Human Resource Management Essay

Human Resource Management Essay Introduction I want to develop my research to formulate a specific research question which I will then be able to write a full report on. The initial review looks at HRM as a whole and the theories that surround this, often over-looked, subject. Specifically, I want to look at how the HRM structure works within the tourism industry, especially looking at a major British holiday company and focussing on how HRM motivate their employees in various aspects of the business such as the customer service department. However, to achieve this I must first look at HRM as a topic to get the background research for my project to begin. Human Resource Management in the Tourism Industry As a direct result of new and more sophisticated technology becoming available to us, businesses are increasingly growing to such an extent that they develop into a global concern. This means that the role of Human Resource Management has become very important within businesses, but it is still looked upon as a lower department.   However, the concept of Human Resource Management (HRM) has been heavily debated in literature and is used more increasingly within employment sector organisations. The history of HRM could be summarised as it being developed initially from work in the USA in the 1960s and 1970s and was created from several interrelated sources and since then the concept has been spread from the USA, into Europe and eventually Australasia. There is no formal definition of HRM because different companies imply different definitions from various evidential sources. Basically, HRM can be defined as a range of circumstances that affect the employment and contribution of people, against the criteria of coherence and appropriateness (Brewster, 1994). However, Kirkbride (1994) suggested that the use of the term HRM gives the general sense of the policies, procedures and processes involved in the management of people in various work environments. Bratton and Gold (1999) also noted that a definition of the subject matter under which HRM covers would help to analyse and understand the HRM practices. They also defined HRM the subject as: That part of the management process that specialises in the management of people in work organisations. Human Resource Management emphasises that employees are the primary resource for gaining a sustainable and competitive advantage, and that human resource activities need to be integrated within the corporate strategy, and that human resource specialists help organisations to meet both the efficiency and equity objectives... Mead (1998) states that the key terms in HRM literature are strategic focus. This meant that the need for human resource policies and practices had to be consistent with the overall business strategy, allowing the individual sections of a HRM package to reinforce each other. This should particularly emphasise teamwork, flexibility, employee involvement and organisational commitment. This, however, is a completely opposite message to the traditional demands on the human resource systems of countries like USA where there is a collective bargaining arrangement from both the employers and the policy-makers. Therefore, the product market environment of the 1980s changed this situation so that the traditional demands would still be met, but at the same time the human resource management system would also meet their new demands at the level of the individual employee and throughout the entire organisation (Beaumont, 1993).   The Harvard Business School approach to strategic HRM suggests that the need for all the people involved with the business organisation, such as the employees, their union, the customers, etc., should be taken into account when considering any organisational arrangements, and making employee influence one of the leading policy areas in their attempt to develop a pro-active, strategic and broad-based HRM orientation in each individual organisation or department. The terms and content have changed considerably through the 1980s and 1990s, with a greater emphasis now being placed on the financial, communication and problem-solving activities. (Beaumont, 1993). Again, Bratton and Gold (1999) also stated that HRM could be described as the organisations valued assets, emphasising the commitment of employees as a means of competitive advantage, and therefore creating calculative, quantitative and strategic managerial aspects of managing the workforce in a rational and humane way.   HRM Practices As there is an increase in the greater quality of competition, the higher the emphasis on the market and the constantly changing attitudes towards work itself has made it necessary to identify and adopt different management approaches.   Even though the focus has moved from a structural and systematic way of thinking to the development of specific managerial practises that will stimulate a corporate culture and in return employee commitment is secured to the extensive use of employee resources by the HRM. Therefore, in order to understand why HRM is needed in the tourism industry, it is important to look at the role of HRM within an organisation, as this is the custodian of competitiveness. A review of the literature based on international HRM by Harzing and Ruysseveldt (1995) revealed three main areas of discourse; staffing, training and development, assessment and compensation. These are also considered to be the main activities in both domestic and international HRM.   In general, staffing issues in an international organisation usually involve filling critical management positions. This means that almost all employees in the middle management and more operative levels are always selected and recruited on a local basis to the organisation. Sometimes, when certain candidates for upper management posts are being recruited, there are various options as to whether choose a candidate from the organisations parent-country nationals, their host-country nationals or even third-country nationals. The final choice, however, is definitely dependant on the attitude of the top level management at the parent organisation. According to Perlmutter (1969), these attitudes can be divided into three central categories; Ethnocentricity, Polycentricity, and Geocentricity.   