Key Issues Hr Managers Face in Developing High Performance Working and How They Can Address These Issues

In: Business and Management

Submitted By kayani1989
Words 2519
Pages 11
KEY ISSUES HR MANAGERS FACE IN DEVELOPING HIGH PERFORMANCE WORKING AND HOW THEY CAN ADDRESS THESE ISSUES

Module: People Management (Challenges and Choices)

Lecturer: Myrtle Emmanuel

Due Date: 21/05/12

TABLE OF CONTENTS

1) Objective …………………………………………………………………………………… 1

2) Essay ………………………………………………………………………………………… 2 - 12

3) Critical self-reflection ……………………………………………………………… 13 - 14

4) References ……………………………………………………………………………….. 15 – 16

Objective
The main Objective of this individual paper is to discuss several issues HR managers face in developing high performance working and how can they overcome these issues. This essay will have a brief introduction of the topic and a proper discussion of the issues the managers encounter while developing high performance and how they can address them. The essay will end with a satisfactory conclusion to the topic.

Issues HR Managers face and a solution to these issues regarding Developing High Performance working

The manner of the management of people at workplace contributes to the variation in organizational performance as it influences the performance returns of an organization. With the innovation of high performance working, it has been possible to select and retain workforce with greater focus on job involvement, where the level of performance is enhanced. Some of the critical areas addressed by the high performance working include human resource, work organization, employee relation, management and leadership within the organization (Belt & Giles 2009, p.41). In this regard, the human resource contributes immensely in the attempts to enhance workforce performance through appropriate management and improvement of motivational approaches adopted in the organization.
Initially, the human resource management has had to address issues regarding the compensation system offered to the workforce…...

Similar Documents

Hr Issues in M&a

...ACQUISITONS 7 Horizontal Merger 7 Vertical Merger 7 Co-Generic Merger 7 Conglomerate Merger 7 RECENT EXAMPLES 8 REASONS FOR MERGERS AND ACQUISITIONS 10 Growth of the company 10 Synergy 10 Diversification and expansion 11 Elimination of competition 11 × REASONS WHY MERGERS AND ACQUISITONS CAN FAIL 12 No common vision 12 Weak leadership and poor governance 12 Poor strategic fit 12 Cultural and Social Differences 13 Incomplete and Inadequate Due Diligence 13 Poorly Managed Integration 13 Overpaying the target company 13 Changing market condition 13 ARTICLE STATING REALITIES OF M&A for HR 14 SUCCESS MANTRA for M & As 15 Cultural integration 15 Change Management 16 Management resources 16 Role of HR in M&A’s 18 Three Stage Model of Mergers and Acquisitions 21 Stage 1-Pre-Combination (HR Issues): 21 Stage 2-Combination and Integration (HR Issues): 22 Stage 3: Solidification and Assessment (HR Issues): 22 Role of the HR Department in M&A Activity 23 INDUSTRY EXAMPLE – Schnieder 26 Challenges due to acquisitions 26 Industry Example – MTS 29 Conclusions 30 At the Company Level 30 At the HR Level 31 REFERENCES 33 EXECUTIVE SUMMARY Mergers and acquisitions, as a means of rejuvenating and restoring business, have become increasingly popular phenomena for quite some time. Instead of starting from scratch for expansion into new territories, companies are spending more on......

Words: 7368 - Pages: 30

Effect of Health and Safety Issues on Organisational Performance

...Developing Country Studies ISSN 2224-607X (Paper) ISSN 2225-0565 (Online) Vol 2, No.9, 2012 www.iiste.org Impact of Health and Safety Management on Employee Safety at the Ghana Ports and Harbour Authority Ruby Melody Agbola ⃰ Department of Management, Central University College. P.O. Box 2305, Tema, Ghana * E-mail of the corresponding author: rubyagbola@yahoo.co.uk Abstract The Ghana Ports and Harbour Authority (GPHA) has been plagued with series of fatal accidents and catastrophes claiming the lives of many employees in recent years. The purpose of this study is to examine the Safety and Health Management Systems (SHMS) implemented by the GPHA, assess the effectiveness of these measures in reducing accidents and death; and evaluate the impact of accidents and work-related illnesses on the employee safety at work. The results reveal an organisation fraught with poor health and safety management practices, poor training in safety know-how, lack of information on dangerous chemicals and hazardous materials, lack of monitoring and enforcement of safety rules, unavailability of essential safety equipments, with adverse effects on employees and the organisational performance. GPHA must increase education and create awareness of the importance of health and safety, ensure collection and storage of data for effective monitoring and evaluation of safety performance. Keywords: Ghana, Ports, Harbour, Safety, Health 1. Introduction The health and safety (H&S) of employees is a very......

