Question
Assignment 1
- Students are to produce a table outlining a minimum of ten academic sources and a brief description of information from those sources that relate to Assessment Task 2.
The following headings for your table may assist:
- Title (written in Harvard reference style)
- Main points/theories/key issues raised Conclusion made by the author
- Where has the research data (if any) come from?
- Validity of article
- Specific page/paragraph references that may be useful
- Your thoughts on how this applies
- Students are to produce a plan for Assessment 2 outlining the approach that will be taken in each section of the essay. The introduction for the Assessment Task 2 must be written in full. Students are to review requirements for Essay writing prior to completing this task. There is no requirement on word count, but a suggestion is that the plan should be two to three pages.
- Assessment Criteria (20%) is based on the following parameters – each having an equal weighting:
- The high quality of reference material and key academic perspectives that will be cited and used in Assessment 2 – minimum of 10 references
- Three Key issues pertaining to key concepts in HRM have been developed in the plan(relevant to Assessment Task 2)
- Full introduction for Assessment 2
- Use of the relevant literature you have cited in Task 1 and planned effectively with explicit linking of the literature to answering the question for Assessment Task 2
Appropriate RMIT/Harvard referencing guided by Easycite refer http://www.lib.rmit.edu.au/easy-cite/
Assignment 2
Students are required to answer the following question:
The essay question is: Should human resource management be instrumental in contributing to organisational success or should it be the key driver?
Essay Requirements
- You are to use the six resources listed below to focus your efforts for the issues raised in the Question for Task 2.
- Your essay must focus on three of the listed Topics covered in the Seminars (parts of topics are not permitted e.g. Talent Recruitment, Retention and Development is one topic)
- Your essay must make use of the materials obtained in Assessment 1
- Your essay may use additional resources to support your discussion
- You must include a minimum of 16 academic references (including the 6 provided below)
- All referencing should be RMIT Harvard style (Easycite < http://www.lib.rmit.edu.au/easy-cite/)
Assessment Criteria for TASK 2 is based on the following parameters – each having an equal weighting:
- Key issues relating to the question have been developed
- Analysis and synthesis of relevant HRD literature.
- Ideas and assertions substantiated through use of high-quality reference material and key academic perspectives/views have been used
- Clear written style (spelling, grammar, syntax etc.) and appropriate RMIT Harvard style referencing (in-text and list of references, following the Easycite http://www.lib.rmit.edu.au/easy-cite/ (http://www.lib.rmit.edu.au/easy-cite/)guideline.
Six Resources
E-Books
Vaughan, T. 2012, Business Ethics, e-book, accessed 06 January 2017, https://ebookcentral-proquest-com.ezproxy.lib.rmit.edu.au/lib/rmit/detail.action?docID=847083 or http://rmit.eblib.com.au/patron/FullRecord.aspx?p=847083
Armstrong, M. 2012, Armstrong’s Handbook of Human Resource Management Practice, e-book, accessed 06 January 2017, http://rmit.eblib.com.au/patron/FullRecord.aspx?p=457565
Carden, L. L. and Boyd, R.O., 2010. Workplace bullying: an ethical context applying duty and outcome based approaches to human resource functions. Southern Journal of Business and Ethics, 2, pp. 144-15 refer to this URL to link to the journal <http://web.b.ebscohost.com.ezproxy.lib.rmit.edu.au/ehost/detail/detail?vid=0&sid=a574feef-2b67-4a98-b89a-cdf923f12c9d%40sessionmgr104&bdata=JnNpdGU9ZWhvc3QtbGl2ZSZzY29wZT1zaXRl#AN=58623232&db=bth >
Newspaper articles
- McKenzie, N., Baker, R. 2016. High cost of doing the right thing. News Pp 1 and 6. The Age. Fairfax Media Melbourne. To download click Newspaper articleone(1).docx
- Smith, F. 2016. Workplace bullying: why management backlash is behind Australia’s steep rise. Guardian sustainable business social equality Australian Edition. Guardian Australia Sydney click https://www.theguardian.com/sustainable-business/2016/dec/05/workplace-bulling-why-management-backlash-is-behind-australias-steep-rise?CMP=Share_iOSApp_Other Accessed 5 December 2016
Ferguson, A. 2016. Nation’s brave whistleblowers deserve compensation. Businessday Comment pp. 17 and 20. The Age. Fairfax Media Melbourne. To download click Newspaperarticlethree(1).docx
| Subject | Business | Pages | 14 | Style | APA |
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Answer
KEY CONCEPTS IN HUMAN RESOURCE
Human Resource Management in public and business circles refers to the process of recruiting employees, training and compensating them, developing new and maintaining existing policies on relating to employees besides developing strategies that would encourage them to stay in the company much longer. Human resource planning plays a huge role in organizations successes if planned well especially when difficulties that may result from labor shortages or other poorly anticipated surpluses of labor.
