Human Resource Systems: Concepts and Management

Human Resource Systems: Concepts and Management


This paper aims to identify and address various methodological and conceptual issues with regard to HR systems. HR systems ought to target specific strategic objectives and work by influencing employee effort and motivation, opportunities for workers to contribute plus build on their skills, knowledge, and abilities. The paper also explores various concepts regarding labor unions and their laws, mentioning the different types, plus a brief history about them in the USA.

Managing Employee Competence

Various strategies can be applied by the HR department in managing employee professionalism, key among them include; managing employee training and their development.  Voluntary training resources can be used which come in various forms, including; e-learning programs, learning seminars, manuals, articles, and books. For them to be more effective, HR can incorporate tangible benefits through various forms such as advancing the raises and promotions of the employees who participate in the competency training programs. The benefits will encourage the employees to build upon their expertise. HR can also employ coaching strategies as a way of managing the development of workers’ careers at the company (Monks). Regular coaching sessions are an inexpensive and simple approach to improving employee competencies. The sessions provide constructive feedback and aid in improving the employees’ current skills. This allows the workers to deliver their best quality plus also offering more chances for them to learn more once they have a solid foundation.

Managing Employee Attitudes and Behaviors

The HR manager assesses the behavior of the workers to determine their contribution to the business and their overall productivity. In most instances, an individual’s behavior is determined by their attitude. In the workplace, workers can either have a negative or positive attitude about particular services, products or work tasks, management and their colleagues.  If employees have a negative attitude, it results in laziness in doing routine tasks, and they are easily frustrated by minor challenges. Employees with a bad attitude complete their tasks at substandard levels.

On the other hand, workers with a positive attitude make workdays more enjoyable. They complete their duties with minimum complaints and do so to a higher standard.  Therefore, it is essential for the HR head to come up with strategies that build a positive attitude within the workforce, which in turn improves their workplace behaviors. Some of the strategies they could employ include; managing employee performance.  The contribution and performance of the workers to the success of the organization are aspects that can be used to motivate them even more. If staffs are allowed to share their ideas, suggestions, and thoughts to the challenges facing the company regularly and routine work tasks, it builds a sense of accomplishment, a feeling that goes a long way in boosting a positive attitude within the work environment. Performance reviews are essential in assessing the progress of the employees, and if applied effectively without bias they make the workers feel important, elevating their motivation (Youndt).

Managing the employees’ compensation structure is also anothe

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