HR Management Transformation Research Paper Example | Topics and Well Written Essays - 750 words

HR Management Transformation - Research Paper Example This can be explained with the help of an example. Business leaders would want to maximize their profits. The HR leaders may be honored if they are capable of explaining the business leaders of numerous ways to manage the people in the organization for maximizing their profitability. In order to develop a better organization, the leaders need to have lucidity in their thoughts as well as sense of directions. They need to have patience which seems to be the toughest stage. Since the HR managers needs to face the situations where negotiations are made, therefore, the HR leaders’ need to be self disciplined (Saha, n.d.) It can be mentioned that the history of the human resource management can be traced back to the 19th century during the existence of the welfare officers. It was the First World War that sped up alterations in the development of personal management where the women were recruited in order to fill up the gaps that were left by the men who were going to fight. It was during the Second World War, the concept of welfare and personnel work came into being. Further, during the 1960s and the 1970s the development of employment was evident. ... HR as a strategic partner can be understood as maintaining long-term relation with the organizational partners so that the common objectives can be achieved. The companies are capable of making the human resources as the strategic partner’s by delivering effective human resource services. The main reason behind the change of HR management from administrative and operational functions to the strategic partner is that there is constant change in the demands and trends of the organization triggering the need for new ways of thinking as well as operating. Such change necessitates the HR as well as the other professionals to alter their ways of looking at things. In order to add value to the organization, it becomes essential for the human resource professionals to play new roles and thus show broader competencies with the change in time. Furthermore, the companies require new model so that they can assist the decision makers at making sound decisions related to the human resource policies. The companies are capable of enhancing their competitive advantage by aligning the HR strategies to their business plan (Dye, n.d.). Ford Motor Company has changed it view from tough managerialism that can be described as a management philosophy based upon the rigid pursuit of tight control over its employees, to a strategy where the employees are encouraged to participate and involve themselves in the strategy building process. According to the views of the HR Director of Ford Motor Company, Mr. Patrick David, for the restructuring organizations the job of the human resource department comprises one of the challenging tasks. Since many years, human

Personal Development Plan Essay Example | Topics and Well Written Essays - 2000 words

Personal Development Plan - Essay Example An individual should critically assess if these objectives are attainable and realistic (Clarkson, 2001, p.14). Lastly, he/she should set objectives within a time frame (W. Hoeger & S. Hoeger, 2011, p.54). This paper highlights my personal resume. It also presents two to three theories discussed in class. This paper outlines Myers-Briggs test and MAPP career assessment as tools that describe my personality traits, strengths, weaknesses, and potentials. Lastly, it presents my SMART action plan and integration of theories that were discussed in class. 2.0 Brief Resume FATMA ABDULKAREEM HLWANI Personal Information Gender: Female Nationality: Arabian Date of Birth: June 6, 1986 Place of Birth: Jedah, KSA Education College: COLLEGE OF BUSINESS ADMINISTRATION IN KAAU Bachelor degree High school: JEDDAH K.S.A. Core Competencies Computer literate Possesses the ability to interact with people in different walks of life Capacity to lead Work Experience GNP GENERAL HOSPITAL Worked as an HR staf f 3.0 Personality and Career Assessment Researchers defined personality as a persistent pattern of interpersonal processes and behaviors (Burger, 2008, p.4; Hampson, 1988). Several researchers attempted to determine aspects of personality through various tests (Kaplan & Saccuzzo, 2008, p.18; Frick et al., 2009, p.22). Myers-Briggs test is a widely utilized personality test in the workplace. It is used to determine the different personality styles of employees. This test utilized three polarities namely, thinking vs. feeling, extroversion vs. introversion, intuition vs. sensation. Researchers added judgement vs. perception to these polarities. Carl Jung (as cited in Cohen, 2011) contends that each polarity is mutually exclusive from one another. Thus, individuals cannot process the world through thinking and feeling at the same time. A side of the polarity dominates the other (Cohen, 2011). Individuals who scored higher in thinking compared to feeling are commonly analytical and rati onal in making decisions. In contrast, feelers rely on circumstances and subjective evaluation in decision making (Wilde, 2008, p.16). Extroverts tend to prefer the company of others while introverts thrive in solitary activities (Wagele, 2006, p.109; Jung, 2006, p.44). Meanwhile, sensors prefer to process information through the senses and tend to rely on minute details. In contrary, intuitors heavily depend on insights instead of sensory data (Saklofske & Zeidner, 1995, p.215). Lastly, judgers prefer structure, planning, and predictability, while perceivers opt for flexibility, openness, and spontaneity (Cohen, 2011). Previous researches suggest that this test is a valid and reliable measure of an individual’s personality (Stern, 2007, p.286). Validity refers to a certain test’s ability to assess what it purports to measure. Meanwhile, reliability is primarily concerned with the extent that the test offers similar results each time (Bayne, 1997). MAPP career assessme nt is utilized to determine the individual’s strengths. It has undergone extensive reliability and validity testing. A study conducted in 1997 showed that it had similar validity with Strong Interest Inventory. The occupational matches of these two tests range from 50%-90%. The second validity study indicated that the validity of MAPP career asses