Human Resource Perspectives

Question: Formulate the differing perspectives of Human Resource Management. Facilitate ways of developing flexibility within the workplace. Review the need for equal opportunities in the workplace. Answer: Introduction Human resource department is considered to be very important for any organization as it manages all the functions related to the employee management. The professionals of the Human Resource department plays the vital role in achieving the desired objectives related to the corporate social responsibility within the concerned organization. It is very important to understand the desired role of the Human Resource Department for the professionals of the concerned organization as it helps in managing all the activities related to the employee management within the organization (Abraham and Hassanien, 2012). The role of the HR is to ensure equality and diversity between the employees and all the members associated with the organization. This discussion paper will help in identifying the reasons for the recruitment process for the labor force across different types of the organization (Armstrong, 2014). One the other hand this paper will highlight the similarities and the differences betwee n the current Human Resource perspectives. Different perspectives of Human Resource Management There are the certain set of the rules and the desired skills, which are required for the Human Resource Professionals. The professionals of the human resource should have technical skills, human relation skills, conceptual and designing skills and the business skills. The reaction against the desired normative perception is the critical perspective for the Human Resource Department for any organization concerned. The human resource department supplies the skilled workforce via the scientific selection process to the concerned organization (Culver and Seguin, 2014). This particular perspective highlights the desired gap between the rhetoric, as the concerned organization claims in following the vital HRM policies when enforcing the respective hard HRM policies. As per the [past researchers, the past literature on the HRM policies critically states that most of the firm claims the employees to be their vital asset and the organizations also makes different types of the commitments for the welfare of the workforce. But in reality, the employees faces the hard strategic HRM control, the interest of the organization focuses on the priority for their respective employees. The selection process helps in recruiting the skilled and the professional candidates and the department ensures maximum benefits for the organization (Disselkamp, 2009). The Human resource department helps in preparing the employees of the organization according to the demands and the requirements of the organization. It provides the motivation and arranges defined set of training for the employees to enhance e the overall efficiency of the entire organization. The behavioral perspective of the Human Resource Department considers the behavior of the employee as to be the mediator among the organizational performances and the strategy. The theory particularly states that the primary purpose of the Human Resource Department is to control the attitudes and the behavior of the employees to enhance the overall performance of the organization (Editorial Board, 2005). The human resource department also plays the major role in managing the system perspective and the cost perspective to improve the efficiency of the concerned organization. It is the key responsibility of the Human Resource Department to manage the diversity within the workforce. The professionals of the Human Resource department help in conveying the message that the diversity helps in bringing the creativity and finally enhances the profitability of the entire organization. Standardization the management system creates a positive response for the organization. The building of the successive management system builds the concept of the Total quality management and achieves the goals and the targets for the company. Facilitating ways of developing flexibility within the Workplace Workplace management is one of the core responsibilities for the Human Resource Department. The collaboration between the employees helps in enhancing the effectiveness of the workplace of the organization. It becomes very important for the human resource department to manage the diversity within the workforce as this will help in maintaining the effectiveness of the entire organization. The senior management within the organization continues to review their respective people and improves the development practices for the optimization of the organization's ability and for attracting the highly developed skilled workforce to enhance the profitability o f the entire organization (Editorial Board, 2013). The role of the Human Resource department is to meet all the obligations for the work processes of the organization. It has been seen that when the management system of a concerned organization plans to manage and improve its people management methods and practices, then the HR staff dr afts a policy for the desired practices. There are certain barriers for the employees within the workplace which should be overcome with the help of the Human Resource department. This will help in improving the overall performances of the entire organization (Gubler and Mayrhofer, 2013). There are certain reasons for the recruiting of the skilled workforce or the labor as this leads to achieve the desired goals and the objectives of the entire organization. The human resource department is engaged in recruiting the flexible workforce for the concerned organization as it increases the productivity as well as the profitability of the entire organization. The flexibility of the workforce helps the workers to continue as the productive participants. Training is considered to be very important for enhancing the skills of the employees and this increases the overall performances of the individuals associated with the organization (Heery and Noon, 2008). There are part time and the tempor ary staff who get the insufficient training from the organizations as they have the short term contracts. The less skilled workers remain under skilled because of the lack of the perfect means of the training and they do not gain the job stability. The flexible markets and the flexible workplace make the firm more competitive and more efficient as compared with the other organizations within the market segments. The employment pattern of the flexible workplace suits the lifestyle of the many employees, therefore, better positive output can be received. Review the need for equal opportunities in the Workplace The human resource department introduces different types of the strategies for encouraging the diversity practices across various organizations. Equal opportunities should be provided to each of the employees as this will help in maintaining the perfect working conditions within the organization. The aim to provide equal opportunity reflects the idea that there should not be discrimination or bias decision between the opportunities provided to the employees of the firm (Jacobs, 2009). Therefore, it signifies that the person or the candidate that is selected for a particular post should have the desired qualifications, relevant skills and the desired experience as compared with the other employees. These requirements help for the promotion of the respective employees. The next is the workplace diversity, which values