Universalist Approach To Strategic Human Resource Management Business Essay

Universalist Approach To Strategic Human Resource Management Business EssayYour mathematical function and background is that of a Human Resource Management generalist consultant who has been called in to provide observations and suggestions to the current situation. You atomic number 18 an HRM generalist who has been asked to sit in on the meeting with John of PF. The CEO will ask for your opinions ab discover how the organisation do- nonhing move forward and overcome the current issues that it is experiencing.This is based on cardinal critical forms of fit. Firstly, remote fit and secondly essential fit. The external fit has to do with the HR schema that fits with the demands of business Strategy. It is too referred to as vertical integration, the internal fit which is also referred to as horizontal integration suggests that all HR policies and activities fit together so that they make a coherent whole, be in return reinforcing and are applied consistently. The strength of this model is that it provides a simple framework to show how selection, judgment, development and rejoin can be mutually geared to uncover the required of employee execution.Resource based approachThis approach in concerned with the relationships between internal resources of which Human resources are one, strategy and the firm fulfill. It focuses on the progress of sustained competitive advantage through the development of human capital rather than merely aligning human resources to current strategic goals.The universalistic horizon posits the best of HR practices, implying that business strategies and HRM policies are mutually independent in determining business surgery. The contingency perspective emphasizes the fit between business strategy and HRM policies and strategies, implying that business strategies are followed by HRM policies in determining business mathematical process. The configurationally perspective posits a simultaneous internal and external fit betwee n a firms external environment, business strategy and HR strategy, implying that business strategies and HRM policies interact, according to organisational context in determining business performance.Recruitment and selectionUsing the three enlisting methods of advertize in the national pressing, advertising in the technical press, and the internet, gauge the advantages and disadvantages of each.National pressWhen considering a press adverting campaign there are two main(prenominal) venues to think about publishers and magazines. Each has its advantages and disadvantages. The magazine ads look better but the graphic symbol and the workmanship that goes into producing a magazine ad make it expensive. The readership of a magazine, on the former(a) hand, is oftentimes easier to target, and is comes with the type of magazine you choose a car magazine, sports or fashion magazine. On the flip side, magazine ads are viewed more generation than newspaper ads and can double the expos ure of the readership. the newspaper ad is much quicker and cheaper. Newspapers vary in circulation and with that they vary drastically in price. From the national press advertising campaign in newspapers, advertising in newspapers still holds a charm.Newspapers give credibleness to the ads unlike radio advertising that is heard while doing something else, newspaper reading is done when a person has leisure time and his attention is not diverted. Local press advertising has attains when dealing with a local supplier. internetAdvertising is the branch of marketing that deals with communicating to customers about products, brands, services and companies. The Internet, as a global communications medium, provides advertisers with unique and often cost- in force(p) ways of reaching advertising audiences. As with all media, however, advertising on the Internet has unique advantages and disadvantages.Advertising on the Internet is almost a necessity for modern businesses, specially tho se that do business outside of their local community. Consumers use the Internet for more than simply entertainment or cultivation, as they do with radio, television, magazines and newspapers. Consumers use the Internet to service them in nearly every aspect of life, creating countless opportunities to place relevant, targeted ad messages. The Internets vast reach can allow advertisers to reach significantly more bulk than traditional advertising media at a fraction of the cost. Internet advertising is intellectionl for businesses with a national or international target market and big distribution capabilities. As a rule, the more people your business serves, the most cost-efficient internet advertising can be. Internet advertising can also be more targeted than some traditional media, ensuring that your messages are seen by the most relevant audiences. One disadvantage of advertising on the Internet is that your marketing materials are automatically available for anyone in the world to copy, regardless of the legal ramifications. Logos, images and trademarks can be copied and used for commercial purposes, or even to slander or jeer your company. This is not the case with television and magazine advertising, wherein