Background of Hrm Essay

Key Points to Sh are compassionate race resources manage manpowert is the process of controlling and managing citizenry to achieve an organizations objectives. For example, it specifies what time the employees sacrifice to arrive and determines what bod of task suits to the individual.1. The Evolution of Human imaginativeness Manage workforcet Function1.1 scientific AdministrationThe concept is to put the right man to the right commercial enterprise. When a person keeps working on repetitive jobs, tasks get done quicker. For recognise system, the much they work, the more they get paid. Employees are seen as machines (cost) and the pull up stakesnership tells them what to do. cosmos repetitive work routines, employees get bored and dissatisfied. Moreover, there is a lose of communication between employees.1.2 Personnel AdministrationThe concept is quite quasi(prenominal) to science administration because a accompany sees employees as machines (cost). It gives little an xiety in dealing with human. This concept is usually found in manufacturing jobs and factories. It concentrees on controlling, hiring, and firing populate. For example, a company makes accepted that employees come to work and precede on time by using clock-in and clock-out system.1.3 Human Relations front man at that place are more interactions between volume. Participation in give-and-take and knowledge sharing are allowed, resulting in a closer outmatch between boss and employees. It is the time that organization moves from controlling to sharing ideas. As a result, company can behave more options and be innovative. Also, employees would disembodied spirit more comfortable and have a sense of belonging to the company.1.4 Human Resource ManagementIt focuses on how a company manages people, understanding employees take and hopes, and making their employees as an asset. Employees are trained in order to recrudesce necessary skills for long-term advantages. This concept i s influenced finished practices, policies, and function of employees in the company. The line of business strategy links to HR strategy including job design and structure, recruitment, selection, train, recognise and promotion, career management, and performance management. In the case whereby employers consider employees well, it is beneficial in the long cash in ones chips in maintaining relationship with employees.5. Strategic Human Resource ManagementIt shows how a company link different HR practices together. Panyapiwat imbed of Management (PIM) is a commodity example of corporate institute run by CP. It offers courses that try to develop important skills in the way the company wants. In this strategy, the company links their educational courses to organizational strategy to entrap students to become well-trained employees.McKinsey 7S Model and Strategic HRMValue identifies what is good and what is right. Company tries to accentuate on the importance of keeping the co mpanys value. Also, company tries to poke out on companys value generation to generation.2. Current emulous Challenges in HRM2.1 Globalization has an impact to contendd HRM in terms of movement of people, war for talent, and regional integration. Nowadays, people can easily work anywhere because of get by policy and immigration policy. These policies allow more flows of goods and services, and also factors of production. It benefits companies which are pursuance for potential labors. Also, many multinational companies send expatriates to work in unknown countries. However, there is also a bigger gap between good brand image companies and companies that cares more somewhat reducing costs. In Asia, we have a potential to become an important source of labor since there is a trend of growth pool such as ASEAN, China, and India. above all, the labor cost is cheap.As a Thai citizen, we think that it is tone ending to be hard for Thailand to compete with another(prenominal) ASEAN countries for many reasons such as cultural factors and social factors. For cultural factors, Thais are lazy and they are not get outing to do dangerous, difficult, and dirty jobs. For social factors, Thais do not want to work outside of the country because they do not want to be apart from their families. In Thai society, grandparents serve up to look after their grandchildren trance parents can go to work and this shows strong family ties of Thai culture.2.2 Human crown is skills, knowledge, and competency of individuals that bring economic benefits to an organization. It can be developed through supportive national policy by government, corporate tailor-made strategies by companies, and continuous self-improvement by individuals. In Western countries, the company seeks for employees who have a good communication skill, leadership, capabilities and creativity. On the other hand, Thailand focuses more on being knowledgeable. The companies start to make their own strategy to att ract human capital. For example, CP creates its own university to train its potential employees. By doing so, CP can offer specialize training and also detect talented people that they are looking at for.3. Change ManagementThere are devil types of changes which are labile change and proactive change. Reactive change is a change when slightlything has already happened while proactive change is doing something before it happens. A company needs to have change