This website uses cookies to ensure you have the best experience. Learn more

Transformational Hrm Essay

3822 words - 16 pages

13

Table of Contents

1. Introduction1
2. HRM Transformation in general terms2
2.1 HRM phenomenon 3
2.2 Trends driving it3
3. HRM formulation for the manufacturing company 4
3.1 About the company4
3.2 Harvard HRM model 4
3.3 Situational and Stakeholders Aspects 5
3.4 Defining business strategy6
3.5 HRM policies 8
3.6 HRM Delivery9
4. Recommendations and Conclusions 10
4.1 Interpretational model and recommendations10
4.2 Conclusion13
References14

1. Introduction
The first part of the report will provide an insight to what circumstances triggered HRM transformation. Then we’ll explore the complex issues debated around HRM transformation ...view middle of the document...

(Beardwell & Claydon, 2007, p. 4)
2.2 Trends driving it
Globalisation, economical and financial difficulties of the past 20 years, escalating complexity of regulatory environments, pace of business (Filippone, Youden, Pennington, & Fersh, 2012, p. 7) the demand for all business units to add value to organisational objectives (Beardwell & Claydon, 2007, p. 43) and a constant obligation to expand and gain profits have become main drivers for companies to transform in order to gain competitive advantage (Knapp, Mar 2004, p. 9)

3. HRM formulation for the manufacturing company
3.1 About the company
We are a UK automobile manufacturing plant producing several product parts for the industry. We are going through a difficult stage in our business. Due to the financial and economical downturn we are forced to deal with a decline of one quarter of manufacturing output. In addition, through internalisation and globalization of the industry we are forced to compete with other countries on a cost reduction dimension as well as an efficiency aspect.
3.2 Harvard HRM model
In our attempt to examine what effective HRM transformation would mean for the company we’ll take the Harvard HRM model as a useful analytical framework illustrated in figure 1.2.
Additionally we’ll present examples of effective HRM strategies based on benchmarking of some manufacturing companies cases.
Stakeholder Interest:
Shareholders Management Employee Groups Government Community Unions

Long term consequences: Individual well being Organisational effectiveness Societal being
HR outcomes:
Commitment Congruence Competence Cost effectiveness
HRM policy choices:
Employee Influence Human Resource Flow Reward System Work Systems

Situational Factors:
Workforce Characteristics Business Strategy and conditions Management Philosophy Labour Market Unions Task Technology Laws and societal value

L


Figure 1.2 The Harvard HRM Framework
Source: Beer et al. (1984) as illustrated in Beardwell, J., & Claydon, T. (2007). Human Resource Management: A Contemporary Approach 5th Edition. Financial Times: Prentice Hall. p.9
The distinctive characteristic of the model is an acknowledgement that a strategy making process will be heavily conditioned by unique situational factors an organisation operates within and HRM policy choices will be influenced by various business stakeholders. (Marchington & Wilkinson, 2005, p. 5)
3.3 Situational and Stakeholders Aspects
Many organisations, faced with similar circumstances as ours, have followed the traditional ‘wisdom’ in dealing with the challenges and decided to retrench manpower excess. (Wong, 2001) This type of practice has been taken for granted in response to economic and regulatory changes (Kothen, McKinley, & Sherer, 1999)
It is important to make a distinction between simpler structures with minimum staff that naturally can make organisations more...

Other Papers Like Transformational Hrm

Global Management Quiz 2 Essay

893 words - 4 pages means that there are less focus on factors such as gender, race, age, or on whether the employee came from the parent or the host country of the organization. B. What strategy do you think the company is pursuing? Does its staffing policy match its strategy? In my opinion, Lenovo was going for a transformational strategy. Transformational strategy goes beyond the usual business operations of the organization. It is a strategy that encompasses

Human Resource vs People Managment Essay

1569 words - 7 pages accomplishments ahead of human factors such as personal bonding, interpersonal relationship, trust, understanding, tolerance and care. HRM creates leaders who are transformational. This leadership style encourages business objectives to be shared by both employees and management. Here, leaders only focus more on people-oriented and importance on rules, procedures and regulations are eliminated and replaced with shared vision, corporate culture and

Guest Model of Hr

4278 words - 18 pages P1.1 – Explain Guests model of HRM Guest (1987) shows a model of HRM that is commitment based, which is distinct from compliance-based personnel management. According to Guest, HRM is: * linked to the strategic management of an organization * seeks commitment to organizational goals * focuses on the individual needs rather than the collective workforce * enables organizations to devolve power and become more flexible