Words: 7529 - Pages: 31

Hr Issue

...660 Human Resource Issue in Health Care Abstract Whenever a worker is asked about what may be the motivating factor for them accepting or keeping a job, most allude to financial incentives. The HR manager is responsible for recruitment, the fundamental role, ensuring each department within the organization is adequately staffed, compensation, and benefit packages, and keeping employees motivated. While monetary rewards have been linked to motivation so have non-monetary rewards. Some non-monetary rewards include; recognition, communication, flexible working hours, wellness programs, and education and development programs. Introduction A Forbes article investigating the significance of positive work environments mentions, a fundamental benefit creating a favorable environment is the effect it has on motivating employees. The article continues by stating, ‘Employees that are happy tend to be more productive, which is better for a business’ (Forbes, 2013). Showing that there is a correlation employee satisfaction/perception and a company’s success. Rahimli in an article refers to the changing environment, and how critical it is to keep abreast with changes in innovation, to be effective and efficient. Rahimli further remarks, if organizations aid in enhancing the skills of their employees with training, the author alleges the employee’s performance will improve. Training is indeed one way non-monetary way to motivate employees, the skills they learn can be used......

Words: 4011 - Pages: 17

Handling Hr Issues in Greece

...Handling HR issues in Greece Vicki Sweet Saint Leo University Human Resource in Management MBA 533 Dr. Sherbert July 14, 2013 Handling HR issues in Greece In the ever-changing business climate, utilization of global human resources continues. Whether a multinational corporation or a global corporation, cultural complexities play a dominant part in the handling of HR issues. Cultural differences are a factor in the determination of an organization’s fit within the foreign culture and as such, must be closely examined to succeed in the international business market. According to Myloni et al. (2003), “HRM practices are grounded in cultural beliefs that reflect the basic assumptions and values of the national culture in which organizations are embedded.” (Myloni, Harzing, & Mirza, 2003, p. 7) Professor Geert Hofstede‘s 1984 cultural dimensions research established four dimensions of national culture: power distance, individualism versus collectivism, avoidance of uncertainty, and masculinity. The fifth dimension of long-term versus short-term orientation was later added. (The Hofstede Centre, n.d.) These dimensions represent cultural differences between countries and exhibit how culture influences work behavior and the effectiveness of HRM policies and procedures. Utilizing Hofstede’s cultural dimensions information, this paper will examine how HR issues might be handled in Greece. The first cultural dimension, power distance, refers to the emphasis placed......

Words: 1008 - Pages: 5

Key Issue 2012

...Q E MIS Uarterly xecutive Key Issues for IT Executives 2012: Doing More with Less This is the seventh in a series of MISQE-published reports based on an annual SIM membership survey. With the enduring economic uncertainties prevailing, these U.S.based organizations are now focusing not only on leveraging IT to reduce business and IT expenses, but also to generate revenues from IT innovations. While IT budgets for hiring, and salary increases are on the rise, these increases are less than last year’s when organizations were more optimistic that the economic conundrum was ending. There is also greater attention to reducing IT budgets through IT infrastructure spending (especially Cloud) and sourcing (especially offshore). Jerry Luftman Global Institute for IT Management (U.S.) Barry Derksen Business & IT Trends Institute (The Netherlands), University of Amsterdam (The Netherlands) Since 1980, the Society for Information Management (SIM), in a joint effort with different research leaders, has conducted an annual survey of the key issues facing IT executives globally and in the United States in particular. One of the important strengths of this research is in its ability to identify important trends by comparing survey data from previous years. The 2012 SIM survey, conducted in the 2nd and 3rd quarter of 2012, once again focused on three important areas: Key IT Issues Included in the Survey 1. Management concerns This year’s participants were asked to provide......