management programs to prepare employees for uncertainty and make sure that they can adapt to various situations.However, the effort to change can crack for many reasons. If the companies do not wish to encounter failure, they should maintain proactive change. For example, the price of company As stock may decline from time to time. Thereby, company can give incentives to stockholders to encourage them to buy its shares.4. monetary value ContainmentThere are five cost containments including downsizing, outsourcing, offsh oring, onshoring, and crowdsourcing.1. Downsizing happens when most companies layoffs their employees during the fiscal crisis.2. Outsourcing is using the third party to work in the organization. It saves costs of hiring and training employees. Also, it helps companies to be more flexible.3. Offshoring (Global Sourcing) is a business practice of sending jobs to other countries. For instance, many Western countries move their production part to other countries in Asia to cut costs.4. Onshoring is a business practice of sending jobs to other locations deep down the country. For instance, the minimum wage in Thailand is 300 Baht. If employees rifle in capital of Thailand or Phuket, they would have to spend more on expensive necessities. However, if they live in other parts of the country, they would find it cheaper.5. Crowdsourcing is the process whereby a company amateurs to design or create their products instead of full-time employees. It can help in terms of reducing cost.2.5 Tec hnologyThere are two types of technology which have impact on HRM which are Human Resources reading System (HRIS) and Electronic Human Resource Management (E-HRM). HRIS is the technology that introduces and provides data to the company. Examples would be MUIC OASIS and Googledoc. E-HRM is a process of transferring the information that is used for HRM. In other words, it is a tool that uses to access the system such as iPhone and iPad. These two types of technology are helpful for HR functions such as learning, recruiting and training.However, technology has many drawbacks such as privacy issues, uncontrollable banquet of data, and the overuse of technology causing lower productivity of employees.3. Employee concerns in the workplace3.1 Background diversityThere should be no discrimination in terms of national origin, race, religion, marital status and personal appearance in the organization. In U.S., there is an EEO Law (Equal Employment Opportunity Law) which makes sure that co mpanies treat the employees equally.3.2 Age diversityIn some companies, they prefer elderly because these people are more knowledgeable. They are better at giving advices to customers. times Typology1. Veterans (1920-1946)2. Baby boomers (1947-1964)3. Generation X (1965-1980)4. Generation Y (1981-2000)5. Generation Z (1995-2010)6. Generation I (2001 onwards)3.3 Gender issues in workplace3.3.1 Sexual preferences masculinity vs. femininityFor example, there is a certain perception of women as housewives and men as income earners. As a result, men are preferred at the workplace as they are seen to be more productive at work. However, this issue does not only apply to male and female preference, further also third genders.3.3.2 Sexual harassment can be in both verbal and physical ways such as familiar jokes, language usage, and physical touching.3.3.3 Office romance is prohibited in some companies to avoid issue of being biased on performance and evaluation.3.3.4 rotter ceiling mean s there are some unseen barriers which pin female from promoting to upper job positions such as CEO, COO, CFO, etc. There are three reasons that obstruct women to be on a flush position. Stereotype Company directors and executives would consider women as less talented than men to reach higher position. They believe that women are too sympathetic and therefore, cannot be a leader. Old boys network male would analogous to create their own league, which causes tougher obstacle for women. Cultural influence Japan, Korea, and Taiwan focus more on masculinity while Scandinavian countries focus more on femininity.3.3.5 Marital Status Being single or hook up with can have am impact on being selected. For example, if you are married, you will be seen as a responsible person and concerned more about job protective covering because they have a family to support.3.4 ponder securityUnlike past decades, the current tendency of job security is expressed as instability because of world econo mic crisis, excessive wellbeing in Northern and Western Europe, and characteristic of new generation. More people would prefer to be a freelance (do not get mending and secure jobs but irregular and insecure jobs such as part time jobs in 7-11 or fast food store).4. ConclusionWith backdrop of human resource management, a company could understand more about the evolution of this science, learn from the history, and choose a method that suits to its style. To success in managing people, we have to concern about both competitive challenges and employee concerns. These two things will be used to consider and applied to HR functions which are planning, recruitment, staffing, job design, training, appraisal, communications, compensation, benefits, and labor relations. If a company can adapt and adjust its HR processes properly, it will be surely successful. There is no business, if there is no people to work for it.