Free Samples
7011EHR HR And Employment Relations Strategy
.cms-body-content table{width:100%!important;} #subhidecontent{ position: relative;
overflow-x: auto;
width: 100%;}
7011EHR HR And Employment Relations Strategy
0 Download13 Pages / 3,232 Words
Course Code: 7011EHR
University: Griffith University
MyAssignmentHelp.com is not sponsored or endorsed by this college or university
Country: Australia
Question:
Describe about the SHRM & Knowledge Management.
Answer:
Synthesis
HR in an International Context
There are multiple major dimensions that are involved in the HR practices within the international context such as the planning, recruitment and selection, training and developmental programs and compensation provided. This is mainly done for coping up with the external factors and ensures proper management of human resources at the international level. According to Schniederjans, Schniederjans & Schniederjans (2015), for effective human resource management, HR planning is important and the major approaches include ethnocentric, polycentric and geocentric. In ethnocentric approach, the positions of management are filled by the parent company and international subsidiaries, though the issues could be lack of managerial skills and knowledge and tighter control, which has created complexities in dispersing the core competencies across the global subsidiary (Schniederjans, Schniederjans & Schniederjans, 2015). As stated by Nankervis et al. (2013), the polycentric approach enabled the host country to manage the foreign subsidiaries, furthermore overcome the cultural computability issues while expanding business globally and the language differences are resolved. The geocentric approach though focused on the selection of right individuals for the job roles, without considering what or from which religion, ethnicity or culture they belong, which has facilitated the development of international workers and reduced issues associated with the connection with managers (Nankervis et al., 2013).
The other HR functions include recruitment and selection, which has been done for selecting the right candidates for the right jobs at the right time and right place. Poulis, Poulis & Plakoyiannaki (2013) stated that the recruitment and selection are important aspects of HRM that deal with the management of global environment and at the same time, manage foreign placements for ensuring that the expatriate employees are not faced with problems like the employees who face issues in their home country (Poulis, Poulis & Plakoyiannaki, 2013). It has been seen that the expatriate employees, when visit the companies in the foreign countries are unable to cope up with the new workplace and due to cultural differences, they face different issues to interact with the other employees, considered as colleagues. Due to this, the problems regarding adjustments with the new working environment are faced, which further affects their performances and this can result in business decline. Edwards, Marginson & Ferner (2013) found that the lack of skills could be a primary cause for the individuals to cope up with the foreign environment. Thus, the recruitment and selection of employees in an international context are managed by screening the individuals for the traits that they possess to become successful in adapting to the new global environment (Edwards, Marginson & Ferner, 2013).
Based on the statement provided in the article presented by Reiche et al. (2016), training is another major aspect of human resource management that has been focused on improving the skills, knowledge and expertise of the employees. It has been done by keeping the needs and preferences of the staffs and to facilitate the training and developmental programs in an international context, they need to take part in the processes of induction, training and orientation provided n the social, cultural and technical aspects for fitting with the business requirements at present and in the future too (Reiche et al., 2016). Thunnissen, Boselie and Fruytier (2013) formulates about the talent management and for that the training and development sessions are aimed at raising employees’ awareness of the cultural differences and influence their behaviors to work within the global environment. By providing training, they will be able to improve in certain areas like language, adaptation to external global environment and communicate with the other employee without facing any language barriers (Thunnissen, Boselie & Fruytier, 2013).
According to Chang, Yuan and Chuang (2013), The compensation strictures are quite good considering their needs are satisfied and meet the norms of equitable remuneration. Due to the varying cost of living in different countries, the employees of a MNC in Australia can face problems after relocation, which can be significantly higher while staying in some other country. Therefore, the compensation paid could not only satisfy the employees, but it could also be fair and equitable considering the equalization of purchasing power across countries (Chang, Yuan & Chuang, 2013). The equal base pay should be managed and the employees should be provided with higher wages while moving to some outside country, in the form of mobility allowance, allowance for housing, etc. so that the purchasing power arisen due to relocation is retained.
