Answer:
1. HR department is playing a more
significant role in the organization because that the Human resource will play
a substantial role in the business. In order to perform this rote HR
professionals should have: Thorough Knowledge of business as well as of Human
resource functions, the ability to lead any change process, innovation, problem
solving , the leadership ability to influence the organization, etc. HR
department with the right skills can contribute to a Six Sigma initiative at
both strategic and tactical levels.
(http://www.scribd.com/doc/13653138/Importance-Of-HRM)
2 2. HRM activities play a major role in
ensuring that an organization will survive and prosper. Organizational
effectiveness or ineffectiveness is described in this book in terms of such
criteria and components as performance, legal compliance, employee
satisfaction, absenteeism, turnover, training effectiveness and return on
investment, grievance rates, and accident rates. In order for a firm to survive
and prosper and earn a profit, reasonable goals in each of these components
must be achieved. In most organizations, effectiveness is measured by the
balance of such complementary characteristics as reaching goals, employing the
skills and abilities of employees efficiently, and ensuring the influx and
retention of well-trained and motivated employees. Around the world, managers
are beginning to recognize that human resources deserve attention because they
are a significant factor in top-management strategic decisions that guide the
organization’s future operations. Three crucial elements are needed for firms
to be effective: (1) mission and strategy, (2) organizational structure, and
(3) HRM. However, it is important to remember that people do the work and
create the ideas that allow the organization to survive. Even the most
capital-intensive, best-structured organizations need people to run them.
People limit or enhance the strengths and weaknesses of an organization.
Current changes in the environment are often related to changes in human
resources, such as shifts in the composition, education, and attitudes of
employees. The HRM function should provide for or respond to these changes.
The
changes experienced by organizations around the world include growing global
competition; rapidly expanding technologies; increased demand for individual,
team, and organizational competencies; faster cycle times; increasing legal and
compliance scrutiny; and higher customer expectations. These changes combined
with the realization that the performance of a firm’s human assets must be
managed, led, and coached have resulted in the need for more strategic planning
and modern leadership practices. The mechanized or routine-oriented workforce
is giving way to a more knowledge-based, information-rich workforce.
source:
highered.mcgraw-hill.com/sites/dl/free/Sample_Chapter.pdf
3 3. The globalization influence the HR.
It's caused by :
Recruitment :
Globalization
makes for a larger labor pool from which to choose, but it also increases the
possibility of language and cultural barriers in the recruitment process. If
the company does not address such barriers, it can make the recruitment process
increasingly time-consuming and difficult.
Labor Laws
Labor
laws can differ greatly from one country to the next. With increasing
globalization, human resources managers must stay abreast of the labor laws of
the countries in which they operate to ensure that the company is not
inadvertently breaking these laws.
Labor Force Implications
Globalization
has a significant effect on the labor force of a company. It allows for more
diversity within the corporation as well as economic growth for the countries
in which the company is hiring. However, unless the corporation is creating new
jobs in different countries and not simply moving existing jobs from one
country to another, job growth for one country equals job losses for another.
(Source
: wikihow / Effects of Globalization on Human Resource Management)
4 4. Organization is a social entity that
has a collective goal and is linked to an external environment. The word is
derived from the Greek word organon, itself derived from the better-known word
ergon which means "organ" – a compartment for a particular task. The
purpose of an organization is to accomplish the goals and objectives as
indicated within the organization's vision statement. The mission statement
will indicate how they plan on reaching those goals and objectives.
Human
resource management is devoted to providing effective policies, procedures, and
people-friendly guidelines and support within companies. Additionally, the
human resource function serves to make sure that the company mission, vision,
values or guiding principles, the company metrics, and the factors that keep
the company guided toward success are optimized. So that, HRM function
increased in stature and influence in many organizations.