Words: 6215 - Pages: 25

Hr Performance Issues and Motivation Bus 610

...HR Performance Issue and Motivation McClelland’s Needs Theory BUS 610: Organizational Behavior Heidi Marshall Dr. Diane Hamilton-Instructor Dwight D. Eisenhower once said “Motivation is the art of getting people to do what you want them to do because they want to do it.” In the workplace, motivation is a highly studied concept that managers are always seeking to better understand. Knowing what motivates employees can lead to improved productivity, loyalty, and overall employee job satisfaction. Companies like Google are known for a culture of keeping employees happy by offering countless perks such as free health and dental benefits, first class dining facilities, on-site oil change, car wash, dry cleaning, massage therapy, stylists (Cook, 2012). Google understands that people are not motivated by just extrinsic rewards but intrinsic rewards as well. Having no real hierarchy and tiny work groups allow for more independence (Cook, 2012). Google’s success is a reflection of the employee friendly culture that has been fostered and embraced throughout the company. While companies like Google give their employees several reasons to be motivated, many other employers struggle to keep employees engaged and productive. Not every person is motivated by the same thing and the key to keeping employees motivated is knowing what that motivating factor is. Motivation can be very fluid and what motivates an employee today may be different in six months. There are many theories......

Words: 1230 - Pages: 5

Key Supply Chain Issues

...Key Supply Chain Issues The economic collapse has had at least one affirmative impact: It forced corporations to take a concentrated check at their supply chain, inquire some of their suppositions, and pluck out key incompetences. In a paradigm, unplanned decisions to source cheap-price products from states with the smallest labor cost since they may no longer make sense when the long-term amplifies in haulage rates, risks of interruption, and weeks of inventory in the pipeline are factored into general landed cost calculations. Currently there are analysis going on over the supply and chain management changes in SCC (supply chain council). SCC is working on various advancements on the issues of supply chain challenges, which are affecting the global economy and markets. The SCC is aimed at advancing the supply chains acknowledgement, and its application to solve the real world challenges (Supply chain council, 2012). Today, colossal markets in several states have developed links with other markets in different parts of the world; hence forming immense supply chains from raw materials to finished products. These products are supplied to their various destinations, which are markets around the continents. As a matter of truth, as contamination scandals continue to rage through French, Europe supermarket giant Carrefour has announced a number of initiatives to perk up the traceability and quality of its supply chains (Perkins C, 2013). The corporation pronounced last week......

Words: 746 - Pages: 3

Employee Motivation Issues for Managers

...of our lives. So, why do managers have to worry about employee motivation issues? ------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------- Motivation is an aspect of managerial function of directing under execution. It is necessary as a means to induce people to work, as they are able and trained to do willingly. In other sense, Motivation refers to the process by which a person’s efforts are energized, directed, and sustained toward attaining a goal. Though most of us have to work for a living and job is the central part of our lives, still managers have to worry about employee motivation issues as there are many reasons for it. In an organization, individual Performance is considered to be a function of ability and motivation. Ability depends on education, experience and training and its improvement is a slow and long process. On the other hand motivation can be improved quickly. It is understood that employee motivation is vital for a company's success. A business that suffers from employee motivation issues is subject to decreased production, faulty manufacturing or other breakdowns in the normal operation of the business. The job of a manager in the workplace is to get things done through employees. Managers must be able to recognize flagging motivation and build employee morale in order to maintain expected performance levels. To......

Words: 1181 - Pages: 5

Key Issues

...RUNNING HEAD: Key Issues Paper Key Issues Paper SPE 537 Professor Sharon Hill-Wooten Key Issues Paper There are many issues that focus around the term learning disability, which has led to many discussions amongst researchers, legislation, doctors and educators. There has been much legislation to be passed regarding the term learning disability and the entire field of special education. Based on the text reading one issue that is discussed and debated often is defining learning disability. In 1969 the category of learning disability was first included in federal education legislation. That year, the General Subcommittee on Education (of the House Committee on Education and Labor) presented to the House of Representatives a bill entitled "Special Programs for Children with Specific Learning Disabilities," (). Throughout the years this issue has been a continuous debate the definition of learning disability has changed many times. Until IDEA provides more specific guidelines it is said there will be variability in how children are evaluated. Another issue that was prevalent early was the differences in the type of learning disabilities children were faced with. In the early 20’s kids were diagnosed as been mentally retarded, it was later found in the 1940’s that there was a difference in how the kids were learning. Upon realizing this research and evaluations were geared toward finding the different disabilities and how kids were learning. ......