Managerial implications
For critically reflecting the various concepts of human resources’ strategies, I have assessed the various articles and textbooks to analyze the impact of HR strategies on the global business management. The management of human resources should be possible based on the international context through arrangement of effective training sessions for the managers and enhancing their skills and knowledge. They should be made knowledgeable about the outsourcing activities along with the training sessions provided to them for enhancing their skills to perform within the global business environment. While performing as a manager, it would be my responsibility to manage the processes of recruitment and selection properly too.
References
Chang, W. W., Yuan, Y. H., & Chuang, Y. T. (2013). The relationship between international experience and cross-cultural adaptability. International Journal of Intercultural Relations, 37(2), 268-273.
Edwards, T., Marginson, P., & Ferner, A. (2013). Multinational Companies in Cross-National Context: Integration, Differentiation, and the Interactions between MNCS and Nation States: Introduction to a Special Issue of the ILRReview. ILR Review, 66(3), 547-587.
Nankervis, A. R., Baird, M., Coffey, J., & Shields, J. (2013). Human resource management: strategy and practice.
Poulis, K., Poulis, E., & Plakoyiannaki, E. (2013). The role of context in case study selection: An international business perspective. International Business Review, 22(1), 304-314.
Reiche, B. S., Stahl, G. K., Mendenhall, M. E., & Oddou, G. R. (Eds.). (2016). Readings and cases in international human resource management. Taylor & Francis.
Schniederjans, M. J., Schniederjans, A. M., & Schniederjans, D. G. (2015). Outsourcing and insourcing in an international context. Routledge.
Thunnissen, M., Boselie, P., & Fruytier, B. (2013). Talent management and the relevance of context: Towards a pluralistic approach. Human Resource Management Review, 23(4), 326-336.
Part B
Abstract
The corporate social responsibilities have been managed by the organizations to contribute to the community and at the same time, improve the quality of environment where people can live in through sustainable measures. The management of ethics and becoming socially responsible will not only create a positive brand image, but will also assist in influencing the business operations considering its positive impact through management of ethics in a sustainable manner.
Synthesis
Ethics, CSR & Sustainability
According to Idowu et al. (2013), the purpose of corporate social responsibility is to develop the marketing procedures in the business context considering the significance of managing corporate behaviors and managing business ethically. The corporate social responsibilities include management of sustainable strategies and valuing those, furthermore deploying those in various industries all over Australia to ensure smooth business functioning (Idowu et al., 2013). The research, development and corporate practices consider the corporate social responsibility or CSR as major guiding principles responsible for the management of business success, growth and enhanced profitability. The CSR strategies are implemented by the businesses for contributing to the sustainable development, furthermore deliver social, economic and environmental benefits to all the stakeholders involved in business such as the shareholders or investors, employees, Government and customer. Kolk (2016) incorporated the corporate social responsibility at the organizational level and considered it as a policy that has been aligned with the business model and comply with the regulatory requirements. This has facilitated the engagement of business policies with the actions undertaken by the businesses for ding some kind of social good and fulfilling the interests and preferences of the firms, as required by law (Kolk, 2016). The laws include legal liabilities that the business organizations should manage to manage sustainability and at the same time, conduct business ethically to accomplish the business goals and objectives. Based on the perspective of strategies, the CSR strategies are implemented for increasing the level of profit and gain the trusts of shareholders and other business stakeholders through management of effective public relations along with the maintenance of ethical standards (Visser & Tolhurst, 2017). This has been helpful for the businesses to reduce the chances of risks associated with the business activities, furthermore take legal responsibilities to improve the effectiveness of corporate actions. Visser and Tolhurst (2017) stressed on the CSR strategies, because it has encouraged the companies to create a positive impact on the business environment as well as benefited the various stakeholders in business by adopting the policies and practices required to manage the social responsibilities properly (Carroll & Buchholtz, 2014).