images must(prenominal) be replicated rather than simply copied electronically. Another disadvantage is the fact that the Internet-advertising gold rush has begun to introduce ad clutter to the weather vane. nett users are so inundated with banner ads and spam email that they have begun to ignore internet advertising bonnie as much as ads on traditional media.Technical pressThere are many trades, technical and professional magazines read by customers, suppliers and businesses in your sector. If your business sells to other businesses, advertisements in these publications can be a powerful way of gaining sales, product enquiries, higher profile, trade partnerships and even potential investors.Editorials are generally perceived by readers t o be independent and impartial and are therefore seen as more trustworthy than advertisements. Editorial support or endorsement helps lend your business credibility with the reader. A proactive PR strategy can affix your chances of gaining favorable editorial content. The technical press can also be used for recruitment and to source suppliers. Trade magazines provide a variety of ways to advertiseClassified advertising particularly for recruitment and gaining suppliers.Display and semi-display display advertisements are large and more sophisticated, often appear on editorial pages or in special supplements, and can use pictures and other design devices.Advertisement features theyre laid out like editorial pages but feature you and your business or product. You pay for them, and you may also be given advertisement space. Your suppliers might advertise as well and offset the cost.Loose inserts that you supply yourself to the magazine publisher for them to insert into the magazin e.Advantages and Disadvantages of performance related payPerformance related pay is the idea of Fredrick Taylor who comprised his surmise of scientific management. It is a bonus salary increase awarded in line with an employees achievement over a range of criteria. These criteria depend on each pedigree. Awards are decided based on appraisal results. They must link achievements to pay.AdvantagesRewards employees with highest productivityIt is argued this organization motivates staffIt enables firms to recruit highly qualified staff who like the idea of being to earn a bonusEncourages employees whose performance is not u to scratch to leave company on a voluntary basis easygoing to identify companies aims and object lenssDisadvantagesOnly those who perform well get paidHigh flyers find it attractive possible to give employees no pay rise at allInflation means pay will be cut and this coupled with the indignity of being judged and found wanting, would make it that employees see a j ob elsewhere.Employees can be de-motivated if the goals set are too hard to achieve.Disgruntled employeesPerformance related pay cannot be determined unless there is a measuring system in place to assess wee. It also provides a limiting factor to the use and extension of incentive pay in instances where work is difficult to measure. Where output cannot be measured, the sensible solution seems not to pay any bonus. However, because some jobs are difficult to measure, doesnt mean that good performance shouldnt be vantageed..Learning and instructionThe essential purpose of information is to develop that knowledge and those skills and aptitudes which contribute to the welfare of the company and its employees. Further, all training programmes aim at making the employees more effective and productive in their present job and increasing their potential for higher level jobs.For effective transfer of training to occur, two conditions must be metThe trainee must be able to take the mate rial learnt in the training process and apply it to the job context in which they work.The use of the learnt material must be maintained overtime on the job.Benefits of Good gentility ProgrammeIt increases performance on the job, if applied. It help employee to raise current skill levels and correct any inadequacy that have in doing their job efficiently.It enables present employees to acquire more and greater skill, thus increasing their versatility for transfers and their qualifications for promotions.If employees are properly trained, accidents, soiled work, and damage to machines and equipment are reduced.Training helps employees to adjust to new methods and processes that are introduced from time to time.Good training reduces dissatisfaction and absenteeism because it helps both new and experienced employees to use to the full, their individual capacities.It improves the quality of output which will benefit the company in the long run.Training improves the promotional prospe ct.EvaluationThe HR Manager has o critically assess the training after the training consummation to determine if there is any change in their knowledge, skills, attitudes and ability. It is important to understand which skills attitude and ability existed before therefore it is recommended that a measure of performance be undertaken before the training program begins.Transfer/behaviourThis address the question, to what extent did the participant job behaviour change as a result of the training? Are the participants using their newly