In respect to quality, top level management is continuously battling to weigh professional managerial skills and technical competence against environmental adaptiveness. Therefore, the ability to adapt to local cultures is a major factor, involving not only the candidate, but also their partner and their immediate family as well. Training and development activities within international HRM systems, places such emphasis on shifting from the preparatory training needs of expatriates to a fully international training and development system which is available to all managers and will improve their performance in a global perspective, regardless of their country of origin. Today, these activities are crucial to international HRM. They can be wide-ranging which means the person who gets the job will need to know the specific organisational structure to which they will be assigned and the job and task skills required of them there. They must also acquire an understanding of the local area including such things as the social, cultural, and legal aspects and develop the necessary interpersonal skills with which to perform well in various situations. The importance of the last two areas however was pointed out in a survey conducted by Harzing and Ruysseveldt (1995), where they identified cultural sensitivity and the ability to handle responsibility as well as the ability to develop employees, a managers three most important skills in their job role. Finally, the last important task identified was that of assessment and compensation. This process of assessing and compensating international managers is complex in nature and can be reflected in the requirements used in such assessments. For example, Adler and Bartholomew (1992) suggested that these requirements are often a reflection of a more traditional approach to international managers, thus meaning their methods are based on the ethnocentric attitudes held by high management levels that are predominantly using parent-country nationals to staff their companys foreign subsidiaries. However, such subsidiaries are subordinates to the main headquarters, both on an organisational and cultural level. As a result, more open-minded, authors, such as Brewster (1994) and Stonehouse (2000) have taken part in the continuing debate on the concept of strategic HRM. They have argued that the underlying concept is the idea that human resources are not only a high operating cost for most organisations, but are also a major factor in the contribution of the effective utilisation of all the organisations resources as well. The Importance of HRM and the Business Strategy One of the main features that defines strategic HRM is its close relationship to the businesss main strategy and is creates the argument of is there a direct correlation between strategic HRM and economic success? HRM only becomes strategic when in private sector human resources are promoted to a position where the organisation looks and treats them as a competitive advantage (Kochan and Dyer, 1992). This has raised a key debate in terms of how HRM can contribute to the overall success and competitiveness of the business. Until recently, however, most companies preferred a reactive management method within their human resources, leaving the personnel management to consist mainly of administrative activities. The creation of multiple new macro economies have led to the concept and recognition of people as a valuable asset which if managed as a strategic resource can help an organisation to achieve superior performance levels and gain a greater competitive advantage. This awareness has led human resource management directly into the spotlight (Storehouse, 2000). Therefore, HRM has a definite strategic approach in arranging human resources and getting involved in a closer alignment of employment allocation systems along with business strategy. The integration of HRM and business strategy means that the level at which the HRM issues are considered are now playing a larger role in the formulation of business strategies. Indeed, HRM intends to focus on the issue of strategy and the more organisations that become knowledgeable of this relationship, the more human behaviour becomes a competitive factor, which is closely linked to the strategic direction of the particular organisation. According to Kirkbride (1994), an integration of business strategy and HRM as described earlier can have several advantages. Firstly, integration means that a broader range of solutions is available for solving complex organisational problems without the need for external help. Secondly, it ensures that the human, financial, and technological resources also are given equal consideration when setting targets and looking at the implementation capabilities. Third, through this kind of integration, various organisations can explicitly concentrate on the individual employees, who the departments comprise of and their needs and only then can they implement their policies. Finally, the response to integrating human resources and strategic plans can limit the level of subordination of strategic planning in consideration of human resource preferences and, thus neglecting human resources as a crucial source of organisational operations and the creation of competitive advantage. Whichever way you look at it, there is a growing body of evidence that supports the link of an association between high performing human resource management and organisational performance. It has been found that businesses whom linked HRM practices with their business strategy are constantly delivering higher financial performance outcomes. Beaumont (1993) argued that it is not just the relationship that is important but the quality of the HRM practices and a distinct approach is necessary in delivering high performance indicators. HRM strategies and practices must therefore be working well together within the individual businesss strategy planning. Conclusion All of the theories used in this review have been extensively researched to settle in their final point of view. This means that it should not be that difficult to find any related researches within the subject field or any other secondary data I come across to answer my research questions and meet the objectives of my research as a re-analysis of all the data that has been already collected could develop a new approach to the research. Search of secondary-data will be aided by internet searches which should prove useful for survey results like organizational surveys, academic surveys organizations employee attitudes, email questions etc. Also, looking at and obtaining multiple-source data that has been published such as journals from tourism business magazines, books, government publications and organization reports. On closure, an important note to remember is that the results from my research and survey, along with the results from other surveys found, including the relations with the literature review, should meet my research topic generally and settle in a clear and informative answer to my research question and its objectives. Bibliography Beaumont, P. (1993). Human Resource Management: Key Concepts and Skills. Sage Publications. Bratton, J. and Gold, J. (1999). Human resource management: theory and practice. Basingstoke, Hampshire: Palgrave. Brewster, C. (2003). Line Management responsibility for HRM: What is happening in Europe?   