The Major Aspects of Organizations Resourcing Strategies

Selection Employee selection process constitutes a major aspect of organization’s resourcing strategies because it defines and protects people being crucial for the organization. Due to the fact that the selection process consists in soliciting all possible information about the candidates to assess their suitability for a particular organization, it is very sophisticated, creating a solid platform for matching the recruits with the organizational staff.Advertising We will write a custom assessment sample on The Major Aspects of Organization’s Resourcing Strategies specifically for you for only $16.05 $11/page Learn More Therefore, the strictness of approaches to selecting people is vital because negligence of specific criteria can lead to negative consequences. In addition, managers should be aware of the fact that selection process should effectively supported by the technological innovation because inaccuracy of the information delivered can lead to failure of choosing the appropriate candidate, as it happened to Liverpool Direct, a leading service company located in London (Bocij, Greasely and Hickie, p. 128). The chief executive David McElinney realized the major problem and managed to eliminate the problem, but the losses were still inevitable. Managing Diversity Cultural diversity is identified a concept demanding serious change to all spheres of organizational activities in order to ensure that various strategies and characteristics of human resources are highly appreciated. The effectiveness of successful diversity management is evident, specifically when it comes to enhanced creativity and innovation, better comprehension of customers’ needs, and improved recruitment opportunities. More positive moral and greater employee retention are also the outcomes of fruitful introduction of consistent diversity management. One of brightest examples of appropriate diversity management is Pacific Dunlop, a large Australian company that acknowledges the explicit connection between poor moral and negligence of social and cultural backgrounds (Steger and Erwee, n. d., p. 78). The company strictly embraces diversity management strategies and successfully contributes to employee retention. In addition, the company’s person-oriented strategy positively influences the organizational performance as well because workers are more likely to favor the business activities in healthier environments. Human Resource Development On the one hand, straight course on identifying the goals and achieving the results is one of the conditions for successful business management. On the other hand, excessive focus on achievements can lead to a stressful and unhealthy situation within an employed environment.Advertising Looking for assessment on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More Consequently, a good manager should be able to strike the balance between those orientations and create a harmonious, two-polar approach in the sphere of human resource management and development. Case study of Wall-Mart proves that inappropriate human resource management can lead to serious consequences for organizational productivity and performance. Specifically, labor right violations and reluctance of managerial staff to introduce changes to treating their personnel negatively affected the company’s image and performance. Assessing HRM Effectiveness Inability to treat the employees effectively can put the effectiveness of human resource management in question. Failure to introduce trustful and reliable relationships between the members of an organization can have a negative impact on the organizational performance. Traditionally, HR professionals perceive employee morale and commitment from conceptual viewpoint. However, in order to fulfill the role of HR agent effectively, concepts and theories should be substituted with evid ence and practice. Inability to introduce effective human resource strategies were also observed in a leading document management company Xerox. The problem is that the company had significant problems in terms of work culture and leadership that occurred during the tenure of Rick Thoman and Paul Allaire. People problems were specifically connected with wrong decision made by the managers in terms of sales force reorganization that was less prioritized. Therefore, the industry personal should have been more concentrated on the organizational goals rather than on the needs of individual customers, which resulted in the company’s decline. Regarding the discussions presented above, it should be stressed that the HR practitioners presented in the case were part of the problems related to the job analysis, recruitment, and human resource management assessment and development.Advertising We will write a custom assessment sample on The Major Aspects of Organization’s Res ourcing Strategies specifically for you for only $16.05 $11/page Learn More In particular, a monopolistic view on the business strategy did not provide results for the investment house Foy and Pirelli because the company did not succeed in meeting the employees’ needs. Managers strongly ignored their initiative; instead, they were more focused on their goals. In addition, the case with MoneyPenny proves that considering cultural and social background is crucial for the success of business operations. Therefore, before initiating the project in Bangkok, the manager should think more carefully over the appropriate candidature for the business journey. The next issue related to human resource management is the development and advancement of techniques aimed at improving working conditions and settling a more favorable emotional climate within an organization. In other words, managers should strike the balance between person-oriented and goal-oriented pol icies being the major conditions for reaching high management performance. In this respect, the case with Steve Lambert proves that aggressive polices deprived of organizational moral will not contribute to positive results and achievement on the part of the employees. Similar to this case, the managers from the investment house Foy and Pirelli also failed to follow the above recommendations and did take into account individual needs as the leading in reaching high level of organizational performance. They were, therefore, part of the problem in this situation. There were also the parties that positively contributed to the management performance, like Mike Burnett, a new manager of Foy and Pirelli who managed to solve the problem with low management performance through cultural revolution. In whole, most of the cases prove incompetence of managers in dealing with human resource management. References Bocij, P., Greaseley, A., and Hickie, S. (2009). Business Information Systems: Tech nology, Development and Management. NY: Pearson Education. Steger M., and Erwee, R. (n. d.). Managing Diversity in the Public Sector: A Case Study of a Small City Council.  International Journal of Organizational Behavior. 4(1), 77-95.Advertising Looking for assessment on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More This assessment on The Major Aspects of Organization’s Resourcing Strategies was written and submitted by user Rylie Burgess to help you with your own studies. You are free to use it for research and reference purposes in order to write your own paper; however, you must cite it accordingly. You can donate your paper here.