acquired skills and knowledge in their work environment? Is their change in behaviour and new knowledge sustained, are they using them in effect overtime. Is the trainee able to transfer the new skills to another person?ResultResults answer the question, how is the training impacting on the organization overall. Is There a reduction in cost, increase in sales, are there more persons being attracted to company, improvement in production levels, less cust omer complaints or reduction in adventures?Performance appraisalThis system is designed to measure the actual job performance of an employee. It provides feedback about the success about previous trainees and discloses the pauperization for additional training. It helps to determine rewards or sanctions eg, of reward are pay increases based on his/her performance, promotion, commendation, demotion, warning or termination. It also gives the employee a clear understanding where he stands in relation to the organisation performance expectation.Performance Management SystemPerformance appraisal is a method of evaluating a workers performance to ascertain how well he/she is meeting up with performance standards and targets and communicating it to the worker in order to set up a plan of improvement. Performance is the degree of accomplishment of the tasks that make up an employees job. An individuals performance is a combination ofEffort-physical and mental energy put in a workAbility-p ersonal characteristics used doing a jobRole perception-an understanding of direction and requirements of a jobPerformance evaluation on individual and group is usually based onStandards set at the mean stagePerformance targets set for individual or groupsAccountability-the rate at which an employee understands and takes responsibility for his actionsCompetencies-the skills, experience, knowledge that a worker exhibits in a jobUses of performance appraisalPerformance appraisal information can be used forPromotionsFirings/layoffsMerit pay increasesIndividual and organisational training and developmentSuggesting changes in behaviour, attitudes, skills or knowledgeSelection procedures, andHuman resource planningPerformance Appraisal MethodsPerformance appraisal methods includeGoal setting, or management by objectives (MBO)Work standards approachEssay appraisalCritical hap appraisalGraphic rating scaleChecklistBehaviorally anchored rating scale (BARS)Ranking methods1. Goal setting or management by objectives. Management by objective consists of the following stepsEstablishing a clear objectives for the work to be done by an employeeDeveloping an action plan indicating how these objectives are to be achievedAllowing the employee to implement the action planMeasuring objective achievementTaking corrective action when neededEstablishing new objectives for the future2. Work standards approach. This method of appraisal involves setting a standard or an expected level of output and then comparing each employees level to the standard. Performance standards includeQuantityQualityTime tollDependabilityAccuracyAttendance, etc.3. Essay appraisalIn this method the appraiser prepares a written statement (narrative) describing a workers strengths and weaknesses, and past performance. A normal essay appraisal question might be Describe this employees performance, including quality and sum of work, job knowledge, and ability to get along with other employees.4. Critical incid ent appraisalIn this method the appraiser keeps a written record of incidents that illustrate both satisfactory and unsatisfactory behaviors of the employee. The appraiser then uses these incidents as a basis for evaluating the employees performance.5. Graphic rating scaleThis method requires the appraiser to indicate on a scale where the employee rates on factors such as quantity of work, dependability, job knowledge, and cooperativeness. Graphical ratings include both numerical ranges and written descriptions. Ex. On quantity of work (1) the worker does not meet minimum requirement (2) Does just enough to get by(5) has a superior work production record.6. ChecklistIn this method the appraiser answers with a yes or no to a serial of questions about the behaviour of the employee being rated. The checklist can have varying weight assigned to each question.7. Behaviorally anchored rating scale (BARS)This method of appraisal determines an employees level of performance based on whethe r or not certain specifically job behaviors are present. BARS consist of scale value and anchors.Scale values trace specific categories of performance such as Excellent, good, average, poor, etc. Anchors are statements which indicate the level of performance on the scale opposite that particular anchor.8. Ranking methodsIn this method of appraisal, the performance of an employee is ranked relative to the performance of others.Ranking methods includeAlternation rankingPaired comparison ranking, andForced distributionAlternation ranking-the appraiser lists the names of employees to be rated on the left side of a sheet of paper. The rater chooses the most valuable employee on the list, crosses that name off the left-hand list, and puts at the top of the column on the decently-hand side of the paper. The rater repeats the