Questions On Human Resource Management

| "Can you tell me a little more about the kind of person you would like to work for?" is an example of a primary question.

The ARISE: A Destination-for-a-Day Spa case details the upcoming and the struggles of ARISE. ARISE is a spa that opened its doors on May 11th, 2009, focusing on highlighting the health aspect of spa treatments. Kristen Chamber who is the founder of ARISE had a vision of creating an atmosphere that would focus on strong customer relationships; At the same time Chamber wanted to make it a bit more accessible as she had identified that “customers who wanted to experience the luxury of a destination spa on a regular basis were unwilling or unable to devote enough time and money for frequent spa vacations” (Beer, 2012, P.2). Chamber’s strategy for ARISE was using a highly distinctive HR system that would set them apart from any other spa as the main competitive strategy. She envisioned having a full-time specialists staff that are experts in massage, skin, hair, and nails, they would serve its customers as PWC (personal wellness coaches).

Over the last 30 plus years, Human Resources Department has evolved from the people who conducted all administration duties like the keeper of the records in the filing cabinets to the backbone of an organization. “Human resources management can be defined as that part of management concerned with: All the decisions, strategies, factors, principles, operations, practices, functions, activities and methods related to the management of people as employees in any type of organization” (Mahapatro, 2010). The changes to Human Resources management has been beneficial to everyone within an organization. As technology advances so do Human Resources as it takes on different roles and advancements like Human Resources Information Systems.

responsibilities, duties, and tasks of each job in an organization, as well as the major types

Name: Anthony Koegelenberg Assignment 1: Human Resources Management Student No: 123895 Page 1 of 21

Human resources development lies at the heart of economic, social and environmental development. It is also a vital component for achieving internationally agreed sustainable development goals, including the Millennium Development Goals, and for expanding opportunities to all people, particularly the most vulnerable groups and individuals in society as noted by Department of Economic and Social Affairs 2012.

Q1: Why is it important for HR Management to transform from being primarily administrative and operational to becoming more strategic contributor?

Higher Cert in Business, Higher Cert in Business in Equine Studies, Higher Cert in Office Management, Bachelor of Business and Law Year2

Human resource management (HRM) is a designed function to maximize the performance of employees in an organization in service to the organizational objectives. The human resource unit is usually responsible for activities such as recruitment of employees, training, rewarding and also performance management. The department is also accountable for guaranteeing that the activities undertaken by the organization are in line with the standards, regulations and laws set by the government. Each of these functions of the human resource department is equally important to the success of the organization. The success of any organization depends on how effective its human resource department is. Employees constitute a major asset in the smooth running of operations and achievements of organizational goals. Therefore, it would be wiser for a company to invest in its employees and ensure that they are happy and satisfied. This is where the human resource department comes in. Guaranteeing successful running of operations requires high skilled and qualified employees. This paper focuses on two functions of the human resource department, namely, recruiting, which goes hand in hand with selection, and the training of employees.

The following information contains a composite of policy and procedure in Manual Material DHS: 2-1. This is not a static instrument, nor is it inclusive to all policy and procedures. It does reflect the expectations regarding each employee in HRM regardless on unit or FLSA status.

A) Historical perspective of Human Resource Management – From personnel management to Human Resources Management

One of the major issues for human resource managers is to decide the compensation packages for their employees. A compensation package constitutes various other components in addition to the basic salary or wage of the employees (Goel, 218). The major determinants of a compensation package are market or competitive patterns, local employment or industrial relations laws, qualification, skills, and experience of employees, and the company's own human resource policies and practices (Aswathappa & Dash, 237). Companies keep on revising their compensation packages on periodical basis. However, following are the primary forms of compensations which employers generally include in their compensation packages for their employees:

A business is defined as an organisation or economic system in which goods and services are exchanged for one another or for money. Businesses often have common goals for employees to strive toward in order to better the business holistically. These goals often include to grow and expand the business, to better customer service and the meeting of customer needs, to build a relationship with the community and build a good reputation and finally, to have a strong business culture in order to engage and build employee loyalty. Ultimately all of these goals will lead to the increase of profits for the business- most businesses key goal. The goals of a business tightly link to the motivation employees within the business attain. In order to achieve the business goals, employees must be content in their workplace and be motivated to achieve and strive toward these goals.

The Human Resources Administration needs to integrate the behavior of their employees to avoid chaos and maintain a balance and order within themselves, as well as the functionality and structure of the organization, the importance of formalized guidelines which direct the action of thought and resolutions of common problems related to the objectives of the organization. Therefore it is essential to establish some guidelines that govern the rights and duties between employers and workers. During this Case Study I will discuss and provide solutions for the five issues affecting the retail store discussed in module 5 concerning the lack of human resource tools such as the lack of the Human Resource systems across the organization to provide uniformity, recorded log, delayed in reports, communication, and lack of accountability.

Human Resource Management is one of the most important functions in an organization designed primarily for the management of people within the organization, focusing on systems and policies. Also known as HR it typically undertakes a number of activities such as employee recruitment, employee benefits, training & development, rewarding and performance appraisal. With Human Resource being so complex it also faces a lot of challenges especially when the company wants to open a branch in another city/country than the home country. Most of these challenges are relating to cultural differences, fundamental differences etc. In this report we talk about two such countries namely China and Japan. We look into HRM in China and Japan and compare the similarities and differences between them.