A Review Of Hrm Decision Making In Organization Assignment Sample
Slide 1: Introduction
- The Human Resource Management (heMRMHRM) is a vast part of the organisational framework where it accommodates the employee life cycle in the organisation
- It specifically coordinates the recruitment, hiring, learning and development, skill up gradation, change management, reward and motivation, retention, compensation and post retirement services
- The organisational decision making in HRM practices is influential to manage the business affairs more authentically
The business affairs are continuing the operational procedures according to the business plans and objectives to gain the market popularity and business growth more optimistically. The HRM practices determine the business attitude of the organisation with employee effort and job satisfaction to successfully operate in the market with sustainability.
Slide 2: Company background
- BT group is the oldest communication company which was started its journey since 1846
- BT group is the united kingdom’s (UK) fastest mobile network with fibre optic cable as well as driving the digital transformation across the globe with more than 5000 patents
- It employee strength is more than 100,000 people across the globe serving the customer in 70 countries (com. 2022)
- The company made the annual revenue more than £22.8 billion in the year 2020 through it global operation
BT group formerly known as British Telecom and operated since 1846 with serving consumers across the 70 other countries worldwide with more than 100,000 employees and made revenue more than £22.8 billion in 2020.
Slide 3: Organisational decision making in HRM
- The organisational decision making of BT group in HRM is quite effective to monitor and address the employee and associated issues effectively
- It incorporated the global mindset and ones in the organisational culture to accommodate the global workforce having diversity and engage in creativity to satisfy the consumer
- The HRM decision making transforming the workforce agile and flexible in any disruptions to support the business process appropriately (irum and yadav, 2019)
- It exercises a clear and transparent approach in conflict management and negotiation for employee pay and benefits corresponds to employee job satisfaction
- The company cooperate with the business schools across the globe for accessing higher quality candidates
The HRM decision making is effective for the business management to deliver the business outcome more comprehensively in the business affair with growing stability in employee management, pay and benefits, reward and motivation and retention plans. The HRM decision making has outlined the organisational objective, market trend, and brand reputation and employee effectiveness in satisfying the consumer interest (Irum and Yadav, 2019). The decision making allows the organisation to work together with the best minds across the globe for creativity, initiatives and innovation with resolving business issues more deliberately to fulfil the consumer needs.
Slide 4: Evaluation of HRM approach
- The HRM decisions that are usually taken by the organisation depends on the several steps, which includes the Field Review Method under the Proactive Method, where the observation of the different employees is observed
- The Proactive Method of the HRM assesses the direct performance of the employee where the employees may face several challenges, where the different objectives of the organisation regarding the profitability have been given priority to understand and explain the challenges
- The Proactive Method of the HRM evaluation approach determines the direct measurability of the threats that the organisation, where such issues may directly be resolved with the understanding of the emotional relationship and benefits that may not be measurable directly accruing to the employees
The Proactive Method usually focuses on the HRM considering the employee functioning style, where the management style is mostly concerned with the different meeting of the organisational expectations. The method of predicting the future challenges that may be faced by the organisation has been better evaluated by the Proactive Method of the HRM practices have been transformed to be more digital. Different organisations have been inculcating the digital system of better observation on employee performance, where the transformation in the HRM has been more elaborative to have better employee innovation (VARDARLIER, 2020). The Proactive Method has the scope where the HRM may decide upon the performance of the different employees and understand the ways to resolve the organisational challenges that may directly scan and spot out the root issues.
Slide 5: Discussion in support for the HRM approach taken
- The Proactive Method that has been taken by the HRM practice to be more concurrent in terms of the exact nature of the issue that maybe present within the organisational structure
- The Proactive Method directly has the setting up of the Risk Management team which mainly identifies the threats present within the organization has the anticipation of the probable business failure or different rivalry risks associated
- Proactive method has the best beneficial title of understanding the exact nature of the task and the different issues that the task faces usually, where the reduction of such issues is a major objective
The setting of better and rigorous planning for the different future situations may let the organization to function with proper anticipatory cautions, which may indeed reduce the financial risks. The amount of the costs that are directly involved in the process of not being able to set up a definitive plan structure and thus test the direct understanding of the practicality of the solutions that may be appropriate to the identified issues. The planning structure of an organisation takes into account the feasibility of the resilience planning, where the structure of the planning may consider the challenges that consider the different corporate ecological portions (Sellberg et al., 2018).
Slide 6: Contd…
- The Proactive Method usually is solution oriented, where the different scopes of having the issues found within the organisational structure is solved with better alignment
- The quality of the task that is allotted to an employee may contain issues, which is directly found and mitigated with the Proactive Method, and the method employed in the modern age the digital method of having the Artificial Intelligence (AI) to be more precise, and understand the nature of the issues better
The Proactive Method oriented approach that usually considers the anticipation of the problems and the better information syncing with real life corporate issues to have business forecast be more effective in the future is proven to be more attainable (Henttu, 2018).
Slide 7: Conclusions
- It is being concluded that, decision making in HRM practices is crucial for business management to direct the organisational vision and mission more clearly
- The decision-making actualize the business needs in market competition with effective recruitment, payments, learning and development opportunity for reflecting the business competence
- It energise the employee commitment towards organisational objective and leadership with trust and loyalty with increased effort and productivity
The decision making in the HRM practice is to define the organisational aim and business correspondents with intertwined business approach. It benefits the organisational culture to collaborate the diverse employee strength with transparent conflict management to boost the organisational productivity in the market option.
References
Bt.com. 2022. [online] available at: <https://www.bt.com/bt-plc/assets/documents/digital-impact-and-sustainability/our-report/report-archive/2006/employees.pdf> [accessed 22 february 2022].
Irum, a. and Yadav, r.s., 2019. human resource information systems: a strategic contribution to hrm. strategic direction.
VARDARLIER, P., 2020. Digital transformation of human resource management: digital applications and strategic tools in HRM. In Digital Business Strategies in Blockchain Ecosystems (pp. 239-264). Springer, Cham.
Sellberg, M.M., Ryan, P., Borgström, S.T., Norström, A.V. and Peterson, G.D., 2018. From resilience thinking to Resilience Planning: Lessons from practice. Journal of environmental management, 217, pp.906-918.
Henttu-Aho, T., 2018. The role of rolling forecasting in budgetary control systems: reactive and proactive types of planning. Journal of management control, 29(3), pp.327-360.
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