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TOPIC 8: HUMAN RESOURCE MANAGEMENT
Textbook question: answer Question 1 in the ‘Thinking critically about management issues
section’ on page 259.
How does HRM affect all managers? (max. 200 words)
Human resource management is important to all organisations and thus affects a large number of
managers within those organisations. Though there is still specialists under the name human
resource management that carry out activities in personnel or human resources, managers from
different departments must still engage in human resource activities. For example, managers in
small businesses do their hiring without the assistance of a human resource department. In bigger
firms such as Qantas or McDonald’s, manages are involved in more, such as making decisions
about employment training and providing career advice to subordinates. It does not matter whether
an organisation has a human resource department or not as all managers are involved with human
resource decisions in their area. Today, organisations have recognised the important role of
employees to organisational success and therefore have committed to developing more effective
human resource management practices.
Textbook question: answer Question 2 in the ‘Thinking critically about management issues
section’ on page 259.
Are there moral limits on how far a prospective employer should delve into an
applicant's personal life by means of interviews or tests? Explain. (max. 200 words)
There are definitely moral limits how far a prospective employer should delve into an applicant’s
personal life by means of interviews or tests as this may breach privacy and discriminate
unintentionally. Tests about intelligence, aptitude, ability and interest have been used for years and
are popular among businesses. However, managers need to be careful regarding their use and
checked to ensure they do not include any discriminatory elements. Similarly, interviews must be
careful in case they breach EEO legislation and may expose an organisation to lawsuits by job
applicants. Questions that are not directly job related or have any relevance to an applicant’s job
performance, such as personal life, must be phrased appropriately. Employees should not be
judged on their religion, disabilities, sex or sexual orientation and thus employers should have
moral limits as to how far the questions are posed.
Drawing upon Schuler & Jackson (1987), summarise 1 of the 3 different competitive
strategies and describe the implications of that strategy for HRM.
One of the 3 different competitive strategies is the quality-enhancement strategy. This quality
improvement involves getting employees committed to quality and continual improvement. This
may include changing the processes of production in ways that require workers to be more
involved and more flexible. As jobs chance, job classification systems to do and may reduce. For
example, if the number of job classifications reduces for machine operators, they will be able to
gain greater opportunities and learn new skills. The employers will tend to inspect their own work
and do preventive maintenance in addition to running the machines. This is due to the
implementation of more human resource practices as employees will be more committed to the
firm and hence be wiling to give more. As quality enhancement typically involves employee
commitment and utilisation, fewer employees are needed to produce the same level of output. As
quality rises, so does demand and having more productive workers suggests fewer are needed to
repair the rejects caused by poor quality.
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- Submitted On 16 Jul, 2018 05:48:58