Hrm Maintaining the System

Abstract

The purpose of this research report is to identify and discuss the methods currently used by the Human Resource departments in the world class organizations, with the focus on maintaining the Human Resource systems already in place. The articles provide an examples and definitions showing the role of Human Resource Management in maintaining organizational integrity and motivation, as shown in the "Compensation & benefits: redefining value and success in the workplace" article ("Compensation & benefits", 2011).

HRM Maintaining the System

The benefits of the Human Resource Management have been discussed in great details throughout many academic and business publications. The system is rooted in understanding that employees and employers need to work together to make a company run smoothly and to achieve success. The employer acts as the leader, with employees following the vision and the goals. When something needs to be done the employer leads by example motivating employees through the various methods, such as compensation, benefits or other forms of recognition ("Compensation & benefits", 2011). The employers are always striving to find the best employees, the most talented; and so they have to offer competitive rewards system geared to the employees and their needs.

Literature review

The first article published by Hyphen Recruitment Outsourcing, was originally presented in the HR Magazine in March of 2011, and titled "Compensation & Benefits: redefining value and success in the workplace" ("Compensation & benefits", 2011). The author of this article was not disclosed but the actual publisher provides enough credibility to be acceptable for this study. This article discusses how many workplaces now have employees from different generations, and how each generation has something unique which motivates them. This approach is seen in this example: "By breaking out of rigid compensation and benefits packages focusing on pensions, employers can cater for Generation Y's desire to take control of their work/life balance and foster a sense of organizational altruism, which ultimately helps them to attract and retain the best talent ("Compensation & benefits", 2011)." With the ever changing workplace, companies cannot simply increase pay but must find alternatives which will encourage and motivate current workers as well as attract the new talent.

The second article by Ford and Tetrick focuses on a different aspect of Human Resource Management, by focusing on Safety. Titled "Safety Motivation and Human Resource Management in North America" this article reviews the contributing factors to safety in the workplace including: "working conditions, engineering controls, human knowledge, skill and motivation and a complete approach to managing safety needs with focus on both the physical and the human aspects of safety" (Ford & Tetrick, 2008). Published in 2008 by the International Journal of Human Resource Management, this article reviews the environmental and human aspects of safety within the workplace and offers successful approach to managing safety within organizations.

The third article by R.S. Shuler instead of discussing a single focus aspect of the Human Resource Management instead provides a model which outlines how human resources can be used to carry out the mission and business needs of an organization (Schuler, 1992). While being somewhat dated, due to the publication date of two decades ago, this article still provides the reader with a strong background to the 5P program, which is still widely used throughout the Human Resource practice. The 5P's represent Human Resources Philosophy, Human Resources Policies, Human Resources Programs, Human Resources Practices, and Human Resources Processes and defines the frame of any successful organization (Schuler, 1992).

The final article by Peter Reilly and Tony Williams focuses on how to

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