MCB UP Ltd. (Journal) Dessler, G. (2008). Human Resource Management (11th Ed.).   Prentice-Hall Inc. Harzing, A. Ruysseveldt, J. (1995).   International Human Resource Management. Sage Publications Kirkbride, P. (1992). Human Resource Management in Europe.   Routledge, London Maund, L. (2001). An Introduction to Human Resource Management.   Palgrave MacMillan Mead, R. (1998). International Management: Cross-Cultural Dimensions. Blakewell Publications Stonehouse, G. (2000). Business Strategy (2nd Ed). Butterworth-Heinemann Final word Count: 2047 (excluding references/bibliography) Carl Edwards

Slavery has been in the United States early as 1619

Slavery has been in the United States early as 1619. Slaves were brought to America for one thing and one thing only, money. Tobacco took a great amount of work to harvest, but with the slaves help it all got completed. Slaves cost at least three more times than a regular servant for the reason that slavery was their life, it was their job. Regular servants finished their ‘slavery’ time in about 4 years. Slavery really got across the whole country as time passed, and in 1670 the crop, tobacco, took over the nation. In fact, slavery didn’t really come into play in the laws until the 1660s. In the early 1680s Virginia wanted to alter what a slave was, earlier defined by the House of Burgess. The Europeans saw African Americans as human beings, but their actions towards them did not say the same. Slaves that used to be put to work while on the ships did not appreciate it at all. Almost 15% of the slaves on the ship die on their way to a destination due to no food or by just being sick. The ship was so small sometimes that the slaves had to be on top of each other. The owners of the ships tried to get as many slaves on the ships as possible so when they got to their destination they would sell the excess slaves. Since Africa had so many in it, that was the usual target to get slaves and bring them back to the land. By the early 1700s African Americans took over one fifth of the population in America. With the large number of slaves being introduced into the colonies they had a great impact on the economy and in reshaping the population as a whole. The Africans brought their expertise of travel, planting and hunting to the new world. The African dugout canoe became the chief means of transportation in the colonies. This expertise from the Africans contributed greatly to the prosperity of South Carolina. Many slaves had their own gardens that they could tend to when they were not working. On Sundays slave holders usually gave the slaves the day off as the day of the Sabbath. It was on this day most slaves would tend to their garden, hunt, or fish. The slaves who were experienced could often complete their tasks in the early afternoon. With the growing rate of slavery, many slaves contemplated the idea of running away to try and gain their freedom. In 1693 Florida, which at that point was still part of Spain, granted the runaways that freedom stating if the runaways would convert to Catholicism they would be granted freedom. Since South Carolina was so close to Florida many slaves ran away and took advantage of this offer. In 1708 enslaved Indians composed as much as fourteen percent of South Carolina’s population. Why not more? Why did the colonists need to bring Africans over to the Americas when so many Indians already here? Indians posed a difficulty. Indians by and large remained free because they resisted and were difficult to control. Indians who were slaves were able to escape and not be caught, for unlike the Africans and the landowners, Indians could escape into the countryside, which they new intimately. Slavery was brutal; whipping occurred frequently and usually occurred in a public setting as an example to others. The work was backbreaking and conditions were not less than ideal. In 1712 the blacks had a rebellion in New York City, which lasted only one evening. But in 1739 in South Carolina the Stono Rebellion lasted several days. In both incidents many blacks lost their lives. The hopes of setting captured blacks free didn’t happen. In 1731 a law was put on the books prohibiting Africans from owning or possessing a gun and also fined owners for letting slaves wander at night alone. Running away, work resistance and revolution became the most common form of African resistance to slavery and helped to build a bond in the community as a whole. Slavery in the early colonies turned from Africans being able to earn their freedom to being treated brutally. Without the expertise from the Africans, the early American colonies would not have flourished as they did. Escaping slavery – the central form of labor both in the North and the South for several centuries – became the main aim for the African Americans of the time. Later, with the times of the Revolution the concept of the full citizenship was born in the minds of those who fought for freedom. The first goal – the abolition of slavery – was officially ratified in 1863, while the second – the granting of the citizenship – was documented only five years later. In reality, the fight for the real freedom and equality had just begun. The end of Reconstruction in 1877 signified the return to the inequality and racial prejudice, making basis for the later emergence of the Civil Rights Movement that signified further notion of freedom for the African Americans. The fight for slavery abolition resulted in the emancipation of the huge portion of the American inhabitants and the change of attitude to humans that are all â€Å"born free and equal†, according