Human Resource Management

3517 words - 15 pages relationship, trust, understanding, tolerance and care. HRM creates leaders who are transformational. This leadership style encourages business objectives to be shared by employees and management. Leaders only focus on people-oriented and importance on rules, procedures and regulations are eliminated and replaced with: * HRM need which integrates business needs. * Culture and missions * Trust and flexibility * Shared vision Contract

The Importance Of HRM

1559 words - 7 pages work than it is expected. Actions should be taken to help the Cinderella find her glass shoes. 2. THE ROLE OF THE HRM Human resource management (HRM), as defined by Bratton, J. & Gold, J. (2003), is “A strategic approach to managing employment relations which emphasizes that leveraging people’s capabilities is critical to achieving sustainable competitive advantage, this being achieved through a distinctive set of integrated employment

Motivationa Behavior

4351 words - 18 pages leadership approach with the intention of raising greater customer value and accomplishing desired business targets by a considerable level. Consequently, a transformational leadership approach is significantly observed within the company i.e. UHC which facilitates it to continuously improve its global business performances. Moreover, transformational leadership approach further aids to develop employees’ skills and performances through which

Case Study

2015 words - 9 pages implementation of people strategies, which are integrated with corporate strategies, and ensures that the culture, values and structure of the organization, and the quality, motivation and commitment of its members contribute fully to the achievement of its goals. Human Resource Development HRM is concerned with carrying out the SAME functional activities traditionally performed by the personnel function, such as HR planning, job analysis

Human Resources Management

5329 words - 22 pages HRM Research Proposal Human Resource Managers Perceptions of Leader Emotional Intelligence and its Effect on Employee Commitment: A Phenomenological Study ____________________________________________ [Insert name of Researcher] [Insert name of Institution] [Insert date of submission] Problem Statement Human Resource professionals are closely involved in all aspects of employee turnover and occupy a unique role in

Human Resource

4328 words - 18 pages opemtional levels in an organization As a conseqLrence, the qualiiy ofcmploycc infor mation will havc a strong cffcct o11 thc overall eflectiveness olthe organization HI.qTORICAI EVOTUTION OF I-I R[4 ANI] II RIS One can analyze the historical trends of the HR function fiom dilTerent viewpoints' the evolurion of HRM (hunan resources management) as a professional Chaptet 1 i \aluii.:1 ot il ,.,i ii.j,rr.. '/,r.,r

Managing People

2815 words - 12 pages team and Weekend’s team. 2. Introduction to Human Resources Management Human Resource Management (further in report HRM) can be defined as a strategic and coherent approach o the management of an organization’s most valued assets – the people working for the company (Armstrong 2001). The main characteristics of HMR are listed in Table 1. Table 1 Main characteristics of HRM • It meets the need for a strategic approach to human resource

The Ritz-Carlton Case

3388 words - 14 pages , benchmarking, supplier certification and quality audits. The HRM practices of Ritz-Carlton start with their recruitment, selection and training process. It is a very strict process, searching for the highest quality of human resources concerning talent and motivation, while simultaneously searching for people that seem to fit the company’s culture. Speaking of best-fit practices, aligning the strategy towards becoming an excellent service provider

Related Essays

Transformational Role Of Hrm Essay

771 words - 4 pages The Transforming Role of HRM HRM/319 The Transforming Role of HRM The role of HR has changed over the years, changing from computer applications that were tasks considered to be easy, to a very complex Human Resource information system that houses lots of different applications that assist the HR dept in functioning effectively. This paper will describe how HRIS has progressed from the personnel administration field to a business-driven

Differences Between Human Resource Management And Personnel Managent

886 words - 4 pages factors such as personal bonding, interpersonal relationship, trust, understanding, tolerance and care. HRM creates leaders who are transformational. This leadership style encourages business objectives to be shared by both employees and management. Here, leaders only focus more on people-oriented and importance on rules, procedures and regulations are eliminated and replaced with: • Shared vision; • Corporate culture and missions

Bsbhrm501 B Assignment 1

1592 words - 7 pages , employee services such as tracking and other administration tasks. Traditional activities are the major functions of HRM such as Performance management, recruit & training and employee relations. It’s basically the nuts and bolts of HRM and the main functions. Transformational activities expand on the traditional HRM roles. Transformational looks at the long term capabilities and adaptability and focuses on the development and growth of the

Factors Influencing Organizational Performance Essay

2388 words - 10 pages (Griffith, 2004) that play a pivotal role in the overall performance of an organization. Factors include networks and IT (Hansen, 2005), training and education, processes and activities, leadership, HRM policies (Wong, 2005), culture (Bhagat, 2005), organizational controls (Turner and Makhija, 2006), and transformational leadership (Bass, 1985; Waldman, 1987). Organizational factors: O’Dell and Grayson (1998) noted that the ability of a