As stated by Carroll and Buchholtz (2014), to perceive CSR, various activities are managed to advance a social cause much beyond compliance and at the same time, carry out sustainable practices for making the firm economically profitable, ethical, socially supportive and law abiding too. To eradicate poverty and enhance the economic growth of the nation, the business organizations have used sustainable approaches by working with other businesses as partners. For example, the Green Revolution campaign has been adopted by the business organizations to implement greener approaches and strategies with the sole focus on conducting business ethically and keeping the environment safe and clean for making it a convenient place for people to live in (Crane & Matten, 2016). There were debates by Doh & Tashman (2014) regarding the development of international business like the emergence of major economic issues related to the foreign direct investments, which has enabled the emerging economies to gain attention, furthermore measure the key performance indicators responsible for the sustainable development. The sustainable development is relevant to the aspects of international business and there can be issues related to the policies and procedures, due to which, ethical business practices are to be managed (Nicholls et al., 2013).
Crane and Matten (2016) argued about the management of business ethics through corporate citizenship and sustainability in the context of globalization. The ethical perspectives have contributed to the reduction of inequality and even the human resources are allocated properly to carry on the roles and responsibilities and drive the business performance, though contributing to the positive impact on environment and doing something good for the community. For example, the retail giants in Australia have undertaken eco friendly approaches to keep the environment safe by aligning with the Environmental Protection Act, furthermore maintaining the integrity, understanding, promoting unity and taking responsibility of taking responsible actions to deal with the challenges. Nicholls et al. (2013) argued that the companies have limited the level of CO2 emissions and placed anti-pollution laws for making useful contribution to the environment and maintained high ethical standards too (Doh & Tashman, 2014). This has also enhanced the brand image and reputation, which has created trust and loyalty among the business and its customers, thus helping is ethical business management, higher production, lesser costs of business and competitive advantage in business as well.
Managerial implications
The maintenance of values and ethics helped in maintaining the quality and ethical standards while I prefer the organization to be socially responsible to do something good for the community so that a positive brand image is created among the customers. I have also understood the importance of businesses that are socially responsible and have maintained proper values, ethics and even managed sustainable measures to keep the environment safe and healthy. To ensure creation of a healthy environment, the companies like Woolworths has considered environment friendly approaches to manage the process of production sustainably and at the same time, facilitate the reduction costs incurred during the business operations and processes. I have considered the example of Woolworths, because it has not only aligned the HR strategies with the corporate goals, but also has conducted ethical business by managing sustainable practices to keep the production consistent, deliver better customer satisfaction and cerate lesser harmful impact on the environment too. It will assist me in playing the role of a responsible manager for an organization in the future and ensure that the environment laws are managed properly.
References
Carroll, A., & Buchholtz, A. (2014). Business and society: Ethics, sustainability, and stakeholder management. Nelson Education.
Crane, A., & Matten, D. (2016). Business ethics: Managing corporate citizenship and sustainability in the age of globalization. Oxford University Press.
Doh, J. P., & Tashman, P. (2014). Half a world away: The integration and assimilation of corporate social responsibility, sustainability, and sustainable development in business school curricula. Corporate Social Responsibility and Environmental Management, 21(3), 131-142.
Idowu, S. O., Capaldi, N., Zu, L., & Gupta, A. D. (2013). Encyclopedia of corporate social responsibility (Vol. 21). New York: Springer.
Kolk, A. (2016). The social responsibility of international business: From ethics and the environment to CSR and sustainable development. Journal of World Business, 51(1), 23-34.
Nicholls, J., Hair Jr, J. F., Ragland, C. B., & Schimmel, K. E. (2013). Ethics, corporate social responsibility, and sustainability education in AACSB undergraduate and graduate marketing curricula: A benchmark study. Journal of Marketing Education, 35(2), 129-140.