process for all names on the left hand side of the paper.Paired comparison ranking suppose a rater is to evaluate six employees. The names of these individuals are l isted on the left side of a sheet of paper. The rater then compares the start-off employee with the second employee on a chosen performance criterion, such as quantity of work he then makes a mark on the first employees name if he produced more. He then compares the first employee with the third, fourth, fifth, and sixth employees on the same performance criterion.Forced distribution-In this method, the appraiser places a certain percentage of employees at various performance levels. It assumes performance in a group of employees is distributed according to a normal curve. Thus, the rater could place 60% of employees as meeting expectation 20% as exceeding expectation, and 20% as not meeting expectations.Model of AttendanceYour company wont suffer much from the occasional employee day off or sick day, but patterns of absences can create havoc in your work place. With several employees out of the office, production slows, or other employees may have to pick up the slack causing the quality of their work to suffer. While you cant prevent every absence, you can take steps to decrease the number of overall absences.Create an Attendance Policy near employees may show up late or take several days off because they do not understand the companys stance on absences. You need a clear-cut attending policy so every employee knows what you expect of him. Include reasons for acceptable absences, what you consider unacceptable and any disciplinary action or reduction in pay the employee may face after abusing holiday or sick days. suck sure every employee receives a copy of this policy. ready your supervisors monitor their employees and enforce the policy.Improve MoraleIf your office staff suffers from general low morale, employees will start to dread coming to work. This can increase absences passim the staff. Spend time each week on boosting morale. Make sure every employee has regularly scheduled breaks throughout the day. Offer group lunches, prizes for completing p rojects or other incentives. Creating a positive environment that incorporates hard work with down time helps boost morale.Reduce StressAn employee can feel stressed in the workplace, especially if she has a large workload. High levels of stress can lead to avoidance, or even cause an illness. Both of which can lead to frequent absences. Make sure every employee has an even workload and can complete tasks given to them. Create teams to complete projects, rather than assigning one employee to the entire task. Reducing workloads and placing the right people with the right jobs will reduce stress levels in the office.Steers and Rhodes developed a model on absenteeism which according to Harrison and Martocchio, 1998 was deemed to be very influential and oftentimes cited in literatures about absenteeism within organizations. The model states that the capability of employees or workers to attend work is primarily dictated by how motivated as well as their ability to attend and perform th eir duties. These variables, ability and motivation have been thought to interact in a manner that an individual supposed ability to be present at work usually moderates his/her enthusiasm to attend work-what has been known as attendance relationship(Steers and Susan, 1978).The two further argued that personal characteristics or attributes which include sex(gender), tenure, family size, education, in addition to that, job satisfaction, organizational commitment, the ability to attend which encompass sickness, family responsibilities, accidents as well as transport problems, pressure to attend that include attendance reward system/incentives/bonuses, work group norms all either in isolation or in combination influence absenteeism of employees. It is worth to note that these were addition to their initial model developed in 1978 which only identified job satisfaction as the only specific significant factor affecting attendance motivation. From the diagram, attendance motivation is inf luenced by organizational practices, culture of absenteeism, attitude, values and goals of employees. Employees who are fully satisfied with their jobs do have strong loyalty to the organization and proud of it so will desire to actively engage in activities to better the organization, and this is done by being present at work.REFERNCESRetrieved August 12, 2011, from World Wide Webhttp//smallbusiness.chron.com/things-improve-employee-work-attendance-19070.htmlRetrieved August 3, 2011, from World Wide Web (function() var scribd = document.createElement(script) scribd.type = text/javascript scribd.async = true scribd.src = https//www.scribd.com/javascripts/embed_code/inject.js var s = document.getElementsByTagName(script)0 s.parentNode.insertBefore(scribd, s) )() Retrieved August 3, 2011, from, from World Wide Webhttp//www.businessballs.com/trainingprogramevaluation.htmRetrieved August 12, 2011, from, from World Wide Webhttp//managementhelp.org/training/basics/reason s-for-training.htmDaft, R. and Marcic, D. (2007). Management, The New Workplace. Ohio. 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