Analysis of the Role of Human Resource Management

The main aim of this report will explain human resource management in corporations. Human resource management plays an important role in the development of corporations. Corporations take human resource management to improve the efficiency and lower the cost. Firstly, in this report, related theories and practice of human resource management would be explained conjunctly in order to show the concepts and knowledge in the subject of human resource management.

Then, this report would give a brief introduction of leadership. It would analyze different styles of leadership, mainly democratic leadership and autocratic leadership. Secondly, this report will assess the internal and external organizational environments and provides a description of how these influence and impact human resource management. Last but not the least, this report will provide some measures for human resource management. Table of Contents Executive summary2 1. 0 Introduction4 2. 0Brief introduction of human resource management.

Brief introduction of human resource management4 2. 2Analysis of different styles of leadership in human resource management5 3. 0Influence and impact of internal and external organizational environments6 3. 1Influence and impact of internal organizational environments6 3. 2Influence and impact of external organizational environments7 4. 0 Conclusion7 Reference8 1. 0 Introduction Economic globalization is a significant trend in current world. It will systematically analyze the influence which economic globalization has imposed on human resource management.

With the development of globalization, competition between corporations becomes fiercer and human resource management will play an important role (Stok, 2009). Nowadays, human resource has become the core resource of corporations and talents are the most valuable wealth of corporations. Competitive power of corporations has in filtrated from quality of products to culture of products and even efficient operation of corporations. Human resource management can improve competitive power of corporations, rational configuration of human resource and realization of strategic target.

To strengthen human resource management is the needing of survival of corporations and intrinsic development. Concept of advanced management determines the success of corporations and promotes the harmonious development of corporations. Corporations should establish concepts of scientific human resource adapted with the times (Thompson & Heron, 2005). 2. 0Brief introduction of human resource management 2. 1Brief introduction of human resource management The concept of human resource management refers to a process which belongs to social influences. The central aim of the organization is to finish one task.

In order to finish it, one person in the group can enlist the help from other members of the group, segment the whole task into small pieces, and then assign the pieces to subgroups. Through the unite efforts of the organization, in the end the central aim is achieved by the organization (Torrington, Hall & Taylor, 2008). According to Kenny, it is indispensable for effective leadership that is the ability to integrate and maximize available resources both in and out of the organizational environment (Kenny & Zaccaro, 1983). Leaders refer to the persons who coordinate the whole process and control the development of the things going.

Analysis of different styles of leadership in human resource management Autocratic leadership, which is also called authoritarian style, refers to that all of the powers are concentrated on the leader rather than the subordinates in the process of leading. The leaders are in charge of the decision making from the very beginning to the end. They treat what they hold seriously. According to other dividing measures, exploitative autocratic and benevolent authoritative are subdivided from the group of autocratic leadership (Wright & McMahan, 1992).

On one hand, the former one, exploitative autocratic is on one side of the autocratic beam, carrying the feature that the leader is extremely arbitrary. Sometimes the leader implements the leading process employing tough methods, for example in the process of managing staff, some leaders force their subordinates to do something. On the other hand, the latter one, benevolent authoritative, refers to maybe in the process of decision making or implementing, the leader asks for some of the key employees’ opinions. However, as the so called autocratic leadership, the decision still comes from the leader himself.

What is more, in the stage of implementation, the leader would not enforce his followers. Instead, the leader maybe delegates some nominal powers to the lower levels to a certain extent. Even not enforcing subordinates, the ideas or other critical decisions still come from the leader in a general view (Starratt, 2007). Democratic leadership is also called participative leadership. As the literal meaning dictates that the final decision is the result of the process of democratically discussion. It is the whole effort or the marrow of the employees from the organization that comes up with the decision.

Usually brain storming is an essential step to sum up as well as conclude the ideas different people holds (Farr, 2009). Carefully speaking, there are some differences between democratic leadership and participative leadership. In democratic leadership, almost all of the staff possesses the right to say his idea in the process of decision making. The mechanism is that each person in the group retains the right of final say on all decisions on the premise that the person talked allows other persons in the group to express their ideas.

Only by doing so, the democratic leadership in a broad sense could be reached (Eriksson, 2008). Or else, maybe at the beginning some employees could gain the opportunities to express themselves. Followed by the situation that some of the employees or leaders block others to participate into the decision making process, the definition of democratic leadership could not be realized in its true sense (Cnote, 2008). 3. 0Influence and impact of internal and external organizational environments 3. 1Influence and impact of internal organizational environments There is a system of incentive and compensation.

According to theories of management, the system of incentive and compensation plays an important role in encouraging employees (Daniels, 2009). Culture in corporations is set of words, a kind of management culture and the highest realm of management (Selvarajah, 2008). Culture creates a good development environment. Human resource management mainly refers to effective development of human resource, reasonable use and scientific management. It not only includes the intellectual development of human resource, but also includes improvement of cultural qualities and moral consciousness.

Enterprise culture environment of human resource management is an important internal condition. It influences and stimulates human resource management. Culture of corporations mainly takes the power of spirit and culture to standardize behaviors of corporations for realizing their strategic objective service. Excellent culture of corporations for human resource management has active radiation and provides guide and incentive effect on people to arouse the staff’s working enthusiasm, increase group cohesion and increase wealth for the enterprise.

The guiding function of culture of corporations will be played to cultivate people, exploit the potential of human resources, which is the key of current human resource management (Luchcock, 2008). 3. 2Influence and impact of external organizational environments The policy environment is one of external factors that effect human resource management. Corporations should make decisions that keep consistent directions with policies (Guest, 2003). Therefore, corporations might keep sustainable development. Policy is survival soil of corporations and a policy may save the industry even a region.

Policies issued are uncontrollable. However, policies issued have inevitable generated factors and continuity. Policies and regulations issued in the future will greatly affect decision-making and development of corporations. Policies for corporations are like the atmosphere for earth. Policies are the macro environment of economic development and also the most objective and fair environment. Although policy environment for corporations is not controlled, this does not mean that policy is unforeseeable (Lengnick-hall, 1988).

From the view on decisions, policies should be primarily considered, which will determine the future development and space of corporations and whether it will get support or not. The policy environment is the first element of survival and development of corporations. If this principle is violated, development of corporations is impossible. 4. 0 Conclusion In conclusion, human resource management plays an important role in the development of corporations. If human resource can be managed well, the performance of corporation will be efficient.

Human resource management refers to leadership. The functions of human resource management will be explained above. As for recommendations, as demonstrated above, the new recruited people, especially the graduates, who seldom own working experience, the process of training and development are inevitably. It is also mentioned above that one of the objectives the graduates bearing laid in that they would like to master some experience. Notably, the process of training is the best as well as the fast way of getting working experience.

In order to retain the talent people, as well as the graduates who have also grasp the core of working after several months or few years training, the skill of rewarding achievement should also be regarded as essential.