Visser, W., & Tolhurst, N. (2017). The world guide to CSR: A country-by-country analysis of corporate sustainability and responsibility. Routledge.
Part C
Abstract
The strategic HRM concept and management of knowledge and skills to improve the human resource efficiency are other areas that will be covered in this report. The strategic HRM aligns the HRM practices with the strategies required to enhance the workforce efficiency, furthermore ensure that the business organization and its employees obtain knowledge and skills properly. The knowledge management has enhanced the capabilities of the organization and has ensured that the business performance is enhanced and the HRM risks are mitigated to the utmost level possible.
Synthesis
SHRM & Knowledge Management
According to Armstrong & Taylor (2014), the industrial revolution has changed the work nature and has influenced the ways by which, human resources are managed along with knowledge management for improving the business performance. The companies gain the ability to achieve a competitive edge over its competitors by leveraging the organizational knowledge and utilizing the skills and expertise of the workers (F?nd?kl?, Yozgat & Rofcanin, 2015). The human resource management system or HRMS needs to be aligned with the management functions to improve the organizational knowledge and design systems for supporting the organizational members and contribute to the higher business performance. Abd Rahman et al. (2013) argued that one of the principle aspects of knowledge management has been the management of investments on training for ensuring knowledge transfer, exchange and creating positive effects too (Abd Rahman et al., 2013). The transfer and exchange of information and knowledge are facilitated with the help of training and developmental sessions, furthermore improve the organizational efficiency and influence the behaviors of employees to take part in the training programs (Omotayo, 2015).
The knowledge management an innovation are interconnected, because with the facilitation of knowledge and information, the businesses have gained the capabilities to improve its business operations’ efficiency and at the same time, foster innovation for deriving business growth and higher revenue generation in business. Omotayo (2015) stated that the training and developmental programs have been linked with the management of human resources and organizational outcomes, though excluding the financial benefits that may be obtained. The theoretical perspectives, as stated by Omotayo (2015), include universalistic, contingency, contextual and configurational aspects regarding the training and knowledge management of employees, considered as essential human resource management functions (Scully et al., 2013).
As stated by F?nd?kl?, Yozgat and Rofcanin (2015), the roles and responsibilities of human resources could strategically add value and benefits through proper support and allow the organizations to achieve the strategic goals and objectives, furthermore maintain a dynamic relationship between the internal and external business environments. F?nd?kl?, Yozgat & Rofcanin (2015) also argued that the knowledge management process consists of various aspects such as the acquisition of knowledge, knowledge conversion, application and protection of knowledge to enhance the organizational capabilities and create sources for gaining competitive advantage, thereby affecting the business performance positively too (Jiménez-Jiménez, Martínez-Costa & Sanz-Valle, 2014). Based on the dynamic environmental conditions and market influences along with heavy competition in the market, continuous innovation is required to manage better profit and remain proactive in the business long run. With the strategic human resource management inclined with the knowledge management, it has become easier for the companies to remain proactive and respond to the changing environment through the development of new skills, knowledge and better performance.
According to Scully et al. (2013), the SHRM has turned the tacit knowledge into explicit knowledge, which can be understood from the business perspective for enabling innovation and focus on the major SHRM functions including the performance appraisal, management of career, reward system, recruitment, selection and training. On the other hand, Jiménez-Jiménez, Martínez-Costa & Sanz-Valle (2014) considered the knowledge management as a major tool to achieve competitive advantage and allocating the resources properly within the competitive environment. The knowledge, when embedded within the human capital, has resulted in enhancing the scopes and opportunities for innovation thereby fostered the growth of organizational knowledge and knowledge has been shared among the employees appropriately (Michaelis, Wagner & Schweizer, 2015).
Michaelis, Wagner & Schweizer (2015) believed that the knowledge acts as an intermediary between the management of high performance work systems and enhanced productivity of the organization. Considering the integration of knowledge in the SHRM functions and practices, the collective information has been obtained. This is essential for enhancing the skills and expertise of the employees, furthermore improved the organizational effectiveness in terms of higher productivity, increased revenue generation and attaining competitive advantage in business too.
