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  本篇essay代写-人力资源管理讲了人力资源管理与其他商业活动之间的关系已经开始变得更加协作。人力资源部门的主管们已经开始在管理层谋得一个职位。人力资源部门开始变得具有高度的咨询性,他们在日常的直线管理活动中起着至关重要的作用。然而,将人力资源视为战略伙伴在各个层面上都存在巨大的差距。为了做到这一点,HR必须理解在组织内部建立自己的能力来处理组织的问题,在关键任务上教育自己,同时寻求在组织内提出创新和创造性的解决方案的需要。本篇essay代写文章由加拿大第一论文 Assignment First辅导网整理,供大家参考阅读。

  Integration between HR and other activities

  In this section, focus will be laid on illustrating how HR is integrated with other organizational activities. For the development of effective and high performing work force, the input of HRM is used in ten main areas of the organization. These include 1) Establishing an ethical and legal system of management, 2) Analysing and designing the job, 3) Recruiting and selecting, 4) Career opportunities in the respective industry, 5) Distributing benefits of employee, 6) Motivation of employee, 7) Negotiating to organize labour, 8) Terminating the employee, 9) Determining the future and emerging trends in the respective industry, and 10) Strategic Planning.

  As HRM touches and affects a number of areas of the organization, it becomes important to integrate HRM with other activities of the business. Hence, this integration is termed as HR alignment. It involves the integration of decision related to the human resource with decisions regarding outcomes that a business is considering to achieve. By the integration of HRM within the planning process of an organization, emphasis is laid upon the activities of HR for supporting the broad organizational goals and mission. This further helps in developing a strong relationship between management and HR, due to which organizations gain the ability of integrating HRM with other activities of the business. This integration is important for the achievement of strategic goals and measurement of progress for the achievement of these strategic goals.

  The relationship between HRM and other business activities has started to become more collaborative. Executives of HR have started earning a position at the line of management. Departments of HR have started to become highly consultative, with their crucial involvement in day to day activities of line management. However, there is yet a huge gap to perceive HR as the strategic partner at each and every level. For doing so, HR has to understand the need of building its own competencies at internal level for dealing with the issues of organization, educating oneself on the key missions, while looking for way to present innovative and creative solutions to issues across the organization. In addition to its significant contribution in the accomplishment of organizational mission, alignment of HRM can be considered as the ultimate level of accountability in HRM. This can be understood from Fig. 1.

  (Fig: Hierarchy of Accountability)

  While the accountability of HRM must be initialized with basic compliance of law, it tends to be encompassing each and every level of the pyramid that further demonstrates how there is support of HRM to achieve the strategic goals of the organization. In this context, it has been recognized by the private sector that not only capital of technology and finance help in providing organizations with the competitive advantage, but human resource as well. Without the attraction and retention of right individuals within the right job positions, with appropriate training and skills, the organization may not be able to enjoy success. Therefore, to spread the significant role of human resource in an organization, it is important to integrate HRM with other activities of the business.

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