BUS 303 Organization and Structure

BUS 303 Organization and Structure - HRM Organization and...

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HRM Organization and Structure 1 Running head: HRM Human Resource Management Luke Boyd Human Resource Management Instructor: Nazaire BUS 303
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HRM Organization and Structure 2 Human Resource Management Every contact between employee and management has the power to motivate or de-motivate. As such, vital to the success of any firm is the implementation of effective human resource management (HRM). The primary objective of HRM is to harmoniously address the needs of its employees and the collective contribution for achieving company goals. With effective implementation, HRM can be perceived as a vital function for a firm because it assists the organization to create loyal employees who are ready to offer their best; as opposed to routine obligation. To manage human resources is to address the permanent domains of human concern for business such as acquiring, rewarding, developing, maintaining and protecting (Ivancevich, 2010). Moreover, HRM is the strategic and tactical manipulation of employees, financials and technology in such a way that the function creates and sustains a high performance business culture. The bedrock of HRM effectiveness is the departments’ ability to function in such a way that it can speculate about inventing actions that will take care of firms concerns and anticipate recurrent and avoidable breakdowns. Since external influences can influence internal organization, HRM must be capable of inventing new and more effective practices for taking
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HRM Organization and Structure 3 care of fundamental concerns; no matter the market segment they compete in. By example, the ongoing development of new legislation and regulation of the Real Estate sector of business imposes a direct influence on HR activities. Since a firm within the market segment in mention cannot hire personnel without candidates having proper licensure and citizenship there is a direct influence on the organizations recruitment and maintenance of their employees. Other regulations specify direct laws with equal opportunity, action, sexual harassment, and termination; which expand the possibilities for job creation for experts and officers in the domain of recruitment, harassment, and equal opportunity. Indirect influences on HRM activities could be a decision to relocate or downsize due to economic
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This note was uploaded on 11/21/2011 for the course ORGANIZATI 201 taught by Professor Pope during the Spring '11 term at Ashford University.

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BUS 303 Organization and Structure - HRM Organization and...

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