Managerial implications
Lastly, I found that the management of knowledge and embedding those in the strategic HRM has further assisted in improving the skills of organization, which fostered innovation and enhanced the growth capabilities and revenue generation for the retail companies in Australia. The SHRM enabled the SHRM functions and practices comply with the innovation strategies and create a good organizational structure and working environment where shared values, beliefs and cooperation are fostered. It would be important to manage training and developmental sessions through identification of development needs for improving the knowledge and ability of the organization’s workers to perform to their potential. The management of knowledge and strategic human resource management would further assist in creating enough scopes for the business to sustain in the competitive business environment.
References
Abd Rahman, A., Imm Ng, S., Sambasivan, M., & Wong, F. (2013). Training and organizational effectiveness: moderating role of knowledge management process. European Journal of Training and Development, 37(5), 472-488.
Armstrong, M., & Taylor, S. (2014). Armstrong’s handbook of human resource management practice. Kogan Page Publishers.
F?nd?kl?, M. A., Yozgat, U., & Rofcanin, Y. (2015). Examining organizational innovation and knowledge management capacity the central role of strategic human resources practices (SHRPs). Procedia-Social and Behavioral Sciences, 181, 377-387.
Jiménez-Jiménez, D., Martínez-Costa, M., & Sanz-Valle, R. (2014). Knowledge management practices for innovation: a multinational corporation’s perspective. Journal of Knowledge Management, 18(5), 905-918.
Michaelis, B., Wagner, J. D., & Schweizer, L. (2015). Knowledge as a key in the relationship between high-performance work systems and workforce productivity. Journal of Business Research, 68(5), 1035-1044.
Omotayo, F. O. (2015). Knowledge Management as an important tool in Organisational Management: A Review of Literature.
Scully, J. W., Buttigieg, S. C., Fullard, A., Shaw, D., & Gregson, M. (2013). The role of SHRM in turning tacit knowledge into explicit knowledge: a cross-national study of the UK and Malta. The International Journal of Human Resource Management, 24(12), 2299-2320.
Free Membership to World’s Largest Sample Bank
To View this & another 50000+ free samples. Please put
your valid email id.
Yes, alert me for offers and important updates
Submit
Download Sample Now
Earn back the money you have spent on the downloaded sample by uploading a unique assignment/study material/research material you have. After we assess the authenticity of the uploaded content, you will get 100% money back in your wallet within 7 days.
UploadUnique Document
DocumentUnder Evaluation
Get Moneyinto Your Wallet
Total 13 pages
PAY 8 USD TO DOWNLOAD
*The content must not be available online or in our existing Database to qualify as
unique.
Cite This Work
To export a reference to this article please select a referencing stye below:
APA
MLA
Harvard
OSCOLA
Vancouver
My Assignment Help. (2021). HR And Employment Relations Strategy. Retrieved from https://myassignmenthelp.com/free-samples/7011ehr-hr-and-employment-relations-strategy/international-level.html.
“HR And Employment Relations Strategy.” My Assignment Help, 2021, https://myassignmenthelp.com/free-samples/7011ehr-hr-and-employment-relations-strategy/international-level.html.
My Assignment Help (2021) HR And Employment Relations Strategy [Online]. Available from: https://myassignmenthelp.com/free-samples/7011ehr-hr-and-employment-relations-strategy/international-level.html[Accessed 18 December 2021].
My Assignment Help. ‘HR And Employment Relations Strategy’ (My Assignment Help, 2021)
My Assignment Help. HR And Employment Relations Strategy [Internet]. My Assignment Help. 2021 [cited 18 December 2021]. Available from: https://myassignmenthelp.com/free-samples/7011ehr-hr-and-employment-relations-strategy/international-level.html.
