Type: Management
Pages: 5 | Words: 1221
Reading Time: 6 Minutes

Human resource management is an important strategy for every company as well as for the leader and workers. The main dimensions of a management strategy are the strategic plan, leadership, strategic goals and tactics. They are necessary for solving problems, making decisions and collaborating with other companies. Nowadays, a management strategy is an essential part of the company’s forming and development. Human resource management uses the notions of employment, recruitment, selection, and training. Human resource management consists of three cycles: planning, developing and acquisition.

Planning is the choice of strategy and actions. Furthermore, the right planning is a good start to self-realization and self-perfection. Undoubtedly, an individual’s ability to plan is the central and important part of the management strategy.

Developing is the process of acquiring new skills and methods. It is the organization of human resources and the organization’s workforce. The main aim of the HRM strategy is to attract, select, train, educate, estimate and reward employees. However, it is worth saying that HRM’s objectives are employees, customers, clients, and consumers. Acquisition is the process of getting new knowledge and experience and the possibility to put them into practice. These cycles have the direct and indirect relations to an effective human resource management. Direct relationships include a strict action plan with a strategy and defined methods. The indirect relationships consist of the spontaneous creative plan and strategy that can be changed in the work process.

Talent, innovations, experiments, practice and endless possibilities are the main characteristics of Human Resource Management. Every person can develop oneself, but the level of potential and abilities are difficult to measure. This level varies from person to person.

A human resource management strategy intends to fulfill one’s potential and find it in other people. It is an intention to see people’s talent and something that differentiates one person from another. This is the human resource management that links a labor market and our central cultural and ethical values. It is wrong to think that HRM strategy is only important for business companies, organizations, and the labor market. HRM is essential for every hard-working personality who tries to develop his/her abilities and skills. Human resource management has a connection with management and is an integral part of it.

The main notions of human resource management are exceptional individuals (rare, creative individuals who must be experienced), talent (for instance, creative writing and storytelling skills), innovative capacities (for example, driven, innovative, cutting and new ideas), endless possibilities (for example, effective time management, communication skills, creative projects, etc), imaginative people (for instance, experience of directing creative projects).

The private sector includes privately owned organizations. It is not part of the government. Furthermore, in the private sector, human resources are developing more successfully. First of all, the private sector is more profitable, and it shows interest in human resources that will develop, create and put into practice.

The public sector is a governmental sector (federal, provincial, state, municipal). Besides, human resource management is not as developed in the public sector as in the private one.

Human resource management deals with the internal paradoxes. A paradox is an ambiguity and inconsistency of two or more positions that can provoke conflicts and contradict each other. For example, the company is looking for a copywriter who should be experienced, educated and able to perform creative projects. It means that they are looking for exceptional individuals, talented and imaginative. When, at last, a person is suited for all these characteristics, this company refuses him/her.

It is necessary to mention that there are a lot of people that are looking for work. In this case, we deal with exceptional individuals who will be the best and who will be different from all other candidates in this position. This example demonstrates that the employer has his management strategy, and he is the one who can decide whether the candidate is talented and suitable for this work or not. One cannot know whether the employer is talented and knowledgeable; however, only he decides to employ the person.

People have less freedom at work than they do when free from work. Employees must come home on time, perform their duties carefully, and be patient and hard-working. The paradox is that in order to earn money, people should sacrifice their freedom and time.

The situation’s paradox is that the division manager does not want to invest money in training. The Training Plan may be a good and successful one. However, the division manager wants the invested money returned very soon. It is impossible as the training process is not profitable; it is only the step to earning money. There is nothing strange that the division manager refused. I think it is necessary to wait and organize training to make the affair successful. That is why one should put into practice this Training Plan.

If I get feedback from the situation above that approves of the Training Plan, I will do my best to attract employees and stimulate their desire for training. Training is not only getting the necessary skills but also the resources and competences for certain work.

Strategic “resources” and “competencies” are the base of any organization or company, which is why employers are always looking for qualified workers. The main strategic “competency” is the effective teamwork, which stimulates to a good result and unites people with a common aim.

Employees should work on managing teamwork, leadership, knowledge of organizational goals and strategies, respect for others and collaboration, which are advantages for the development of any company. The strategic “resources” focus on individual skill development, individual responsibility and achievement of goals. When a person owns the necessary resources and competence, he/she will reach what he/she desires.

If I were a manager, I would take care of my employees. If their work is excellent, they deserve a good salary. To me, a good salary is a wonderful stimulation to good work. I am convinced that a salary should depend on employees’ work. Reclassification of employees is also a good stimulation to good work. I think I will reclassify as every employee’s skills and knowledge is different. If I have an opportunity, I would propose my program. This program would define the quality of the employee and his/her salary. As a manager I would try to help people in any case. It would be my human resource management strategy.

My actions would undoubtedly have advantages and disadvantages. However, only special people who can act, find, work, cooperate, collaborate and explore will deserve a good salary. I am sure that every person has endless possibilities to do something and benefit our society. The main thing is to develop constantly oneself, practice and create something new.

In conclusion, it is necessary to mention that human recourse management is an important activity for every organization, the leader, and the workers of this organization. The main dimensions of human resource management strategy are the strategic plan, leadership, strategic goals and tactics necessary for solving problems, making decisions and collaborating with people. Nowadays, a management strategy is essential to any company’s or any person’s forming and development. Choosing the right direction in any sphere is the main component of success.

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