Words: 418 - Pages: 2

Key It Management Issues

...Journal of Information Technology (2012) 27, 198–212 & 2012 JIT Palgrave Macmillan All rights reserved 0268-3962/12 palgrave-journals.com/jit/ Research Article Key information technology and management issues 2011–2012: an international study Jerry Luftman1, Hossein S Zadeh2, Barry Derksen3, Martin Santana4, Eduardo Henrique Rigoni5, Zhengwei (David) Huang6 1 2 Global Institute for IT Management, Fort Lee, NJ, USA; DIBA Group Pty Ltd, Melbourne, Australia; 3 Business & IT Trends Institute, University of Amsterdam (VU), Amsterdam, The Netherlands; 4 Graduate School of Business, ESAN University, Lima, Peru; 5 ˜ Universidade do Vale do Rio dos Sinos, Sao Leopoldo, Brazil; 6 College of Economics and Management, Three Gorges University, China Three Gorges University, Yichang City, Hubei, China Correspondence: J Luftman, Global Institute for IT Management, Suite 15L, Fort Lee, NJ 07024, USA. Tel: þ 612 6128 7323 Abstract The importance of the impact of IT for organizations around the world, especially in light of a very slow recovery from the global financial crisis, has amplified the need to provide a better understanding of the specific geographic similarities and differences of IT managerial and technical trends. Going beyond identifying these influential factors is also the need to understand the considerations for addressing them in light of recognizing the respective local characteristics, especially when operating in a globally linked environment, although......

Words: 13836 - Pages: 56

Performance Issues

... HR Performance Issues and Motivation Vada Taborn BUS610: Organizational Behavior Instructor: Martin McDermott Date: December 22, 2014 HR Performance Issues and Motivation It is common for motivation to be used in the workplace in order for goals to be reached by employees. In the workplace, it is absolutely necessary that both management and employees are able to concentrate on their work. There are many things that can motivate someone into acting or behaving a certain way. A person’s productivity can be determined by the motivation that they receive not only from their work environment but also from outside influences. Money is not the only influence that can motivate an employee. Sometimes showing an employee how much their hard work is appreciated can motivate them into working harder. There are many motivational problems that can make it very difficult for goals to be reached. Motivational problems may come from the workplace, while others occur outside the workplace, but all of them can influence a worker’s performance. A person’s personal life can be the most common motivation problem. It is necessary to separate personal life and work but it is sometimes difficult to do and family affairs may affect performance at the workplace. There is always a need to be able to totally focus on work in order for organizational goals to be reached. The issues that a person has in their person life can be motivation problems that make it hard for goals to be attained. Some of......

Words: 1326 - Pages: 6

Challenges of an Australian Hr Manager May Face in London

...Central Queensland University Australia | Challenges of an Australian HR manager may face in London | | Subject: HRM in the Global Environment HRMT20022 Subject: HRM in the Global Environment HRMT20022 Over the last few decades the number of expatriates is increasing worldwide. These men and women represent a very important asset for organisations which are developing new business across the world. These expatriates are generally sending abroad to develop strategies or resolve problems in the host country. Consequently, the organisation has to be informed of any issue that expatriates might face and affect the work abroad in terms of international human resource management (IHRM) and industrial relations (IR) issues. Deb (2009) define IHRM as ‘a strategic process of managing a global and diverse pool of talented people in such a way as to achieve aims and objectives of the organisation both at parent and subsidiary level successfully, follow ethical practices on human and business issues and be adaptable to local cultural norms and other human needs and aspirations’. And Dowling, Festing and Engle (2013, p.242) define IR as ‘The board field of study that looks at wider issues of work and employment’. The purposes of this essay are to identify and discuss the IR and HRM issues an expatriate from Melbourne could face while living and working in London. In relation to Industrial relations issues, the role of unions, employment contracts, regulations, visas,......

