Human resource management

Humanresource management


Humanresource management

Asfar as managing people in an organisation, human resource managementand human resource have replaced the formerly used term personnelmanagement as a precise definition. The explanation and expression ofthis concept and its underpinnings contains a more detailed contentand involvement than personnel management as will be discussed below.The aim of this paper is to define and elaborate the meaning of humanresource management by considering its responsibilities and afterthat the diversity found in the workplaces.

Humanresource management is the part of management that deals with thestrategic and coherent management of employees or people (the mostimportant asset) working in an organisation towards meeting thegoals. The human resource management emphasises the crucial partplayed by the human resource in achieving a sustainable advantage[ CITATION Mic12 l 2057 ].

Thehuman resource management involves the matching of employee’soutput capability with the organisational requirement. Through theanalysis of the objectives of the organisation, the human resourceplans and acquire and also train or retrain relevant employees so asto achieve the goals effectively and respond to the changes in theexternal environment. It greatly involves the evaluation of theworkforce, coming up with the weakness and acting to fill the gap.

Theprocess of human resource encounters much diversity. Diversitymanagement in an organisation has grown to be of key importance asthe world business difference is becoming smaller and smaller due toglobalisation[ CITATION Mar141 l 2057 ].Cultural diversity due to different nationalityand demographic diversity in relation to the workplace affects thehuman resource management to a great extent. As far as diversity canbe of importance to an organisation, it can also bring complexity andchallenges into the organisation. This paper is meant to discuss alsothe factors that influence diversity in a workplace.

Humanresource involvement

Thesignificant contribution of the human resource is towards theperformance of the workforce in regard to the output needed by theorganisation. It means that the achievement of the organisation’sobjective and goals will depend on the activity of the humanresources in the maintenance of the proper composition of theworkforce in terms of their output. ,therefore, involves the construction of strategies that matches thesize and skill of the employees to the requirement of theorganisation.

Theworkforce dictates the functions of the human resource and involves aregular evaluation of the workforce. The human resource plan anactivity that helps the organisation in the recruitment of newworkforce, retaining of the already existing workforce andoptimising the development of the personnel required to meet all thebusiness objectives[ CITATION Lon99 l 2057 ].Theprocess includes a continuous evaluation of the existing workforce interms of their output, and then performing the manpower forecastingand finally ensuring that the supply always meet demand. Therefore,the human resource is the body of an organisation that act tomaintain the correct workforce composition necessary to meet a demandfor an company.

Thehuman resource has an enormous task or running and trying to keeppace with the evolving world of business. It has to ensure that theright workforce is in place at a particular time. Changing theworkforce will not only affect the recruitment but also the way torecruit them, train them, compensate and motivate them. The Humanresource includes a unique branch known as human resource planningthat helps in the evaluation.

Factorsthat influence diversity within the workplace

Diversitywithin a workplace refers to the existence and working together withpeople from different backgrounds, different gender, differentethnicity, different ages, different abilities, different religionand also nationality and culture. Diversity always comes withpositive outcomes and advantages but to some extent it can alsointroduce some problems that will require to be managed within thefield of human resource management[ CITATION Nia07 l 2057 ].Diversity is brought about by the existence of and the thing that isdifferent between two parties.

Gender:Inthe today`s world of business, people work together side by sideregardless of their sex. From today`s point of view, there exist noclear distinction between men jobs and women jobs. They both haveequal capabilities and roles in the workplace. Consequently, men andwomen relate to in a new and more equal way in which comfortabilityis created in them. Initially, cultural beliefs placed the women in aworld of silent, non-competitive, non-aggressive, submissive and alsodependent. Men, on the other hand, know to be the developers of thecommunity and nation. They were placed in a position of dominance,aggressiveness, independence and competition.

Womentoo like the men nowadays have put a new change to embrace thechanging world and contribute to its advancement. By this newperspective, gender diversity in the workplace has brought thesignificant economic growth of an organisation[ CITATION Chr12 l 2057 ].

Race:Dueto the globalisation, many nations and countries have come to worktogether in the various organisations. In the US, many immigrants areregistered and are composed of people of colour. Even so, it isestimated that by the year 2030, the number of the people of colourwill have risen to 43 per cent due to the high birth rate. This is tomean that many people from different tone will be working together.This is the diversity of races in the workplace.

Inmany organisations, people from the different races from all over theworld come together with their skill to work towards the achievementof the organisation’s objectives.

Disability:Disabilityrefers to the lack of some particular physical ability that anordinary human has. Nowadays, Disability no longer means inability[ CITATION Eva12 l 2057 ].The associations and the institution of learning for the disable havemade asignificant step in training the handicapped and those with aphysical disability and have proven to the world that they can do asordinary humans. In workplaces, people with disability are involvedand work hand in hand with the people without disability towards theachievement of the objectives.

Disabilitiesare in most cases visible, but there are other that are hidden suchas cancer, visual impairment, arthritis, hearing impairment, and someother private body parts. Other disabilities include personal heightand weight among others[ CITATION Eme10 l 2057 ].Oftenly, people will tend to despisevisible disabilities such as lack of limbs, lack of vision, heightdifferences among others and tend to be sympathetic towards thosewith internal disabilities.

Age:Agedifference is also another factor that influences diversity.Workplaces in includes people of different ages working together. Theage difference creates diversity simply because the requirements forthe older people are different from those of, the younger people. Therewards that the younger employees will demand significantly differfrom the reward that older ones will demand. Also, the type ofmotivation for the two is different. Older people are more likely tobe motivated by appeals to intuition, the complexity of reality,feelings, power and reason. They work hard for money and are used tothe system of hierarchical order. For the younger people, they tendto work for rewards and approval or to please someone[ CITATION Ble10 l 2057 ].They view differentlywhat is important and have a different work ethics. For them, theywant just to be part of the business but not be part of thehierarchical. They always want to work for themselves and not underthe supervision. They don’t want to be told what to do and what notto.

Managementof the diversity in the workplace is some of the great tasks that thehuman resource department has to deal with. Issues may also arisefrom the difference that a business operates. The organisation shouldbe more adequately equipped to hand every change that happens inpolicies. Challenges encountered when managing diversity can arisefrom various reasons such as approaching wrongly to the solution ofthe diversity problems. For instance, a company may decide to adoptan affirmative policy in an effort to solve a certain diversityissue. This affirmative action refers to the giving of a chance to aformerly disadvantaged individual. Recruiting on the basis of racemay not solve the problem but worsen it. The organisations ought tohave well planned regular training for their employees in order todeal well with diversity.


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