The Key Concepts in Human Resources are also considered to be the main roles and responsibilities of HRM.
Organizations Strategy
Organizations strategy is a key concept of HR strategy as it determines the best practices compared to the best fit. Strategic human resource management must be linked successfully to the organization for an effective HRM. Environmental scanning using such tools like PEST or SWOT analysis can greatly enhance the chances of an organization succeeding in the market. Environment scanning assists in the determination of strategic capability of each resource and the expectations of the company’s stakeholders and also the effect of the organizational culture.
Increased Globalization of Business
Companies require employees to perform several tasks that can only be performed effectively by highly skilled employees. For this reason one of the major concepts of HRM is increased globalization of business to expand business opportunities as well to obtain the best labor force in the market globally. Strategic choices and implementation of resource planning like organizations structure, design and implementation would define the successes of the organization
Employment Life Circle
This involves several processes in the employments circle and it involves the following
1). Recruitment – It involves finding the right person for particular vacant positions.
2). Selection – It involves the process of finding the right employees from a number of applicants.
b). Development of Flexible, non-traditional and responsive organization structures
All organizations have policies that ensure successful operations of their business activities. The key concepts of HRM involve the development of progressive workplace policies. The management, HRM staff and top company executives are involve in the development of this policies and which are later communicated to all the company employees. Workplace policies may be about discipline process policy, dress code, vacation time and ethics policies.
c). Compensation and Benefits Management
The other concept of HRM is the determination of the right compensation for particular employees. The benefits that employees are awarded should be fair and one that meets the standards of the companies in that industry.
Employment Laws
Employment laws form part of the key components of the concepts of HRM.
Retention
Retention is one of the concepts of HRM that involves motivation of workers to prevent high employee turnover in a company. Fair compensation is a critical factor in employee retention besides poor working environment, organization cultures and job challenges.
Training and development
Training and development is one of the key components of HRM. Developing qualified and competent employees is a major goal for HRM. Organizations with competent employees always perform better and are more successful that organizations with less competent staff. For effective HRM, training and development must be included in its recruitment and employee development processes.
Worker Protection
Safety at workplaces is a major cornerstone in HRM activities. Federal laws ensure that employees’ welfare systems involve the safety of workers at their station of work. HRM concepts must include safety requirements for employees and other protective provisions as provided for in the constitution. The protection extend to protection of personal and private employee information, heating and ventilation specifications and protection from hazardous chemicals.
Development of Information Technology
Communication is key concept of HRM as all the information must be communicated effectively to all employees to ensure optimum production and employee performance. Information technology is one of the key concepts of human resource management as the dynamic nature of computer systems is slowly taking over most of the traditional functions of human resource management.
The plan is to discuss and implement the philosophies and goals of human resource management Once this goals have been established then the strategies to be developed them according to the policies of the company should be adopted while considering the human resource management theories and organization behavior.
