ipl-logo

Summary: Strategic Issues Influencing HRM

1304 Words6 Pages

Strategic Issues Affecting HRM

1. Introduction
According to Stone (2004), “in a world where human resources are the competitive advantage, a revolution in management and HRM thinking is needed if these challenges are to be met” (p. 31). This paper analyzes the problem from two aspects of human resource management faced two aspects are the total quality management and mergers and acquisitions. On the one hand, people-oriented is the core of TQM. People are fundamentally entire production process, product quality during the formation of the most important factors. It also makes the role of human resources management quality management of more and more attention. On the other hand, mergers and acquisitions in the reshuffle issue involving many …show more content…

Total quality management is an important part of corporate culture. Implementation of total quality management, the company must establish a high quality and stable service system, it is necessary to establish a solid concept of quality; one of the ways the quality of education is an important characteristic of total quality management, quality of education is staff training. Fundamentally the market competition is the talent competition. The most important capital is human capital business; the most important resource is human resources. Staff training is an important part of human resource management, staff training that is conducive to enhancing the quality awareness and their ability to work. Effect of total quality management education and training for companies is to improve the quality awareness of employees, the quality of knowledge and quality management skills so that employees fully understand the content and methods of quality management work to ensure product …show more content…

In the words of Gürel (2014), “adopting the concept of quality has become the most basic strategy for companies to carry their business within ever-expanding market conditions”. The management of high quality performance must be based on effective human resource management on to be able to play its unique and important role. Challenge for companies is the quality of management personnel mechanism is not perfect, incentives and measures not appropriate. Even the high quality of high-quality management personnel still cannot meet the needs of quality management, which are closely related aspects of personnel recruitment system and the emphasis on the quality of the business. At the same time, quality incentives cannot fully meet the needs of employees, not the greatest degree of mobilization of their enthusiasm and realize their potential. For product quality problems have emerged, only to employees symbolic punishment is not conducive to employees vigilance and enhanced sense of

Show More
Related

  • Aflac Insurance Strengths And Weaknesses

    825 Words  | 4 Pages

    According to Brooks (2015), when employees are fully satisfied, they commit their efforts towards attaining the set goals and objectives. They also see the reason of being associated with the company, hence reducing employee turnover rates. The other strength that the company has is better reputation. Based on the case study, close to 90 percent of employees from the survey indicated that the employees were willing to remain in this company because of its positive reputation. One of the internal weakness identified is a challenge to find and retain employees who can deliver positive results to the shareholders.

    Read More

  • Premier Inn Swot Analysis

    1718 Words  | 7 Pages

    Highly qualified employees + + + + Sustainable competitive

    Read More

  • What Is Punitive Approach To Discipline

    1166 Words  | 5 Pages

    In this milestone we will be looking at a few key items of employee and labor relations. Some items that this paper will cover are things such as employee discipline, performance management and employee and labor relations. First, we will start by looking at employee discipline. Employee Discipline: Analyze punitive and nonpunitive disciplinary approaches, and explain their impacts on employee relations. When talking about employee discipline there are two schools of thought.

    Read More

  • Organizational Behavior Issues In Engstrom Auto Mirror Plant

    5624 Words  | 23 Pages

    Organizational Behavior Issues in Engstrom Auto Mirror Plant Organizational issues Engstrom Auto Mirror Plant faces multiple quandaries associated with human behavior. Workers feel unappreciated as an integral part of the company, disposable and insignificant. Suspicion about bonus calculations, lack of transparency, job insecurity, and perceptions of inequitableness in the payment scheme have instigated uncertainty and open rebellion against the company. One of the core problems at the organization is low productivity.

    Read More

  • Case Study: Marriott's HRM And Business Strategic Alignment

    1626 Words  | 7 Pages

    Introduction – Marriott’s HRM and Business Strategic Alignment This paper will propose a Human Resources (HR) strategy that is in alignment with Marriott’s business strategy, as well as describe several HR job positions and responsibilities listed for them. Next, this paper will determine which HR job positions I prefer and why. Finally, it will analyze how Marriott can establish HRM strategies to improve its competitive advantage, as well as three ways it can increase diversity.

    Read More

  • The Importance Of Strategic Human Resource Management

    752 Words  | 4 Pages

    Introduction Strategic human resource management is an approach to the development and implementation of Human Resource strategies. The best way to understand strategic human resource mamagement is by comparing it to human resource management.strategic human resorce management is seen as a partner in organizational succes. It utilizes the talent and opportunity within the human resources department to make other departments stronger and more effective. Strategic human resource management is the practice of attracting,developing,rewarding, and retaining employees for the benefit of both the employees as individuals and the organizations as a whole. Hr departments interact with the other departments within an organization in order to understand their goals and then create strategies that align with those objectives, as well as those of the organization.

