Human Resources Management Contribution

How washstand benevolent resource Management contri ande to the success of an engineering blood line? Although there is no widely ac knowledged definition for the term Human imaging Management, as far as I after part understand it Human Resource Management is an approach to personnel charge that sees people as the happen upon resource of a come with. In short it is a corpse that believes it is crucial to communicate well with employees and include them in what is going on with the organization, to attach the commitment and attend them to identify with the organization.HRM peculiar(prenominal)ally is a body of functions and policies that image the work surround and control the relationship with employees. Some functions contain alternating(a) methods or practices from which managers bum choose. The key functions in HRM ar Planning the HR needs of the organization, particularly for the future. Integrating HRM with the organizations strategic management process and c o-ordinating clusters of HR practices to execute the desired goals. Staffing correctly obtaining the correct people with regards to their skill set, abilities, knowledge and experience.Some practices involved within this are HR planning, Job analysis, enlisting and selection. Developing skills, to tick that workforce can perform satisfactorily in their jobs and can advance within the organization. To identify employees key skills and where they are competent the Performance appraisal practice can be employed. do employees through reward system, this can be done through work appraisal, job evaluation. Designing and maintaining work systems that are safe and promote oeuvre wellness and employee health so as to fulfil health and precaution legislations and retain a capable workforce.Managing relationships amidst employees, it covers a wide turn tail of practices that can be used to wee a better co-operation mingled with employees and also a better feeling of intimacy/partici pation. It also extends to co-operation with unions if they are involved. Managing change for the future by helping former(a)s be able to realise and understand the change, along with setting expectations for performance and helping erupt the capacity to reorganize and reallocate resources (including people). Evaluating the value of the entire HR system y designing procedures and processes that measure it. All of these functions and practices are underpinned by legislation. In a practical application typically a company would set kayoed organizational objectives and then decide on a schema in order to achieve those objectives. In the context of an engine room company/ pedigree the strategic cerebrate could, for example, be on the takeing Ensure trenchant gentility and stickment of all staff in order to ensure flexibleness and competence within usances. Develop legal communication between employees and between departments/functions. Develop mechanisms to cope with futur e environmental change including social, governmental and technological. In this example strategic focus is on maturation a flexible organization that can adapt to change in the environment and has a good communication social structure in order to achieve this. Intel is a good example of a company in the Engineering argument world whose crease competitive advantage is its speed and tractability in meeting the changing needs of various trade niches. apt(p) the extremely short product life cycle in this industry, there is a pressing need, according to Andy Grove, CEO of Intel, to channel resources swiftly from declining areas into emergent/growing areas. In these scenarios technological and financial resource transfer can be done quickly, hardly people are the hardest part of the system to redeploy. In order to induce and encourage continuing success the assembly line must develop a HRM strategy that focuses on the correct HR areas in order to maximise competitiveness.To de velop a successful HRM strategy, the business strategy must first be understood (Key driving forces of the business technology, competition etc. , Implications of these driving forces and the fundamental contribution of people in the business). From here a mission statement can be veritable that relates to the people side of the business, establishing what they contribute. Analysing the organization (Culture, Organization, People, HR systems) and the external business and market environment will determine potential performance, skill issues etc. and high spot opportunities/threats.For each critical issue options can be generated considering the consequences of assertable actions. From this a set of broad objectives can be created that can be soften into specific HR areas, for example, Management, instruct/development, communication etc. The choice of strategy will adjudge a big effect on the companys success. Smaller companies will have to choose different objectives, for exam ple, it is more than expensive for a smaller company to offer effective training to their workforce, so a better option would be to select and upgrade the correct staff.This is illustrated by Small to medium sized companies in China, which were open to have focused their HR efforts on selection and recruitment, performance-based remuneration and employee involvement in decision-making. This may be working well for these SMEs but for future success it would be a good idea to develop effective training/development programmes in order to further develop their employees skills. The problem here is that in order to compete with other companies there has to be compromise in certain areas.SMEs cant always admit effective/ superior training because of the cost, but over a longer period of time the cost-benefit ratio can be swung in a positive way as effective training can mean future development for the organization. In impairment of Engineering industry this can provide greater benefi t as development in certain skill areas, and skilled workers in global are essential for business growth. Problems can arise here though as if employees leave for other, better paid jobs once they have had training and developed skills in certain areas, the companies lose out on work time and incur costs.Another focus of HRM is to develop the primeval role of managers and also to prevent the view from workers as us and them with regards to managers and help create an us and us view. Cost can be controlled to a degree within a larger business by developing the roll of line managers as people managers, this cuts pull down the need for HR persons and helps to create a more personal environment for employees. This is shown by Hewlett-Packard (HP) who comparatively recently have been moving back towards developing the central role of managers.Primarily the role of the HR department now is to facilitate, measure, and improve the quality of management and teamwork, not to provide an ave nue for managers to abdicate their responsibilities for people. HRM also helps to develop workers ability to manage themselves, many companies now are emphasizing tractability and cohesion through team based activities and self managed work teams. ane of the largest and most successful companies in the electronic engineering world, Apple, are a good example of focusing on self managed work teams and creating genuinely strong employee-company bonds.By facilitating the development of self-managed work teams, HR departments can invite out themselves from the intermediary role and allow employees to be self-determining. The HRM system can provide great success for an engineering business. It provides a method to narrow down the problems within an organization relating to the people within it, and create specific areas to focus on headed by generalised terms to provide an easy to follow and implement strategic plan.It has many advantages, such as the ability to create a flexible work environment, focusing on specific areas of the business to maximise competitiveness. However it also has some disadvantages, for example if quality training for workers is provided at great cost to the business, without proper precautions in place it is possible for trained employees then to leave and obtain better paid jobs with their provided training. In many of the examples illustrated here it is possible to see that there is strong links between the success of an engineering company and the use of HRM.Without effective management of people the business can fail to achieve its goals or sufficiently succeed in its market. The many different aspects of HRM allow enough flexibility and variation to allow a business to select and develop specific areas to meet its needs, for example Intel has a built a flexible structure for its employees to allow the business to move in and out of growing/declining markets. Resources An semiempirical study of high performance HRM practices in Ch inese SMEs Connie Zheng, Mark Morrison & bear ONeillThe International Journal of Human Resource Management, Vol 17 No 10, October 2006 Allbusiness. com subvert cost, higher value human resource function in transformation. By Brockbank, Wayne -THE IMPACT OF HUMAN RESOURCE AND OPERATIONAL MANAGEMENT PRACTICES ON phoner PRODUCTIVITY Human Resources Management (Theory and Practice 4th Edition) Bratton and Gold The essence of Human Resource Management McKenna and Beech Introduction to HRM Maund Managementtoday. com Working Human Resoruces into the system