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1. Title |
Managing for Stakeholders |
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Main Points |
The explains the various aspects of stakeholder management strategies. Human capital refers to the knowledge, skills or the abilities that the employees possess in organizations. Role of planning and forecasting, Job analysis and design. |
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Source of Research data |
Freeman, R E 2008, Managing for Stakeholders’, in T Donaldson & PH Freeman, R.E. (2010) Strategic management, a stakeholder approach, Cambridge University Press, UK. |
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Validity of Article |
The was published by Cambridge university press and it has information on stakeholder management and other initiatives that can assist in stake holder management strategies. |
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Pages where the Sources are located |
Page 32 -35 |
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Your opinion how reference applies |
Human Capital is a key element in an organization but it must be exploited strategically in view of the challenges facing the organization. The notion of human capital can also be referred to basically as intellectual capital |
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2.Title |
Measuring and Reporting Human Capital |
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Main Points |
Explains the possibility of including human capital in the |
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financial statements of a company. However, the views of majority of the views suggest that human capital as an asset should not be included on the balance sheet. The technical skills and strategies in an organization are designed and implemented by a competitive workforce. |
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Defines the roles of hard and soft HRM, Employment Lifecycle and External & Internal HRM Impacts. Also other outcomes of HRM |
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Source of Research data |
Berkowitz, Steven J. (2001) “Measuring and Reporting Human Capital.” |
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Journal of Government Financial Management 50.3 (2001): pg. 12. |
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Business Source Complete. EBSCO. Web. 31 Jan. 2011. |
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Validity of Article |
The article was published in the International Journal of Business and |
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social Science Vol. 3 No. 12 |
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Pages where the Sources are located |
Page 20 |
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Human Capital is a key element in an organization but due to the nature |
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Opinion how reference applies |
of employees it is difficult to value and include in the balance sheet. The success of a company depends on its human resource. This peer review article helps to explain how human capital should be accounted for in an organization |
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3.Title |
This is How HR can Lead, Says One of the World’s Best CEOs |
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Main Points |
The author talks about the negative effects of bad relationship between managers and employees. A bad relationship between managers affects organizations strategy eventually employees leads to a high staff turnover among the employees. Company policies that guide the relationship between employees and their supervisors are critical to the HR strategy and to successful operations of the HR department and the company in general |
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Source of Research data |
Dorney, G. (2017) This is How HR can Lead, Says One of the World’s Best CEOs, HM Online retrieved August 5, 2017 from http://www.hrmonline.com.au/section/featured/hr-lead-one-worlds-best-aron-ain/ |
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Validity of Article |
Leading website on HRM management |
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Pages where the Sources are located |
The source is from the attached website link |
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Your opinion how reference applies |
The source is relevant to the key aspects of HRM as without good leadership in HRM a company can never succeed. |
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4.Title |
Accounting for Investments in Human capital: A Review |
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Main Points |
Human capital as an asset of the company |
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The key strategies in HR that drive the organization. |
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Strategic analysis involving environmental scanning and organization |
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Culture. |
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Source of Research data |
Wyatt, A., & and Hermann Frick, H. (2010) “Accounting for Investments in Human Capital: A Review.” Australian Accounting Review 20.3;199-220. Business Source Complete. EBSCO. Web. 31 Jan. 2011. |
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Validity of Article |
Peer Review article |
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Pages where the Sources are located |
Australian Accounting Review 20.3; 199-220. Business Source Complete. EBSCO. Web. 31 Jan. 2011. |
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Your opinion how reference applies |
It is difficult to quantify human capital hence it should be included in financial statements. The key strategies that drive the HR in competitive organizations are developed by the HRM. This peer review article provides a good resource to base the argument that human capital when well managed can be a strategic tool that can contribute to organizational success. |
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5.Title |
Costs of Hiring and Turnover |
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Main Points |
Definitions and important aspects of Human Resource Management |
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The cost of turnover is higher than the cost of hiring hence needed to hire the best employees and invest in effective employee retention strategies. |
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Key HRM concepts involve definition of strategic capability and expectations of shareholders. |
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Source of Research data |
James Del Monte, (2010) “Cost of Hiring and Turnover,” JDA Professional Services, Inc., accessed October 1,2010, http://www.jdapsi.com/Client/articles/coh. |
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Validity of Article |
Article is from Professional services |
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Pages where the Sources are located |
From the website that is attached |
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Your opinion how reference applies |
The article highlights the importance of maintaining effective employee retention strategies hence it is relevant to the key aspects of HRM practice. |
