1.0 Introduction
1.1 Background
The human resources strategy is an important part of a company’s strategy. Human resources are important strategic resources of the organization. It directly decides the success and failure of the organization strategy (Cam et al. 2011).
The human resources strategy in the organization has lasting and long-term effects. With the development of the society and the economy, the management qualities of small and medium-sized private businesses are continuously improving and they understand ever more in terms of human resources management. More and more enterprises have gradually realized that human resource management has an important strategic significance for a company’s development. Enterprises set up the suitable human resources strategies to support the successful development of the enterprise (Daft 2010).
1.2 Aims
The purpose of this report is to:
Analyze the importance of ethics and ethical codes in human resources management; Define the analysis of corporate social responsibility in human resources management; To explain the importance of customer value in human recourses management and to design human resources strategies in relation to values; Develop sustainable human resources strategies to support the successful development of the enterprise.
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2.0 Ethics in human resources management
Ethical considerations have become more and more important to the human recourses department in any business. Business ethics in human resources management are ethical principles that indicate right and wrong behavior in the business world (Daft 2010).
Business ethics involves evaluating business activities and if behavior is right or wrong. Business ethics also is the application of general ethics to business practices. The ethics in human resources management is about treating people in a measured and fair manner (Ingram & Media 2009).
Therefore, as the human resources manager it is important to pay attention to ethics issues when preparing a human recourses plan. There are 4 main factors that have to be considered by the human resources department when making an ethics plan, including legal consideration, company reputation, employee loyalty and promoting ethics (Ingram & Media 2009).
Violation of ethics in human resources can result in the enterprise into a criminal and civil legal trouble. An enterprise with integrated ethics procedures in place helps to avoid costly dilemmas regarding discrimination and a unharmonious working environment. In an enterprise, sexual harassment, discrimination and unfair employment policy can damage the reputation of the enterprise, potential strategic cooperation partners and future potential employees (Cam et al. 2011).
For ethical employers, acquiring the reputation can help current industry attract top talent from a wider range of areas, and also help employees to find beneficial employment relationships with each other. Treating employees fairly and ethically can help an enterprise gain long-term employee loyalty and trust, which communicates a range of unique benefits to employers (James & Donal 2012).
Loyal staff get more experience working with their employers and it allows them to master production process and more comprehensively understand the company’s internal working principle. This can increase employees’ efficiency with time in addition to controlling the selecting, recruiting and training costs. In human resources, the smart and ethic-conscious manager puts integrated ethic plans in place to show that the company is devoted to ethics in every area of the organization (Legge 2005).
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Setting up human resources plans and policies with regard to sexual harassment, discrimination and the treatment of employees, allows each manager and supervisors to ensure that they fully understand the importance of ethics in human resources management (Daft 2010).
The most important thing is setting an example in an organization to create mutual dignity and respect.
2. 1 The importance of establishing an ethical code
It is very important for enterprises to establish and maintain an ethical code to support ethics management. It can help employees build reliance on each other and clarify any gray and uncertain problems that exist in the enterprise’s ethical structure (Koonmee et al. 2009).
Ethical codes are not only for supporting the current enterprise ethical standard, appropriate ethical codes should seek to improve employees’ behavior and higher ethical standard. The code should show the company’s members how to make better decisions and encourage such right decisions and also provide the performance of the agreement in order to prevent improper behavior.
When the human resources department designs the ethical code it should be sure to carry out the following (Cam et al. 2011): Create a clear code objective to achieve the human resources organization’s goals. Allow all different levels of the organization to design the code to support management. Always check the latest national and state legislation that might influence the enterprise’s ethical expectations, processes and requirements. Make the ethical code easy to understand for both employees and employers. Ask for all staff to keep the ethical code in mind and to make sure it is communicated in the human recourses department and other organizations. Ethical code is the main ethical system in the organization. The human resources department should build several ethical tools to make sure employees thorought understand the ethical requirements (Daft 2010).
3.0 Corporate social responsibility and human recourses management 3.1 What is corporate social responsibility:
Corporate social responsibility refers to an enterprise being responsible for the shareholders, employees’ consumers, community and the environment (Hetrick & Martin 2006).
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Corporate social responsibility requires the enterprise to go beyond profit as the only goal. It emphasizes paying attention to personal values in the production process and it also emphasizes making contributions to consumers, social interests and the environment (Legge 2005).
The development the enterprise needs to consider the external environment to adhere the integrity principle, and take into account various social relations and profits to promote the development of enterprise and social interests.
3.2 The relationship between corporate social responsibility and human resources The human resources management is a core feature of enterprise management and impacts the performance of corporate social responsibility. The goals of the human resources management are to build a high quality team and ensure the staff are able to adapt to the development of the enterprise strategy (Hetrick & Martin 2006).