analysis essays

analysis essays We the people - How far should we take it. It is our government, our state, what the people say should be law, as long as certain inalienable rights are observed. In 2002, a referendum was placed on the Florida ballot stating the State would build a mass transit sytem "Bullet Train"..The destination would be from Tampa to Orlando. The next "leg" would be to Miami. Florida voters overwhelmingly passed the bullet train referendum two years ago. Now the legislators are trying to take it away. Are they not our elected representatives? Should they not heed the wishes of the people? Unfortunately, the Florida Legislature has not appropriated any money for this project. They have stated there is not enough money in the budget. They are trying to get it back on the ballot in hopes it will be defeated. Many mistakes were made in 2002 when the initiative was placed on the ballot. No funds were provided and those voting for it had no idea what it would cost the taxpayers. Now as the cartoon shows, the legislature is attempting to crush the "sand train." Both the legislators and the voters should learn a lesson - know what you are voting for and who you are voting for. The wave will crush the bullet train, but the concept could still be kept alive if the Florida voters are given enough information to vote intelligently. The young child in the picture illustrates the future that belongs to our youth. Should progress prevail or should we stagnate our human resources? Florida has a very complex governmental system. We must look at the responsibilities of the people and of our legislature. ...

Determine whether ethnocentrism or ethical relativism apply for Essay

Determine whether ethnocentrism or ethical relativism apply for specific cross-cultural business circumstances - Essay Example Therefore, business leaders and executives should critically evaluate their business circumstances, especially for those involving specific cross-cultural situations, in order to avoid applying ethnocentrism, which may jeopardize the business transactions. For instance, one of the parties to the business contract may pull away if he or she feels considered as a junior partner to the contract due to his or her culture or religion (Egger, 2008). Ethical relativism is a similar practice to ethnocentrism whereby an individual tends to make ethical choices basing on what he or she feels is reasonable or right in accordance with an individual’s own value system or belief. Globalization intensified the interaction of different cultures across the world. This demands that business leaders as well as executives apply considerable accommodation to new cultures and beliefs whenever dealing with cross-cultural business transactions to avoid offending the other party to the contract or bus iness deal. In most circumstances, business leaders use language barriers as a basis to judge other cultures, e.g. the fact that English is the international language in the world does not mean that those who do not know the language do not have anything valuable to offer. Therefore, it is necessary to apply considerable accommodation to such cultural differences in order to foster understanding, e.g. hiring an interpreter to mediate between them during a business transaction (Guffey, Rhodes & Rogin, 2008). International business ethics refers to the standardized cord of ethics or norms that guides the conduct of transacting businesses in an international field. Due to the conflicting provisions of cultures as well as religions across the world, business have to adhere to the set cord of ethics while doing international business in order to facilitate smooth transaction across various cultures. Furthermore, international business ethics enables the companies as well as their represe ntatives and agents to stay above ethnocentrism or ethical relativism. However, global leaders as well as guardians of international trade such as the United Nations have a stipulated set of recognized norms that businesses have to abide to, such as the UN Global Impact. This provision enables businesses to engage professionally when confronted with cross cultural business circumstances as well as maintain cordial business relations with their partners (Jhingran, 2001). Some of the common aspects of international business ethics include: Environment friendly technologies Eradicating corruption, extortion, and bribery Promote environmental responsibility. Eliminate employment discrimination. Eliminate forced and compulsory labor. Eradicate child labor and slavery. Foster international cooperation. Despite the need to conform to international business ethics, there are situations that require business executives as well as marketing professionals to apply local culture when determinin g their ethical practices. This is especially in cases where the business transaction has a lot more sentimental value as compared to its commercial value. Take for instance in a business transaction that involves dealing with antiques and traditional artifacts such as monuments, curving, drawings and idols. These artifacts have a certain protocol of handling them, failure to which it may cast an evil