×
.close{position: absolute;right: 5px;z-index: 999;opacity: 1;color: #ff8b00;}
×
Thank you for your interest
The respective sample has been mail to your register email id
×
CONGRATS!
$20 Credited
successfully in your wallet.
* $5 to be used on order value more than $50. Valid for
only 1
month.
Account created successfully!
We have sent login details on your registered email.
User:
Password:
If you are looking for interesting essay topic ideas, we are the best essay writing services. Whether for a narrative piece or a persuasive one, our topics will keep your professor, and other readers intrigued. Our team of experts can also provide you with the best essay writing help if you want to make a quality submission. Apart from suggesting essay topics and writing them for you, we also offer complimentary editing and proofreading services. Call us for more details.
Latest Management Samples
div#loaddata .card img {max-width: 100%;
}
MPM755 Building Success In Commerce
Download :
0 | Pages :
9
Course Code: MPM755
University: Deakin University
MyAssignmentHelp.com is not sponsored or endorsed by this college or university
Country: Australia
Answers:
Introduction
The process of developing a successful business entity requires a multidimensional analysis of several factors that relate to the internal and external environment in commerce. The areas covered in this current unit are essential in transforming the business perspective regarding the key commerce factors such as ethics, technology, culture, entrepreneurship, leadership, culture, and globalization (Nzelibe, 1996; Barza, 2…
Read
More
SNM660 Evidence Based Practice
Download :
0 | Pages :
8
Course Code: SNM660
University: The University Of Sheffield
MyAssignmentHelp.com is not sponsored or endorsed by this college or university
Country: United Kingdom
Answers:
Critical reflection on the objective, design, methodology and outcome of the research undertaken Assessment-I
Smoking and tobacco addiction is one of the few among the most basic general restorative issues, particularly to developed nations such as the UK. It has been represented that among all risk segments smoking is the fourth driving purpose behind infections and other several ailments like asthma, breathing and problems in the l…
Read
More
Tags:
Australia Maidstone Management Business management with marketing University of New South Wales Masters in Business Administration
BSBHRM513 Manage Workforce Planning
Download :
0 | Pages :
20
Course Code: BSBHRM513
University: Tafe NSW
MyAssignmentHelp.com is not sponsored or endorsed by this college or university
Country: Australia
Answer:
Task 1
1.0 Data on staff turnover and demographics
That includes the staffing information of JKL industries for the fiscal year of 2014-15, it can be said that the company is having problems related to employee turnover. For the role of Senior Manager in Sydney, the organization needs 4 managers; however, one manager is exiting. It will make one empty position which might hurt the decision making process. On the other hand, In Brisba…
Read
More
MKT2031 Issues In Small Business And Entrepreneurship
Download :
0 | Pages :
5
Course Code: MKT2031
University: University Of Northampton
MyAssignmentHelp.com is not sponsored or endorsed by this college or university
Country: United Kingdom
Answer:
Entrepreneurial ventures
Entrepreneurship is the capacity and willingness to develop, manage, and put in order operations of any business venture with an intention to make profits despite the risks that may be involved in such venture. Small and large businesses have a vital role to play in the overall performance of the economy. It is, therefore, necessary to consider the difference between entrepreneurial ventures, individual, and c…
Read
More
Tags:
Turkey Istanbul Management University of Employee Masters in Business Administration
MN506 System Management
Download :
0 | Pages :
7
Course Code: MN506
University: Melbourne Institute Of Technology
MyAssignmentHelp.com is not sponsored or endorsed by this college or university
Country: Australia
Answer:
Introduction
An operating system (OS) is defined as a system software that is installed in the systems for the management of the hardware along with the other software resources. Every computer system and mobile device requires an operating system for functioning and execution of operations. There is a great use of mobile devices such as tablets and Smartphones that has increased. One of the widely used and implemented operating syste…
Read
More
Tags:
Australia Cheltenham Computer Science Litigation and Dispute Management University of New South Wales Information Technology
Next