What may prevent HR policies or HR strategies from being put into practice in organisations ?

Responsibility in Hospitality Industry
June 29, 2020
Explain the concept of “performance management.” Identify the most prominent types of performance management plans. Compare the plans’ impact on the employee and the organization. Discuss the relationship between performance management and compensation. Evaluate the factors that should be considered when successfully implementing performance management within an organization.
June 29, 2020

What may prevent HR policies or HR strategies from being put into practice in organisations ?

Company has a generic business strategy based on cost leadership. Attention!!! You need to write 9 page paper + 1 Summary Page = 10 pages in total. Strategic Human Resource Management This module assumes that students have already studied the basics of Personnel/HRM and are now interested in learning more about the strategic issues and trends in the subject. In addition some areas which students may have already covered are looked at in more depth and detail in order to allow a more thorough understanding of academic and practitioner issues. Assessment takes the form of one essay of 2,500 words Learning Outcomes: On successful completion of the module, students who undertake the recommended learning activities will be able to: Knowledge and Understanding a) Understand, examine and assess the main drivers, enablers, barriers and blockages in relation to the development and implementation of different HR strategies b) Critically evaluate the significance of different human resource policies, processes and practices for the particular contexts in which organisations may operate and analyse the major factors involved in their design. c) Analyse the main factors governing relationships between line managers and human resource/personnel managers and devise strategies to enhance such relationships. d) Evaluate management actions in the treatment of employees in terms of ‘ethical’,’ legal’ and ‘managerial’ criteria. e) Identify the main knowledge, skills and attitudes required of entrants to the HR profession and the differing roles and structures within which HR practitioners operate. Subject-specific Skills f) Design and tailor HR policies and strategies to ‘fit’ particular organisational contexts Key Skills Learning to Learn g) Develop an awareness of one’s own strengths and weaknesses in analysing material and formulating logical and coherent proposals. Group Work Skills h) Interact with peers within a group, give, receive and interpret information on the viability or otherwise of certain personnel policies/approaches. Develop conclusions of a consensual nature or agree to disagree in a constructive manner. Communication Skills i) Communicate effectively to an acceptable and appropriate standard in terms of written and oral communication and the ability to challenge others views in a constructive manner. Compare one’s own communication skills with those required in a HR role. Self-Management j) Undertake and complete individual study activities to an appropriate standard within a set timescale. Make out a list of the type of HR policy characteristics/ features you would expect to find in 2 different companies who use HR to help shape attitudes and behavior. — Company has a generic business strategy based on cost leadership. Use the 4 policy areas below: (a) Recruitment and selection policies (b) Performance management policies (c) Training and development policies (d) Financial and non-financial Reward policies You may make any reasonable assumptions about the company types and profiles as long as you agree them in your group. – What may prevent HR policies or HR strategies from being put into practice in organisations ? In other words what do you see as the possible barriers and blockages to implementing HR strategies? – What are the main sources of conflict between HR practitioners and line managers and why do they arise? – What are the different roles performed by modern HR practitioners according to Ulrich and how realistic is it to expect ALL of these to be undertaken within a HR Dept /Team?

Company has a generic business strategy based on cost leadership.
Attention!!! You need to write 9 page paper + 1 Summary Page = 10 pages in total.
Strategic Human Resource Management

This module assumes that students have already studied the basics of Personnel/HRM and are now interested in learning more about the strategic issues and trends in the subject. In addition some areas which students may have already covered are looked at in more depth and detail in order to allow a more thorough understanding of academic and practitioner issues.

Assessment takes the form of one essay of 2,500 words

Learning Outcomes: On successful completion of the module, students who undertake the recommended learning activities will be able to: Knowledge and Understanding a) Understand, examine and assess the main drivers, enablers, barriers and blockages in relation to the development and implementation of different HR strategies b) Critically evaluate the significance of different human resource policies, processes and practices for the particular contexts in which organisations may operate and analyse the major factors involved in their design. c) Analyse the main factors governing relationships between line managers and human resource/personnel managers and devise strategies to enhance such relationships. d) Evaluate management actions in the treatment of employees in terms of ‘ethical’,’ legal’ and ‘managerial’ criteria. e) Identify the main knowledge, skills and attitudes required of entrants to the HR profession and the differing roles and structures within which HR practitioners operate. Subject-specific Skills f) Design and tailor HR policies and strategies to ‘fit’ particular organisational contexts Key Skills Learning to Learn g) Develop an awareness of one’s own strengths and weaknesses in analysing material and formulating logical and coherent proposals. Group Work Skills h) Interact with peers within a group, give, receive and interpret information on the viability or otherwise of certain personnel policies/approaches. Develop conclusions of a consensual nature or agree to disagree in a constructive manner. Communication Skills i) Communicate effectively to an acceptable and appropriate standard in terms of written and oral communication and the ability to challenge others views in a constructive manner. Compare one’s own communication skills with those required in a HR role. Self-Management j) Undertake and complete individual study activities to an appropriate standard within a set timescale.

Make out a list of the type of HR policy characteristics/ features you would expect to find in 2 different companies who use HR to help shape attitudes and behavior. — Company has a generic business strategy based on cost leadership.

Use the 4 policy areas below: (a) Recruitment and selection policies (b) Performance management policies (c) Training and development policies (d) Financial and non-financial Reward policies

You may make any reasonable assumptions about the company types and profiles as long as you agree them in your group.

– What may prevent HR policies or HR strategies from being put into practice in organisations ? In other words what do you see as the possible barriers and blockages to implementing HR strategies? – What are the main sources of conflict between HR practitioners and line managers and why do they arise? – What are the different roles performed by modern HR practitioners according to Ulrich and how realistic is it to expect ALL of these to be undertaken within a HR Dept /Team?


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