everyone associated with the organization irrespective of the caste, sex, religion and other differences. The practicing of the workplace diversity helps in formulating n ew as well as innovative ideas for the growth and the development of the entire organization. The equal opportunity andt6he desired employment practices within the workplace involve the state, the local laws which prohibit discrimination as well as harassment within the workplace. The training and the development process helps the different types of the employees within the organization to find out the best possible measure to improve the overall performance of the organization. The knowledge of the individuals associated with the organization presents different types of the innovative ideas for the development and the growth of that particular organization (Kelemen, 2012). Therefore, it becomes very important for the Human Resource Department to understand the need for the recruitment of the different types of the employees. The diverse workforce aims in delivering the wide variety of ideas, skills, energies and the resources and provides the competitive edge to the business proces ses of the entire organization. The equal opportunities to the individuals within the workplace help in attaining the better understanding of the market segments as well as the consumer behavior towards the organization. The diversity management practices from the human resource department bring out the benefits for the organization as well as for the employees of the organization (Li et al., 2015). On the other hand, it helps in improving the strengths of the employees related to the execution of the different types of the work processes and maintains the effectiveness of the workplace for the concerned organization. There are different types of the workplace policies that are adopted by various organizations in order to increase the effectiveness of the organization. The recruitment of the employees needs to execute perfectly as this helps in recruiting the skilled employees for the organization. Identification of the similarities and differences between current HRM Perspectives Earlier the Human resource department was not successfully established, and then the payroll and the staffing of the employees were managed by the personnel management system within the organization. The human resource department is the new version of the traditional personnel management system of the earlier days. It is the matter of fact that that the present day practices have significantly replaced the personnel management system of the early days. The basic difference between the two is that the personnel management relates to the workforce and the desired relationship, whereas the human resource management system focuses on the efficient and the effective use of the workforce to achieve the desired goals of the organization. There are a lot of the differences between the current and the previous HRM perspectives (Patti, 2009). The key difference between the two is that personnel management treats the employees or the workforce as the machines or the desired tools for the concer ned organization, whereas the Human Resource Department treats the employees or the workforce to be the vital asset of the organization (Shimomura and Kimita, 2013). The Human Resource Department is the advanced and the current version of the personnel management system which considers the employees to be very important for the success of the organization (Truss, Mankin, and Kelliher, 2012). As the perspective of the personnel management system, the pay in the PM system is based on the evaluation of the job whereas in the HRM, the pay is considered to be the performance evaluation. There are several functions of the personnel management system such as the conducting of the job analysis, recruiting, handling promotion and the selecting of the employees internally. On the other hand, it offers health and safety assessment procedures for the employees concerned. The similarities between the two i.e. the personnel management system and the Human Resource system is that both focuses on t he desired importance of the integration (Truss, Mankin, and Kelliher, 2012). The Human Resource department considers the organizational culture, leadership and the strategies to improve the efficiency of the organization. Both perspectives are linked with the development of the employees in different ways and with the achievement of the organizational goals (Wood and Demirbag, 2012). Both of them ensure right selection of the candidates for the benefit of the organization and they provide the responsibility to the managers for looking after the employees as to enhance the efficiency of the organization. Conclusion Human Resource Department plays the most significant and the important role in evaluating the entire growth of the organization on a large scale. It is very important for any of the organization to understand the different perspective of the Human Resource department as it will help to bring out the desired positive results for the organization. The Human Resource Department should facilitate different ways for developing the flexibility within the workforce. The behavioral perspectives of the Human Resource Department regard as the behavior of the employee and to be the moderator among the organizational presentation and the strategy. The human resource department also plays the major role in managing the system perspective and the cost perspective to improve the efficiency of the concerned organization. The fundamental difference among the two is that the personnel management relates to the labor force and the desired connection, whereas the human resource management system focuses on the efficient and the effective use of the workforce. References Abraham, A. and Hassanien, A. (2012). Computational Social Networks. London: Springer London. Armstrong, M. (2014). Armstrong's Handbook of Human Resource Management Practice. London: Kogan Page. Culver, S., and Seguin, J. (2014). Media career guide. Boston: Bedford/St Martins. Disselkamp, L. (2009). No boundaries. Hoboken, N.J.: Wiley. Editorial Board. (2005). Human Resource Management Review, 15(2), p.ii. Editorial Board. (2013). Human Resource Management Review, 23(4), p.IFC. Gubler, M., and Mayrhofer, W. (2013). "Applying Sequence Analysis in Career HRM Research: Opportunities, Challenges and New Perspectives". Academy of Management Proceedings, 2013(1), pp.12165-12165. Heery, E., and Noon, M. (2008). A dictionary of human resource management. Oxford: Oxford University Press. Jacobs, C. (2009). Management rewired. New York, N.Y.: Portfolio. Kelemen, A. (2012). Trends Challenges in Employee Retention - a Comparative Analysis of European Job Preferences. Antwerpen. Li, J., Samolejov, A., ÄŒech, M. and Lampa, M. (2015). Comparison of HRM practices between Chinese and Czech companies. Perspectives in Science. Patti, R. (2009). The handbook of human services management. Los Angeles: SAGE. Shimomura, Y. and Kimita, K. (2013). The philosopher's stone for sustainability. Berlin: Springer. Truss, C., Mankin, D. and Kelliher, C. (2012). Strategic human resource management. Oxford: Oxford University Press. Truss, C., Mankin, D. and Kelliher, C. (2012). Strategic human resource management. Oxford: Oxford University Press. Truss, C., Mankin, D. and Kelliher, C. (2012). Strategic human resource management. Oxford: Oxford University Press. Wood, G., and Demirbag, M. (2012). Handbook of institutional approaches to international business. Cheltenham: Edward Elgar.