuring employees, developing their skills, providing proper compensation for them, integration, maintenance as well as separation or laying them off. The industrial revolution concepts paved way for a se parate department concerned to labour welfare. Personnel management streamlined the managerial functions of HRM like organizing the hiring process, directing the training and controlling the employees. HRM as a strategy paved way for various researches and well defined techniques to follow in hiring and training huge number of employees. Concepts like Michigan School Framework and Harvard Frame work paved way for smooth flow of employee management in huge MNC's with thousands of workers (Salaman et al., 2005). HRM will facilitate the growth of organizational competencies which will yield competitive advantage over other peers through strategic management of employees (Lado & Wilson, 1994). Companies started to see workers as an asset and harvesting their brain power as their major goal instead of training them to perform monotonous jobs as it was during the industrial revolution era using these frameworks. (Sreenath, 2009) (Sreenath, 2009) Line managers are quite important for TQB a s the concerned branches falls under their direct controls. If the HR department motivates them properly with promised perks in terms of power and money, they will serve as a very positive influence on the workers communicating directly with the customers in the new branches. TQB’s goal to attract potential customers in the new branches will become much easier if the HR manager maintains a good personal relationship with the line managers, heed ears to their personal issues, help them achieve their

Leadership Essay Example | Topics and Well Written Essays - 750 words - 19

Leadership - Essay Example Companies and corporations spend a lot of resources and time on training their staff in leadership abilities, because it seems like a a better trade-off for their employees to deal with complex situations in crunch time. This is all the more pronounced within the echelons of senior management and board rooms.   DOI:  10.1002/smj.469)  in their investigation of the relationship between strategic leadership behaviours with executive innovation  influence and the moderating effects of top management team (TMT)s tenure heterogeneity and social culture on that relationship. This study was conducted across social cultures in different countries, demonstrates a trend clearly evidencing the link between executive innovation and the study of strategic leadership. When one learns how to deal with case-studies and scenarios and in their study of leadership, they were observed to be better suited and more adaptable to quick and innovative decision making. Working in hierarchies takes time for professionals to get around to, but working within the realms of hierarchy becomes very important in organizations.   Corporate governance has been a central focus of strategic management research, particularly the associations among governance structures, strategic leaders, and firm performance. Extant research, however, provides little evidence of systematic relationships in these areas. There are a series of theoretical/conceptual rationales suggesting that such relationships might be more pronounced in entrepreneurial firms. Accordingly, we provide an overview and synthesis of the entrepreneurship literature addressing the intersection of governance and strategic leadership with firm performance. The strongest relationships reflected in this literature are consistent with a resource dependence perspective of the firm. We conclude with several suggestions for advancing research in