    Read More

  • Walmart Human Resource Management Analysis

    1275 Words  | 6 Pages

    INTRODUCTION Human resource management is the strategic approach to the management of an organization 's most valued assets - the people working there who individually and collectively contribute to the achievement of the goals of the business (Armstrong, M., 2006). In other words, human resource management is a to work with employees, and for the employees, to help them solve their problems. Therefore, human resource is a complicate department, as they deal with people who already work there, they also deal with several issues which happen among new employees, such as recruitment, selection and so on. Nowadays, employee retention becomes one of the most significant issue in the organizations, and managers are aiming to find the best employees

    Read More

  • Quality Improvement Model Essay

    808 Words  | 4 Pages

    In a wider literature review by Scott et al, inadequate or inappropriate leadership is highlighted as a key factor which may impede cultural change within healthcare organizations [17]. It is public belief that changing the culture of health organizations is a fundamental prerequisite for every quality improvement program such as clinical governance [18]. The first main pillar which is presented for Iran quality improvement model is "quality based management". Quality based management is way of organizing work flows in health care organizations to reach optimum quality results and outcomes, i.e. quality of health care services, patient satisfaction, employee satisfaction and overall performance results [19].

    Read More

  • The Harvard Model Of HRM

    983 Words  | 4 Pages

    The Harvard Model of HRM: Back in 1984, Beer et al developed the Harvard model of the HRM. Beer et al believe that the human resource is passes many of pressures nowadays, therefore, eliminating the pressures is required. These pressures could be eliminating by having a long-term perspective in terms of controlling people and potential assets rather than just variable costs. As a result, Beer et al approach the Harvard Model of the HRM. The purpose of this model is to solve the pressures that may occur in the HR of any organizations; these pressures include all management decisions that will affect the relationship between the organizations and their workers, in addition to a clear plan for the HRM policies and procedures by the manager of

    Read More

  • Carrot And Stick Approach Analysis

    1971 Words  | 8 Pages

    It considered that all people are self-interested and are motivated by the desire to avoid pain and find joy. All worker will work only if the reward is attractive enough, for the punishment sufficiently disagreeable. This view of the ‘carrot and stick’ approach was built into the philosophies of the age and is still to be found, especially in the older, more traditional sectors of industry. The various leading theories of motivation and motivators seldom make reference to the carrot and the stick. Of course, for the use of rewards and penalties of this metaphor related, is in order to induce desired behavior.

    Read More

  • Literature Review Total Quality Management

    3900 Words  | 16 Pages

    Chapter Two: Literature Review This chapter provides a review of the literature that has studied related topics to the concepts of Total Quality Management (TQM) and Teamwork among healthcare environment. The literature review included a search of multiple databases: Science direct, Pubmed, Google scholar and Wiley online library. The keywords utilized in the search engines were: Total quality management, teamwork, teamwork in healthcare and teamwork improvement. Organizations all over the world have to use different techniques for quality improvement.

    Read More

  • HRM Personal Statement

    1178 Words  | 5 Pages

    ZHANG Shiyuan_HRM Human Recourse Management fascinates for me for the dynamism and challenge that it provides. A vital cog in the machinery of any business to maximize employee productivity, it is an interdisciplinary field relevant to the knowledge in policies and industries, business environment, organizational culture, essential skills in negotiation and leadership. I am hugely interested in grasping HRM knowledge for further integration with strategy consulting and management, which will be essential for establishing my career path. My first degree in International Communication Studies, which places great emphasis on analytical and highly interdisciplinary approach, has cultivated me with the literacy of communication, a significant quality needed for a practitioner in media and culture.

    Read More

  • The Importance Of Change In Education

    1046 Words  | 5 Pages

    Pardo del Val and Fuentes (2003) worked on reasons for resistance in employees. According to their findings,

    Read More

  • Managing Talent Case Study

    1427 Words  | 6 Pages

    We often talk about human resource when discussing talent management. Human resource indeed plays a very important role and up to an extend talent management fits under HR agenda. The major reason can be because HR prime role is to attract recruitment, retain, promote and develop the resource in the organization. Many books have been introduced, many research have been conducted to understand the key factor impacting talent in the organization.

    Read More

  • Cultural Diversity Report

    1574 Words  | 7 Pages

    This may lead to have poor morale as well as wastage of time in the business contracts and agreements (ft,

    Read More

More about Summary: Strategic Issues Influencing HRM

Open Document