The influence of human resource management for enterprise--Report代写范文

Report代写范文:“The influence of human resource management for enterprise”，这篇论文主要描述的是人力资源管理（HRM）作为企业管理中重要的一部分，能够帮助企业优化内部资源的管理，规避一些企业可能存在的问题，提供企业的工作效率和员工归属感，因此人力资源管理在现代瞬息万变的市场环境中显得至关重要。

Globalization trend creates a more competitive market environment, which makes modern business organizations increasingly become at high risk from poor corporate performance or low profits.  Human resource management (HRM), as one of the vital strategic management processes, helps firms to avoid potentially serious issues.  Accordingly, the business organizations need to enhance efficiency and expand their word-wide business in terms of both objective and subjective requirements.  Therefore, the role of HRM becomes of the essence because of the fast-changing market environment.  This paper analyzes two aspects mentioned above about why HRM has such profound influences on companies that it could functions strategically in business institutions.

HRM has become an indispensable resource in modern business administration in terms of three aspects of requirements grossly, namely contemporary changing environment of HRM and global economy, institutions’ internal demands as well as employees’ individual development and compensation.  However, the globally external objective environment determines the corporate’ subjective demands, including employees’ career satisfaction.  At the same time, the business organizations’ internal improvement would in turns stimulate global economic development.

Firstly, since fierce competitions are intensified in the field of research and development, HRM is responsible for executing technological innovations to enhance the effectiveness of the corporate operation.  For one thing, HRM has a competitive trend in the constantly changing economic environment with increasing need for new technical achievement.  Especially in those knowledge-driven industries, there is a need for human resource (HR) practices focusing on R&D programs and project, maintaining a competitive advantage to improve organizational innovation ability.  For instance, as an indicator of firm success in producing and developing new products, the quantity of the new product explicitly demonstrates how a firm invests in innovation (Chow, I.H and Liu, S.S., 2006, p.5)

For another thing, there is faster product replacement rate with shorter product life cycle.   Thus, HRM plays an essential role in innovation, demands management as well as operation management to meet a broad range of customer demands.  To improve the competence of forecasting demands and innovating, certain companies who are facing intensified challenges make an effort to shorten the product life span.  Intel, the world's largest semiconductor chip manufacture, timely presents main new products with shorter life cycle in server, desktop, and mobile devices areas (Wu, et. al 2010, p.1).  However, for fashion industry, the product life cycle is a particularly short because of the changing mood of the customers, who is almost the director and indicator of the fashion trend.

Cucchiella, et al (2010, p.3) elaborated the life cycle of fashion products by illustrating their sales over time.  In the case, HRM needs to acquire strategic managerial techniques since the sales of the fashion products would sharply decreased when they reach the peak, following with the end of their life cycle.  Therefore, the complexity for HRM to execute management demands and operations increases especially in these fast-changing industries with high innovation rate.  Secondly, the whole industry is deemed in an increasingly growth trend, which indicates more job-hopping happenings result from intensified competition.  Enterprises in the same industry especially those small and medium-sized enterprises (SMEs) are confronting with profound difficulties.   As a result, HRM in the corporate should contribute to retain “loyal and committed” workers in response to the serious problem for their positive results.  For example, when the two directors of Deakins India Private Limited are influenced by the severe competition from China which is a super manufacturer, Kain and Garg (2006, p.2) query whether any business management models should be altered.  Nevertheless, although it seems that the HRM have to explore a new model to deal with changeable situations, not all HRM have the ability to improve SME performance despite of their wishes.  Premier India Ltd., as an example of unionization, gets caught into crisis and could not accomplish employee commitment (Kain and Grag, 2006, p.3).  Thence, HRM is in urgent need of enhancing the sense of belonging of staff through the process of training and compensation.

Thirdly, accordingly, HRM focus on selecting, training and appraising as well as developing staffs to retain them.  What the fundamental objective of these measures is to make contributions to employee loyalty and make profits for business organizations in the end.  Zheng, C. et al (2006, p.3) illuminate that HRM policies are applied to operations such as employee commitment, integration and flexibility for the purpose of stimulating performance outcomes.  As individual staff’s performance improved, the organization performance will definitely acquire more effectiveness to some extent.  So the basic requirements of the business organization will be achieved if there is high level of employee loyalty.  Furthermore, compensation would have a further impact on staff commitment for their satisfaction inside their mind and heart.

Lastly, HRM hence focuses on compensating and satisfying their personnel.  Not only employees’ safety, health and security are guaranteed by the HRM process, but also individual reward and benefit could not be neglected.  Otherwise, the effectiveness of the business organization would be weakened drastically due to the dissatisfaction of employees.  There exist surveys reflect that only a quarter of the personnel joining in motivation programs designed for individual performance is disappointed at the internal reward system in their institute (Chow, I.H & Liu, S.S., 2006, p.3).

Thus, HRM should not only assess employee satisfaction but also exert compensation programs to make them be satisfied with their career for the firm’s profits.

This report provides a perspective of basic responsibility and function of HRM through analyzing existing objective and subjective factors.  On one hand, there is an intensified competition among business organizations under the globalization trend. On the other hand, both of the institutions and individual employees are in urgent need of strategic management in order to achieve the corporate profit target as well as meet individual development needs.

HRM plays a central role in managerial aspects including technical innovation, management of customer demands and operations, employee commitment as well as training and reward.  Therefore, in the both external economic and internal context, the benefits of business organization could be generated through the process of implement of HRM.  Consequently, HRM positively affect the operation of modern business organizations through its effective strategy and utility.

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