Words: 2911 - Pages: 12

How to Be Successful as an Hr Manager

...How to be Successful as a HR Manager Understanding the Human Resource Management Concept Critical for success for any associate who works in Human Resource management is to understand the Human Resource Management Concept. One must have a strong understanding of the various roles involved in Human Resource Management. Human Resource Management involves the management and operations of the following items: “job analysis, planning personnel needs, recruiting the right people for the job, orienting and training, managing wages and salaries, providing benefits and incentives, evaluating performance, resolving disputes, and communicating with all employees at all levels.” It is a function within a business that manages the human capital element and all that it encompasses. It functions as a business unit that deals with all the aspects of employees. The Role of a HRM in a Company The role of Human Resource Manager, HRM, within a company can vary depending on the needs and the size of the business. In a general capacity, a HRM oversees day-to-day operations of all Human Resource functions. These functions include such things as: compensation, staffing, planning, developing, training, and associate relations. The HRM helps to create and instill a corporate culture as designed by the company’s mission or vision. The HRM is responsible for hiring employees. By hiring select talent with certain skills, the HRM will be able to train and develop the employees to carry out......

Words: 1520 - Pages: 7

Issue Manager Reputation, Underpricing and Long-Run Performance of Initial Public Offerings:

...ISSUE MANAGER REPUTATION, UNDERPRICING LONGAND LONG-RUN PERFORMANCE OF INITIAL PUBLIC OFFERINGS: EVIDENCE FROM THE SINGAPORE IPO MARKET VOON PEIJUN (Bachelor of Business Administration (Hons), NUS) A THESIS SUBMITTED FOR THE DEGREE OF MASTERS OF SCIENCE (BUSINESS) DEPART DEPARTMENT OF FINANCE AND ACCOUNTING NATIONAL UNIVERSITY OF SINGAPORE 2009 ACKNOWLEDGEMENT I would like to express my warmest gratitude to Professor Michael Shih for his patient guidance and encouragement all this while. A very big thank you, Sir. I would also like to take this opportunity to thank my family for their love and concern all these years. Thank you Dad, Mum and Brother. Without their support, I would not have come so far. Thank you! Voon Peijun 2009 Page i ABSTRACT The study explores the role of issue managers in the initial public offering (IPO) process. Empirical research shows that IPOs are associated with two significant market anomalies: short-run underpricing puzzle and long-run underperformance phenomenon. This paper examines the reputational influence of issue managers on the two anomalies. Employing the newly developed ‘twelve-month rolling’ reputation ranking approach, our study is the first to furnish a comprehensive ranking of all the issue managers with a substantial presence in Singapore. Based on a sample of 384 IPOs listed on the Singapore Exchange between January 1, 1997 and August 22, 2008, we find evidence of prevalent short-run underpricing......

Words: 28110 - Pages: 113

Hr Issues

...corporate entities as Managing Director, CEO, Head of HR and Senior Lecturer/Dean. Darryl’s key strengths are as follows: • Learning and Development - 17 years’ experience in learning design and development in a range of delivery modes, customised training design and implementation, extensive curriculum design and training needs analysis, as well as technical to leadership competency framework development in alignment with organisational strategy across a wide range of education, government, and corporate organisations. • Strategy into Action - experienced in developing and implementing people and HR strategy as well as succession planning at all organisational levels by aligning strategy with business objectives through the development of integrated frameworks, performance metrics and reporting. Ability to develop implementation plans at interface and ensure high adoption and impact levels are achieved and evaluated. • Talent Management - expertise in the development of integrated talent management systems and solutions to improve processes and performance in attracting, retaining and growing talent within an organisation. • Leadership - a proven track record as a strategic, influential, and empowering leader with over 7 years senior management experience as well as board, trustee and advisory roles in a range of regional and national organisations. • Project Management – as project manager he has developed, implemented and/or......

Words: 804 - Pages: 4

2018 New Women Starry Sky Waterproof Watch Wrist Watch Ladies Watches F45 | True Educations Begins at Home | myHummy Snoozy - L'aide à l'endormissement avec bruits blancs pour les bébés