to the basic principles of the U. S. Constitution. The abolition of slavery was a dream for the African Americans that were brought to the America as slaves or born into it for many generations. Slavery in the United States was forced by enormous economic challenges, backed by country official legislation and the connivance of the church. The United States were destined to realize the meaning and the price of freedom largely due to the African Americans’ active fight for their basic human and civil rights. Thousands of people were depleted of their basic freedoms and dignity due to the difference in color and status. The change of this status that officially began in the late nineteenth century, lead not only to the transformation of the perception of the equality and freedom of the African Americans – it has forced a change in attitude to women’s rights, leading to women suffrage and further emancipation, making strong basis for the further acknowledgement of gender, racial, disability and sexual orientation equalities. Ever since the Fifteenth Amendment to the United States Constitution guarantees that â€Å"the right of citizens of the United States to vote shall not be denied or abridged by the United States or by any State on account of race, color, or previous condition of servitude†1, the African Americans fight for the rights gave a chance to the real, unconditional freedom in the land of the free. This goal lead to further development of the civil rights movement, resulting in the acknowledgement of the document that would enable more equality despite gender, race, color, disability or religious belief. The Civil Rights Act of 1964 that extended voting rights and outlawed racial segregation in schools, at the workplace and in public accommodations, was another victory of the African American ancestors that fought for freedom back in the nineteenth century. It would be wrong to claim the fight for the equality is over, because even almost half a century later, practical issues of discrimination remain, although these cases are incomparably fewer than back into the times of the formation of the United States. The civil rights movement achieved impressive results in the fight for equality and it is important to study the African American History as it apparently constituted an impressive part of the history of the United States, starting from the early colonial days to the current events. The African American History has also formed the basic principles of the human coexistence within the country, creating the key laws on human rights and freedoms of the United States of America, which will surely determine the future of the nation.

Theory And Strain Theory Of Gang Violence - 1842 Words

Introduction Dealing with bullies and gangs would be a hard proportion of dealing with gang members that is around that are in the area that they live in. Those things are dealt with the people that has not have had proper things in their community but when they did not get it they did violet things to get what they wanted for themselves or an individual. Some gangs could be started in a community or at a school. They get started cause of the things that is happening around them and to see that other people are getting bullied so they join gangs to be protected by their gang members. This brings back up my theories with differential opportunity theory and strain theory. Gang violence that is done in a community is dealing with other gangs wanting to have control over that part of the community, and how that gets started is they both are trying to do the same thing in a neighborhood that they are in. Theories There are many theories that can be applied to gang violence; however there are two theories that focused on gang violence that will be emphasized on in this paper. Differential Opportunity Theory discussed the disadvantage of individuals that do not have equal access to illegitimate opportunities. This theory dealt with the persuasion of young people into the involvement with gangs and contributing to the crimes that could pledge them as a criminal into the network. The theory demonstrates that organized crime has been committed in that specific community. Also withShow MoreRelatedAnalysis Of Crips And The Bloods Essay1375 Words   |  6 Pagesand the Bloods: Made in America tells the dramatic story of the perpetual gang violence that runs the streets of Los Angeles, California. Gaining an inside look at how and why this violence is continued, the video focuses on the individuals that are affected by the gangs. 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Effects Of The Cold War On The World - 1572 Words

Katherine Nguyen The Cold War was a time of conflict that occurred somewhere around 1945 and 1990 although some International scholars held the thought that the Cold War began in 1917 Russian disclosure in any case, it was between the USA and its allies mostly the Western nations and the Eastern coalition led by the USSR however, the two forces did not battle or utilized weapons against one another, it was battled through Nuclear Arms race, intermediary wars, ideological impact and propaganda war and in this manner greatly affected the world. This essay is going to explore its effects and how those effects influenced the world. The Cold War has influenced international relations in various ways first and for most the Cold War separated the world into three camps, the NATO camp, the Warsaw camp, and the neutral the initial two camps were equipped with nuclear weapons. The contention between the two super powers rapidly spread to the rest of the world. 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However, these are just a few of the reasons for the Cold War. Events such as the Yalta Conference, Truman Doctrine, Potsdam Conference, and the Marshall Plan also greatly influenced the startRead MoreBone, Ambria . English 11 B. April 17, 2017. The United1272 Words   |  6 Pageseach other; the Cold War was separated into three groups (Jerylin Watson). The nation’s economy is a very difficult balancing act. Cold War confrontations nearly always conducted through surrogates or economic pressure (David Painter). This is what happened when the tensions of the Cold War affected the United States and the world (Robert H. Dugger). The United States became the global consumer of last resort for Germany, Japan, USSR, and China. The Cold War began after World War II which had two