It can help the enterprise realize the pursuit of profits, and satisfy the shareholders’ and customers’ interest. The improvement of corporate social responsibility performance not only can improves employee satisfaction, but also helps the enterprise create a good external environment (Daft 2012).
Therefore, corporate social responsibility and human resources management can be unified and be able to realize the interests of both sides.
3.3 Improve the corporate social responsibility execution through human resources management. According to corporate social responsibility and the new requirements of enterprise development, the enterprise must act according to human resources management to improve corporate social execution. It should put corporate social responsibility back into the basic idea and concrete work of human resources management (Hetrick & Martin 2006).
There are 4 main actions that need to be put into practice to improve the corporate social responsibility execution through human resources management (James & Donal 2012).
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For the human resources plan, the enterprise should pay attention to the consistent between human resources management and corporate social responsibility. The human resources plan is the foundation of the development of enterprise human resources management and it is a part of the enterprise strategy (Hetrick & Martin 2006).
It is necessary to establish suitable operation strategies to match the external environment and face challenges to improve the performance of corporate social responsibility. In response to these challenges the human resources department should make a logical and suitable plan to promote the realization of the company’s strategic goals and staff personal development (Daft 2010).
The establishment of human resources plan must consider the current social employment status and the requirements of staff development. It can help the enterprise promote the development of its long-term interests and the job satisfaction of staff (Legge 2005).
From the recruitment and training perspective, it has to combine the staff’s own ability with comprehensive consideration to satisfy the interests of employees and the enterprise (Hetrick & Martin 2006).
For recruitment, the enterprise should treat people fairly, and some measures should be taken for the disabled. The human resources manager should select suitable staff to support the development of the enterprise. For the training, based on the employees career plan to provide adequate training opportunities and also aim to improve the employees’ quality through training (Sopan 2011).
For employee performance and salary management, the enterprise should provide objective scientific feedback for the employee and respect the employee’s labor, and to ensure a basic income.
The human resources manager should provide different reward according to the employee’s performance to encourage the future development (Cam et al. 2011).
For the salary management, the enterprise should respect the value of the labourer and combine the social salary level and the enterprise’s actual situation to try to improve the employee’s salary. Enhance labor relationship management. This reflects the core elements of social responsibility of enterprise human resources management (Sopan 2011).
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The enterprise should try to improve the working environment and conditions for employees, and human recourses management system is responsible for protecting employee’s physical and mental health under the corporate social responsibility (Harris 2000).
In addition, the human recourses management should try to reduce the number of layoffs and firing to share the social employment pressure. Based to human recourses management to improve corporate social responsibility, this is should not only from the concept and the theory aspects to development, the most important is need to put them into practice to support the successful development of the enterprise.
4.0 Value in human resources management
4.1 The importance of customer value in human resources management Traditional human resources activities had been regarded as the enterprise’s internal activities, however the enterprise internal activities need to combine with market activities (Legge 2005).
Therefore, human resources management activities have market orientation. The competition ability for any business is very important, the competitors who create more customer values to increase enterprise’s interests. Customer value is basic requirements to support human resources management, and customer value concept should be carried out into all human resources activities (Gupta A 2004).
Human resources management is the important management function and must be bringing into the customer value concept to build human resources value chain management model. Through focused on the customer value, maintain and develop human resources development and management to enhance the enterprise’s competition advantages and operational performance (Sopan 2011).
In order to help enterprises to create values. The enterprise should focus on attracting talents and through development to promoting the staff’s value (Legge 2005).
The purpose of the value evaluation is to emphasize establishing a scientific value evaluation system to fairly evaluate each employee’s contributions and performance. The core of customer value is performance evaluation, and to determine the standards to evaluate employee’s each performance (Sopan 2011).
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Value distribution in human resources management emphasize the distribution responsible not only include the salary, bonus, stock right but also include powers, information, opportunity and learning. The most important thing for enterprise is to design a good salary system, and its standard should depend on human resources marketing price and the enterprise development stage to determine the enterprise overall salary. Through the position evaluation to ensure each position’s value and determine its salary level standard (Cam et al. 2011).
4.2 The human resources strategies in relation to values
Human resources strategies should based on values, and the realization of value need through human resources planning to perfection. They have the complementary relationship. When the enterprise in preparing human resources plans in the field of values, the following factors need to be considered (Gupta A 2004): Through the planning, organization, development and recruitment strategies to ensure that the enterprise has certain quantity and quality staff and professional talents to meet the needs of the enterprise development. Through various ways and approaches to enhance training for existing staff, and to improve their working and professional skills in order to realize staff’s value in the human resources management.
