Processes and Evaluation in Employment Relations Essay

Processes and paygrade in Employment Relations - Essay ExampleA study of the Australian workplace scenario shows that strategic HRM are often faced with issues when trying to affect pagan changes as lack employee focus, leading to increase work related insecurities and a persistently decreasing job satisfaction (Leah, 1999). Culture, which fundamentally relates to the meaning an idiosyncratic deciphers about the world around him and an understanding of the tools with which he must deal with this world, the primary objective of cultural changes within a workplace is associated with conscious and active processes aimed at developing capabilities that enable individuals to find novel methods of working. It makes way for new processes, beliefs, thoughts, and measures that uphold to bring about organizational success. Owing to current large-scale globalisation, championship strategies have become to a greater extent intricate, making it necessary that workplace culture within an organisation becomes more complex in order to implement various modifications. This paper will study the role of HRM as regards affecting cultural changes within an organisation and will derive that implementing cultural changes is a complex and difficult process, and HR steering has a limited role in affecting these changes. Human resource management can be defined collectively as comprising of all concepts, strategies, policies and practices which organizations use to manage and develop the tribe who work for them (Rudman, 2002, 3). The current function of HR is to manage long-term goals, and to take a wider and more equilibrise approach, instead of convening only on internal issues pertaining to human resource management. Modern HR managers accent more on future-based goals, long-term strategies, value adding leadership roles with focus on global integration, primarily in terms of economic and socio-cultural integration (Adler and Gundersen, 2008, pp.7-9). Fig 1 Human resour ce activities of a modern occupancy firm (International HRM and organizational behavior learning guide, 2010). Ulrich (1996) delineated HRM roles and divided them into four categories based on their functions. These are Change Agent, Strategic Business Partner, Administration, and Employee Champions (Ulrich, 1996, pp. 19-20). Besides these, HR managers must be knowledgeable about the socio-cultural make of globalization and be technologically oriented. In context of HR functions as a change mover and a strategic business partner, which encompass bringing in strategic cultural changes within an organization, these are associated with guiding and assisting in creating an overall business strategy and framing of HR plans and activities, keeping in discernment the current globalization. If human resource strategies are incorrectly planned and implemented, an organization is likely to face also-ran within the global market that is highly competitive in nature (Belcourt and McBey, 20 10). Here, the human resource managers help to formulate overall business strategies and set goals for a firm, while bringing in suitable workplace cultural changes within an organization that would assist in achieving success in overall business outcome. The treatment organisational culture, which became popular during the 1980s, is often considered