(sources: http://en.wikipedia.org/wiki/Organization,
and http://wiki.answers.com/Q/What_is_the_purpose_of_an_organization)
5 5. Accreditation procedures ensures a
specific level of quality according to the institution’s mission, the
objectives of the programme(s) and the expectations of different stake-holders,
including students and employers. The process usually results in the award of a
recognition status (yes/no, a score on a multipoint scale, a combination of
letter grade and score, an operating licence, or conditional deferred
recognition) for a limited period.
Accreditation
is commissioned by a suitable and recognized agency and encouraged by
stakeholders to ensure ‘value for the money’, that is, accountability through
evidence of results. The accreditation process provides transparency in the
functioning of the higher education system. The identification of weaknesses
through the accreditation process allows the system to adopt corrective
measures and improve quality. The competitive spirit resulting from
accreditation also helps enhance quality.
Finally,
in the globalized economy, accreditation is important for the mutual
recognition of credentials, which allows institutional, regional, national and
international mobility among students, depending upon the scope of the
accreditation. That’s why for those who already join the accreditation, they
will become professional.
Source
: upcommons.upc.edu/revistes/bitstream/2099/8095/1/bikas.pdf
6 6. HR executives face should realize
that they become valuable members of the executive committee and have earned a
seat at the table not just by recruiting and retaining talent HR has to play a
more proactive role and not a reactive role. The difficulty of assessing and
communicating for HR executives face is to integrate assessing HR into the
various business units within the company and communicating between all. So HR executives face need to have be
brilliant in the management of human capital and be very savvy in the ways of
business. (http://www.russellreynolds.com/content/long-view)
7 7. His statement is false, HRM have
significant role in company. More then that, the HRM function today is
concerned with much more than simple filing, housekeeping, and record-keeping.
When HRM strategies are integrated within the organization, HRM plays a major
role in clarifying the firm’s human resource problems and develops solutions to
them. It is oriented toward action, the individual, worldwide interdependence,
and the future. Today it would be difficult to imagine any organization
achieving and sustaining effectiveness without efficient HRM programs and
activities. The strategic and competitive advantage importance of HRM to the
survival of an organization will become clearer as we move into the book.
Strategic HRM differs significantly from traditional HRM. The main responsibility
for managing human resources in a traditional arrangement rests with HR
specialists in a division (large companies) or team. In a strategic approach
the main responsibility for people management rests with any individual that is
in direct contact with them, such as line managers. Thus, any individual in an
organization who has responsibility for people manages human resources in
addition to his or her regular position. For years the HRM function had not
been linked to the corporate profit margin or what is referred to as the bottom
line. The role of HRM in the firm’s overall strategy was usually couched in
fuzzy terms and abstractions. HRM was merely a tagalong unit with
peopleoriented plans, not a major part of planning or strategic thinking.
(source
: Human Resource Management Mc Graw Hill page 7)
8 8. Because policies free managers from
having to make decisions in areas in which they have less competence or on
matters with which they do not wish to become involved. Policies ensure some consistency in behavior
and allow managers to concentrate on decisions in which they have the most
experince and knowledge. (http://www.scribd.com/doc/13653138/Importance-Of-HRM)
9 9. Because
small firms, with limited opportunities, limited markets and limited resources,
must use every means available for improving performance and insuring survival.
Although many human resource management(HRM) practices are advocated as leading
to firm improvement and/or survival, little research in this area pertains to
small businesses. Small firm owners have been poked and prodded and studied,
but we still know very little about their management capabilities. (http://www.scribd.com/doc/13653138/Importance-Of-HRM)
1 10. Don Brokop’s decision is very good, cause he jump from
production to top management. Don see very much elements in the company that
struck him such as problems, issues, and challenges. In production filed Don
very expert proven by winning the outstanding plant manager award, this means
that he already get his comfortable zone and needs something new to explore his
skill. From Human Resources Management viwe Don needs to move from his current
position in order to improve, explore and prove to himself and other that he
capable to manage the company with top management position (source: HRM book)
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