Contemporary People Management in Companies †Free Samples

Question: Discuss about the Contemporary People Management in Companies. Answer: Introduction Human Resource Managementrefers to the process of effectively manage the organizational people. The main objective ofhuman resource management is to maximize the performance of the staffs (Hendry 2012). For this reason, human resource management of the companies mainly concerned with the employees of the organizations and the related policies about them. In this context, it needs to be mentioned that human resource management has major contribution towards the overall success of the business organizations. This is the responsibility of human resource management of the companies to take care about the needs and demands of the employees so that they can contribute towards the achievements of organizational goals and objectives (Beardwell and Thompson 2014). However, managing human resources is not an easy process as various steps are involved in this. The major aim of this study is to make analysis and evaluation different factors of human resource management and people management in t he companies. Contribution of Strategic Human Resource Management Human resource management has substantial contribution towards the success of the companies. Human resource management increases the productivity as well as efficiency of the employees and as a result of this, the employees become largely able to contribute towards the achievements of organizational goals and objectives (Daley 2012). In this process, the companies become able to improve the organizational performance. Human resource management helps the organizations to motivate the employees towards their jobs so that they can contribute their best for the company. Most importantly, human resource management manages the wages and salaries of the employees. Thus, effective human resource management helps in saving a great deal of money for the companies. Human resource management introduces various kinds of training and development programs for the employees in order improve their efficiencies. Thus, from the above discussion, it can be observed that human resource management contrib utes largely towards various aspects of the business organizations (Marler and Fisher 2013). However, it needs to be mentioned there are some factors that make human resource management a difficult process. Human resource managers need to comply with various employment laws and regulations. Non-compliance with these laws can put human resource management in difficult situations. It is difficult for human resource managers to make strategies as per the changes of business environments. In addition, it is tough for the human resource managers to lead all the employees of the companies as there is a need for strong leadership competencies (Budhwar and Debrah 2013). In addition, it is on the human resource management of the companies to arrange effective training and development facilities. At the same time, human resource managers need to be adaptive of new innovative changes in human resource practices. In case the human resource managers fail to do these, they will not be able to establish effective human resource management practice in the companies. Thus, all these reasons make human resource management a difficult process for the companies. Utilitarianism and the Happiness Principle In the process of human resource management, ethics play an important part. It is expected that all the employees of the organizations need to act in the most ethical way. In this context, a major concept is the principles of Utilitarianism and Happiness. Utilitarianism is based on the principles of Greatest Happiness. These principles are applicable for the human resource management of the companies (Mulgan 2014). The principles of Utilitarianism and Happiness state that the actions of the organizational people are considered as moral in case they promote any kind of utility in the organizations. On the other hand, in case the actions of the employees or other do not promote any utility in the organizations, they will be considered as immoral. It implies that the employees of the companies need to take correct decisions so that they can bring utility in the business organizations. An employee will be considered as moral in case they can bring utility in the business organizations. I n this context, it is the responsibility of the human resource managers to motivate the personnel so that they can become enthusiastic towards their job. Only then, they will be able to bring utility in the organization (Albee 2014). Humans Resource Management and Contemporary People Management As per the earlier discussion, human resource management is the process of managing the human resources of the companies. In the context of human resource management, another major concept in human resource management is Contemporary People Management.People management is the process to manage the people in the business organizations. People management can be considered as a subset of human resource management and it deals with various organizational policies like strategic policies, financial policies and others (Zhang et al. 2015). Hence, it can be seen that there is a direct relation between human resource management and the people management. Human resource management is mainly concerned with all the people of the organizations. However, people management is mainly concerned with the personnel or staffs of the companies. For this reason, people management is considered as administrative in nature. On the other hand, it is the objective of human resource management of the companie s to make it sure that the productivity of the employees increases and thus, human resource management takes all the necessary actions (Thompson 2013). Hence, from the above discussion, it can be seen that there is a positive relation between human resource management and people management as people management is a part of human resource management. Analytical and Communication Skills It is required for the human resource managers of the companies to have certain skills for the people management in the companies. The first major required skill is the communication skill for the human resource managers. Effective communication is considered as the key of success in every organization (Armstrong and Taylor 2014). It is required for the human resource managers to establish effective communication channel with the organizational people and upper management so that the solution of the problems can be developed and considered. The second essential skill for the management of organizational people is the analytical skill. The human resource managers of the companies need to have the ability to analyze various tricky and difficult situations in the organizations related to the organizations people. The analysis of critical problems makes it easier for the human resource managers to get to their optimal solutions (Chelladurai and Kerwin 2017). Thus, it can be seen that the se two major skills are required for the management of people. Conclusion From the above discussions, it can be seen that strategic human resource management has many contribution in the business organizations like to develop organizational goals and objectives; to increase the employee productivity and others. However, strategic human resource management is not an easy process, as they have to face some major difficulties like to comply with various rules and regulations; lack of effective leadership traits and others. The above discussion shows that the principles of Utilitarianism and Happiness help the human resource managers to establish ethics in the organizations workforce. It can also be seen from the above discussion that there is a positive relation between human resource management and people management. The above study discusses that the human resource managers need to acquire effective communication skill and effective analytical skill for the management of people in the business organizations. References Albee, E., 2014.A history of English utilitarianism(Vol. 1). Routledge. Armstrong, M. and Taylor, S., 2014.Armstrong's handbook of human resource management practice. Kogan Page Publishers. Beardwell, J. and Thompson, A., 2014.Human resource management: a contemporary approach. Pearson Education. Budhwar, P.S. and Debrah, Y.A. eds., 2013.Human resource management in developing countries. Routledge. Chelladurai, P. and Kerwin, S., 2017.Human resource management in sport and recreation. Human Kinetics. Daley, D.M., 2012. Strategic human resources management.Public Personnel Management, pp.120-125. Hendry, C., 2012.Human resource management. Routledge. Marler, J.H. and Fisher, S.L., 2013. An evidence-based review of e-HRM and strategic human resource management.Human Resource Management Review,23(1), pp.18-36. Mulgan, T., 2014.Understanding utilitarianism. Routledge. Thompson, N., 2013.People management. Palgrave Macmillan. Zhang, Y., Waldman, D.A., Han, Y.L. and Li, X.B., 2015. Paradoxical leader behaviors in people management: Antecedents and consequences.Academy of Management Journal,58(2), pp.538-566.