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The reference highlights the importance of good HRM practice and its application is relevant to the Key aspects of HRM |
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6.Title |
There is No Whining n HR |
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Main Points |
The author talks to HR professionals to maintain their values and professionalism. |
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Making efficient strategic choices when evaluating & generating strategic options. Strategic options can be one or a combination of several options. |
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Source of Research data |
Kristen B. Frasch, David Shadovitz, and Jared Shelly (2009) “There’s No Whining in HR,” Human Resource Executive Online, June 30, accessed August 03,2017 from http://www.hreonline.com/HRE/view/story.jhtml?id=227738167 |
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Validity of Article |
From HR Online A reliable source for HR information |
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Pages where the Sources are located |
From attached website link |
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Your opinion how reference applies |
The sources apply well as the article is on the need for HR department to explain why there is need for retrenchment before retrenching workers. |
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7.Title |
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Main Points |
The major reason for employee turnover is bad relations with supervisors and inadequate compensation |
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Poor working conditions and dissatisfaction. |
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Poor organization structure and design |
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Source of Research data |
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Validity of Article |
From RMIT Library sources |
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Pages where the Sources are located |
From attached website link |
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Your opinion how reference applies |
The key aspect of HRM is the maintenance of good relations at workplaces to reduce staff turnover. |
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8.Title |
Political Ideologies of CEOs: The Influence of Executives’ Values on Corporate Social Responsibility.’ |
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Main Points |
The values of corporate social responsibility and how the values can be influenced by good or bad corporate executives. |
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Source of Research data |
Chin, MK, Hambrick, DC, Treviño, LK (2013) ‘Political Ideologies of CEOs: The Influence of Executives’ Values on Corporate Social Responsibility.’ Administrative Science Quarterly, 2013, Vol.58 (2), pp.197-232. |
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Peer review article |
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Validity of Article |
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Pages where the Sources are located |
Administrative Science Quarterly, 2013, Vol.58 (2), pp.197-232. |
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Your opinion how reference applies |
Companies should have clear policies on Corporate Social Responsibility to avid any negative influence from the executive. The journal assists in evaluating the key aspects of the CSR in a firm and its effects on employees and company performance. |
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9.Title |
Handbook of human resource development. |
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Main Points |
Professionalism of HRM and the policies and procedures of promoting HRM Values and professional requirements. |
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Source of Research data |
Chalofsky, N. E., Rocco, T. S., & Morris, M. L. (Eds.) (2014). Handbook of human resource development. Hoboken, NJ: John Wiley & Son. (Refer Fenwick Chapter 10 |
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http://onlinelibrary.wiley.com.ezproxy.lib.rmit.edu.au/book/10.1002/9781118839881 |
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Validity of Article |
RMIT |
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Your opinion how reference applies |
The article highlights the importance of maintaining effective of HRM practice. |
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10.Title |
Handbook of Human Resource Management Practice, |
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Main Points |
Human Resource Management |
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Human Resource Strategic Management |
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Corporate Social Responsibility and Stakeholder analysis. |
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Source of Research data |
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Validity of Article |
RMIT |
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Pages where the Sources are located |
Chapter 10 |
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Your opinion how reference applies |
Employees play a crucial role in promoting good corporate social responsibility in a company and the HR should create policies that encourage employee participation in CSR. This book provides good resources to base the argument that Good Corporate Social Responsibilities measures also contribute to the successes of a company. |
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References
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Armstrong, M. (2012) Armstrong’s Handbook of Human Resource Management Practice, URLhttp://rmit.eblib.com.au/patron/FullRecord.aspx?p=457565 Berkowitz, Steven J. (2001) “Measuring and Reporting Human Capital.” Chalofsky, N. E., Rocco, T. S., & Morris, M. L. (Eds.) (2014). Handbook of human resource development. Hoboken, NJ: John Wiley & Son. Fenwick Chapter 10 for all the chapters for this book please refer to: http://onlinelibrary.wiley.com.ezproxy.lib.rmit.edu.au/book/10.1002/9781118839881 Chin, MK, Hambrick, DC, Treviño, LK (2013) ‘Political Ideologies of CEOs: The Influence of Executives’ Values on Corporate Social Responsibility.’ Administrative Science Quarterly, 2013, Vol.58(2), pp.197-232. Dorney, G. (2017) This is How HR can Lead, Says One of the World’s Best CEOs, HM Online retrieved August 5, 2017 from http://www.hrmonline.com.au/section/featured/hr-lead-one-worlds-best-aron-ain/ Freeman, R.E. (2008) ‘Managing for Stakeholders’, in T Donaldson & PH Freeman, R.E. (2010) Strategic management, a stakeholder approach, Cambridge University Press, UK. James Del Monte, (2010) “Cost of Hiring and Turnover,” JDA Professional Services, Inc., accessed October 1,2010, http://www.jdapsi.com/Client/articles/coh. Kristen B. Frasch, David Shadovitz, and Jared Shelly (2009) “There’s No Whining in HR,” Human Resource Executive Online, June 30, accessed August 03,2017 from http://www.hreonline.com/HRE/view/story.jhtml?id=227738167 Wyatt, A., & and Hermann Frick, H. (2010) “Accounting for Investments in Human Capital: A Review.” Australian Accounting Review 20.3;199-220. Business Source Complete. EBSCO. Web. 31 Jan. 2011.
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