Combine with each employee’s career development goals to make its suitable selection, evaluation, reward system and provide opportunities for each employee to allow them to improve their abilities (Sopan 2011).
Coordinate labor relationship. Using different ways to coordinate the relationship between the employees to avoid unnecessary conflicts. The interests of the each employee have to be considered, and staff’s personal rights and interests should be protected (Sopan 2011).
5.0 Sustainability strategy in human resources management
Sustainability in business is a powerful idea, a sustainable company is to create profits for the shareholders while protecting the environment to improve their lives (Andrew 2005).
It shows the enterprise’s interests and the interests of society and environment intersects. The employee’s working performance is basic requirements of creating the enterprise’s profits (Cam et al. 2011).
The realization of the enterprise performance is through to provide effective enterprise products and services for customers. The important goals of sustainable development are implementing activity strategies to improve enterprise’s profits (Legge 2005).
A sustainable strategy is the long-term strategy to support the development of the enterprise.
Therefore, the suitable sustainable development strategies are necessary to be set up in the enterprise. From the strategic understanding and grasp the integrity of the human resources development. The human recourses development should be put into the whole national economic and social development system, and human recourses development cannot be lasting if under the unhealthy economic environment (Sopan 2011).
Therefore, the human recourses department should make the appropriate strategies to adapt economic development. The education should be invested more, enhance vocation education and to improve the whole national quality. It can help keep talents as future employee to support the sustainable development of the enterprise (James & Donal 2012).
Draw up effective incentive mechanism.
Incentive mechanism is the important the part of enterprise human resources management and development, and this mechanism through establishing human resources management system framework to gain improvement (Harris 2000).
The essential goals of the incentive mechanism implementation are stimulate the employee’s working motivation and encourage them to achieve organization goals while realize their own needs. The goals also help employees keep the enthusiasm and the creativity of the work. The best ways to utilize this incentive mechanism are motivate employees to work positivity, initiative, creativity, and meet its sense of accomplishment (Sopan 2011).
Also the goals help employees and enterprise build corporate enterprise values, business philosophy and corporate culture. The purpose of this incentive mechanism is to encourage employees to work effectively and to support the sustainable development of the enterprise (Daft 2010).
Consistent human resources strategy and the enterprise’s competition strategy are necessary. When the enterprise determining the sustainable human resources development strategies, the most important things need to be considered are the enterprise long-term plan and strategies target (James & Donal 2012).
The human resources are the main resource of international and enterprise competition, and it makes human resources become the most strategic management unit. The enterprise competition successful is actually the human resources development and management successful (Daft 2010).
Therefore, human resource development strategy is the long-term strategy and it requires national to implement scientific development concept and increase the investment on education to help enterprise implement sustainable human resources management.
6.0 Recommendations
All employers and employees need to learn ethical knowledge and put the theories into practice. And through the practice to improve excellent occupation quality. The enterprise should enhance the awareness of the ethical problems for all staff. The professional ethical code is based on the professional characteristic to determine, it is the principle to guide and evaluate the staff’s behaviors (Gupta A 2004).
Corporate social responsibility has become the important idea in the enterprise development. For the enterprise development, it should put the corporate social responsibility into the human resources management plan and the construction of the enterprise culture. It can help enterprise provide guidance for its production and operation management.
For the values human resources strategies, the human resources department should design a suitable plan to provide recruitment, training, development and long-term incentive for employee. It can help employee realize their own value and also help the enterprise achieve organizational goals. The sustainable human resources management strategies should focus on establishing the incentive and evaluation mechanism to motivate the staff’s positivity for the tasks, implementing the human resources risk management to take the commanding heights of the competition and using the system methods to organize and manage the staff to support the sustainable development of the enterprise (Cam et al. 2011).
7.0 Conclusion
Human resources development strategy has significant effect for the company’s success and failure, especially when the human resources department in preparing human resource policies and plans in the field of ethics, corporate social responsibility, values and sustainability. The major finding indicates that ethical considerations have become more and more important to the human recourses department in any business. It is necessary to consider the four factors, including legal consideration, company reputation, employee loyalty and promoting ethics when the human resources department in designing the strategy. This report also conducts the human resources management is a core feature of enterprise management and impacts the performance of corporate social responsibility.
It can help enterprise satisfy the shareholders’ and customers’ interests and create a good external environment. The customer values are the key points in designing the human resources management plan. It makes the connotation of human resources value chain management more plentiful and it optimizes human resources development management system. Finally, this report indicates that sustainable human resources strategy is the long-term strategy to support the development of the enterprise. It can help enterprise create profits and keep growing. In sum, the suitable sustainable development strategies are necessary to be built in the enterprise.
Reference List
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