Measurement and Managing
Discuss this quote and how it applies or doesn’t apply to HRM. Are there other factors (for example, emotion, gut feel, and/or instinct) that should also be considered when deciding on the success or failure of HR activities?
The post represents a wide view of thoughts through concept of metrics and the nature of leadership. You have brought the aspect of disrespectful leadership that would result to lack of a broken relationship between the managers and the workers to enhance performance. The introduction of the organization’s culture as a determinant to success or failure cuts across the concept to diminish the myth that if you can’t measure it you can’t manage it. However, on your last statements you seem to be in between the issue of measure and the metrics that they are both important for the prosperity of a business. Moreover, your view about the element of measure to be of aid to the business to see much reality of the factors in the operation is vivid and I can appreciate you for that. These are due to the fact that you did not take sides.
The multinational HRM
Honda is a multinational company that deals with the making of automobiles for examples the cars, trucks and others. The main role of the organization is make automobiles that can serve people effectively and to make them affordable. The company have partnered with other stakeholders, associates and dealers to make the services better. Moreover, they value inclusion and diversity throughout business duties which include procurement, employment and the community involvement. In the organization the policies that guide the Human resource plans are based on the constant universal standards which states that employees should be treated with respect and not discriminated (Gupta & Govindarajan, 2001). The strategies that are used in Honda enhance the protection of the human resources through conducting the general surveys of the entire process. The entire process is for the effective service delivery to the society. I definitely believe and worked in a multinational organization and I saw modernized HR systems through the use of the current technology.
Gupta, A. K., & Govindarajan, V. (2001). Converting global presence into global competitive advantage. The Academy of Management Executive, 15(2), 45-56.
I want to thank you for the response on the multinational human resource management and your selection of the Wal-Mart stores which is in accordance to the question direction. The summary of the processes and the activities that are taking place in the HR planning process of the company are direct to the point. Moreover, you have used the external sources to bring out the global market that depends on the entry strategy for the protection of the resources in the organization. The extensive covering of the expected areas like the policies that are undertaken in the organization gives an indication that the response is right in accordance to the question. Ideally, I want to appreciate you for the clear and precise work that you have done through conducting an extensive research based on the Wal-Mart stores.
Philosophy for a Happy Life
Using this information as a springboard, think about the world of work. What is your own philosophy for a happy work life you would like to share with your fellow classmates? Is your philosophy for a happy work life different than your philosophy for a happy life? Imagine yourself as an HR professional in a workplace, what philosophical words of wisdom would you share with your employees?
Living a happy work life is very much essential for good and quality delivery. I always believe that what I can do at work is much more than what I cannot do and have trained myself to accept the situation at ether of the levels. Secondly, I always surround myself at work with the people who have the capability to transform my life such as my mentors and good friends. I always look forward for great things and that is the way I have set my mind. My philosophy of a happy work life are similar to the philosophy of a happy life since you cannot practice a happy work life and fail to make yourself happy in life. I would say that whatever you do with good motives will always turn out to be the best and on the other hand whatever you do with anger the opposite will happen and you will hate work for nothing. Therefore, for every opportunity in life either work or anything, enjoy every moment at work.
Perceptions of HRM
The perception of human resource
Conduct an Internet search on HR-related cartoons (comics). Share two of the best (the funnier the better, include citations) with your classmates and describe whether or not each visual gives an accurate portrayal of the HR field today. Bring in the information from Bersin (2015) and/or Cappelli (2015) and discuss how they relate.
The Cartoon represents a client during an interview being rejected due to the Facebook page According to Cappeli on why we love to hate human resource and what possible they can do (Doherty, 2011). The modern HR is full of fun for example how is the connection between the Facebook page and the job that the person wants to apply. And if there is a restriction then I think the client should be told what is perhaps wrong with the Facebook page.
The picture represents a client being embolden for a before being given a position in an organization (Doherty, 2011). Most of the Human resource encourages the workers only when they want to promote them to the next post. According to Bersin, it’s time to embolden and not to blow up. The worker is surprised on the kind of treatment that she gets from the human resource management and she thinks that they are grooming her for a managing position in the company.
Doherty, E. M. (2011). Joking Aside, Insights to Employee Dignity in “Dilbert” Cartoons: The Value of Comic Art in Understanding the Employer—Employee Relationship. Journal of Management Inquiry, 20(3), 286-301.