Human Resource Management - Essay Example

Human Resource Management Part One: Personal Reflection The on Human Resources Management (HRM) is one of the most dynamic and multidimensional modules in organizational management as it encompassed various functions deemed crucial for the organization’s day-to-day operations. I have learned to recognize and appreciate the value of human resources in each and every organization. The course activities that created an indelible mark in one’s faculties are those that are applied in contemporary global setting, to wit: the role of human resources have drastically evolved and adapted to the changing demands of the external environment (particularly technological advancement and globalization); the development of a staffing plan, my personal career development plan, and incentive plans of organizations as they influence organizational goals, among others. The theoretical inputs and applications of these activities have enlightened and heightened one’s awareness on the influence of HRM in an individual’s personal and professional goals. The various functions of HRM: job organization and information, acquisition, development, maintenance, and research and development, are acknowledged to have profound effects on the person’s career path. I realized that HRM is an interesting field of endeavor as it involves a dynamic force in the resources it focuses on. The topics on leadership and motivation are HRM issues that are continually developing given the changes in technology, focus on corporate social responsibility, ethics, environmental protection, and diversity in culture, among others. In HRM, people are considered investments, assets and a real resource. Likewise, I recognized that as increasing numbers of organizations have joined the globalization bandwagon, more theories and practices in HRM need to be reappraised to incorporate global issues such as culture, virtual teams, telecommunications applications, performance appraisals and leadership (DeCenzo & Robbins, 2006). More importantly and parallel with my field of endeavor, as averred by DeCenzo & Robbins, “knowing the effect of technology helps individuals better facilitate human resource plans, make decisions faster, more clearly define jobs, and strengthen communications with both the external community and employees” (7). HRM applications manifest adapting to the changing environment to survive in the global arena. The concepts and theories learned from the modules need to be constantly updated to enable practitioners to appreciate the benefits that HRM accords to the organization. The course has given me the opportunity to learn new insights on the critical functions of staffing and motivational schemes (incentives), as well as, career planning and development. I have learned that the goals of the organization need to be explicitly and clearly stated to enable human resources to exert the appropriate efforts to achieve them. The collaborative strategies designed by leaders and managers of the organizations would only succeed if people are duly motivated to work towards the attainment of these goals. Further, if there are consistency in the goals of the personnel to that of the organization and society’s interests at hand, the strategies that were effectively designed would assist in ensuring that success is ultimately sustained and achieved. These theories and concepts would help me apply what I have learned in future endeavors through identification, first and foremost, of my personal and professional goals. I need to be accurate as to the objectives that I would like to attain, both in the short term and in the long run. In doing so, I will be able to create and design strategies that would assist towards the achievement of these goals. Just like what have been proffered in the activity on designing a staffing plan for an organization, the goals would direct the path and define the strategies needed for staffing, or for any pursuit, for that matter. Planning would entail defining alternative courses of action and stipulating details or strategies to organize, direct and control the scheduled activities, as required. Finally, as learned from the modules, there is always a need to evaluate, appraise and monitor one’s action plan to determine if there are weaknesses that need to be addressed and require corrections given developments or changes that influence one’s plans. The most relevant discourse that I can use is the five-year career development plan that clearly outlined my course of action. As I have indicated in my career development plan, I want to first complete my Masters, and then go for a job in the field of information systems. Further, I plan to pursue higher education through a PhD in information systems to specialize in my area and then work on a position demanding specialized knowledge and application in that specific field. The knowledge of HRM accorded by this module assisted in providing lessons on the role and value of HRM that would equip me with skills, knowledge and abilities of a future leader in the organization I would be a proactive part of. As a leader, the points of view and perspectives on motivation, team work, and interpersonal relationship would be taken into context as I make recommendations that would influence people in the organization. Part Two: HR Manager’s Career Path Overview Considering the gamut of functions of the HR department, its manager should possess the necessary managerial skills with a very broad knowledge and know-how of the functions of HRD. These qualifications focus on personal qualities, professional training and education, as well as work experience. The HR manager’s career path normally takes the following levels: “(1) Trainee HR (Fresher); (2) Executive HR (1 Yr. Exp.); (3) Sr. Executive HR (2 Yr. Exp.); (4) Asst manager HR; (5) Deputy Manager HR; and (6) Manager HR” (Seth, 1). After these levels, HR managers could be chosen as part of senior management in the role of Vice President for Human Resources, as applicable. Aside from having a health attitude towards people in general, the HR manager should possess a pleasant personality. He is one who enjoys working with both management and workers; the middle man who tries to know and understand their needs so that he can represent both groups effectively. Further, HR managers are educationally qualified having finished college education and followed with Masters degrees. Finally, all things being equal, HR managers who has worked in any section or unit of the HR department or who has related work experience is armed with better insights into the nature, scope and functions of HRM than one who either comes straight from the accounting department or may not have had any work experience at all. The HR managers should possess the necessary personal and professional qualifications to function adequately as staff and line officers. The role that HR managers would play in the organization, in whatever level and perspective is crucial as they actively influence and assist people towards the achievement of organizational goals. Work Cited DeCenzo, David A. and Robbins, Stephen P. Fundamentals of Human Resource Management. 9th edition, Wiley. 2006. Print. Seth, A. HR Career Path. N.d. Web. 08 March 2011. Read More