Saturday, December 7, 2019
Human Happiness in CPM and HRM Samples Ã¢â¬ MyAssignmenthelp.com
Question: Discuss about the Human Happiness in CPM and HRM. Answer: Introduction It is very important to understand the role of the contemporary people management and the human resource management on the humanity. The organizations can be riun by a perfect application of the human resource management and the strategic HRM plays a huge role in confronting the problematic situations within the organizations. Another important aspect in the running of the organizations is the contemporary people management. Both of these have a major role to play in understanding how the organizations are run smoothly. The employees are the key people in the organizations and their happiness is very important for the organizations as they can perform better only if they feel good from inside. The communication skills between the employees and the management play a major part in determining the human happiness. It is quite easy to understand the human happiness is to be kept at the top of the priority list. Human happiness in CPM and HRM The term contemporary people management or CPM is the fact of how the managers of the organizations (Hall, Pilbeam and Corbridge, 2012). Some of the managers have good communicating skills in the organizations and some have very poor ones. The working environment changes very radically and the working types of the managers change as well. The management model of the future focuses on the fact that the leaders or the managers should lead the workforce from the front (Goetsch and Davis 2014). According to the previous notions, the employees were driven by the fear and notion of the command and control by the managers. This fear was in the minds of the employees that prevented them from communicating with the managers in free minds. This drove them to the mental dissatisfaction of the employees (Abraham 2012). The people or the employees have to be managed in a good order because they are the most valuable assets of the organizations. The managers have to understand the technological aspects of the recent times. The managers cannot become the IT professionals in a day but they should be able to understand what the employees want from the authority. The managers need not understand the ways the employees work in their respective fields or the ways their working procedures impact the earnings of the organization (Whetten and Cameron 2014). The managers should be able to understand the ways the employees perform in their fields and how they handle the customers should be understood by the managers. This would give the managers a boost and bring the human happiness in the working atmosphere. There are some other needs for the organizations and society as well by which they will be able to understand what is required of the human resource management of the organizations. The development of the organization needs to be executed by the proper human resource management policies (Parry Stavrou and Lazarova, 2013). The human resource management and contemporary people management contributes a lot to the development of the society and humanity as well. The contemporary people management is the policy that has been developed to improve and develop the habits and techniques of the practices in the public and private sector that would be healthy enough to improve the conditions. The individuals being designated should be looking to improve their habits and take up such programs by which they can improve the humanitarian practices and so something good for the society. On the other hand the HRM department looks after the recruitment and development of the employees because they are the assets of the organization (Bratton and Gold 2012). They produce the productivity for the organizations that increases the value of the organization. The responsibility of the organizations is to provide the essential necessities to the organizations and this is the first priority of the human resource management by p roviding value to the organizations. The professionals of HRM know that they have to provide the rewards to the employees who have been constantly performing well in random. The HRM department should always perform their tasks by assuring the public trust for the organizations and pay the employees at proper times, giving bonuses, behave with the employees in a good way and others. They should provide the employees with the opportunities for career development that would in turn, benefit the profit of the organization. The well being of the society can also be reflected by the activities of HRM by the blessings of corporate social responsibility (Tai and Chuang 2014). The primary responsibilities of the organizations include that of the ethical behaviors to their employees and their commitment to the social development and improvement of the human lifestyle. The organizations can take up certain charity activities that will help them to create a good brand image in front of the society. These social activities will lead to a direct social benefit and help the organizations to present themselves in a better way. The HRM department can also opt for the cleanup programs and the education drives among the poor villagers and children (Jamali, El Dirani and Harwood 2015). They can also select to arrange medical camps and health checkup activities for the poor people of the slums and villages. These things will be helpful for them to engage in a battle for supremacy among the other organizations (Spicer 2013). As a part of the CPM activities, the organizations can choose to implement certain programs by which the organizations can uplift their social reputation. Both CPM and HRM deals with the relationship with the public and they tend to build a strong relationship with the organizations. The bridge between the public and the organizations should be built to establish the harmony. The Human resource management should ensure the fact that the productive employees should cater to the social benefit of the organization as well. The employees should be provided with the job satisfaction that is an essential part of the organization. Both these bodies of the organization should work hand in hand to improve the quality of the organization and improve the social problems and cater to the benefit of the society. These plans and actions should lead the organizations to gain short term and long term benefits. This is because the organizations operate within a social environment and they should return the favors as well. The classical utilitarianism is one factor that focuses on the human happiness and the improvement of the social standards (Dez-Mart n, Prado-Roman and Blanco-Gonzlez 2013). The happiness and satisfaction of a total number of the members is quite important. As the HRM helps to develop the capacities of the employees, the more skillful employees should be looking to utilize their potential and lead their morals for the happiness of the entire community. The CPM activities should lead the organizations to achieve the best outcomes for the society and cater to the principles of the social utilitarianism. According to the philosophy of the classic utilitarianism, the best outcome must be achieved from the activities that are undertaken. The Happiness principle is one of the main elements in this philosophy and the human happiness is a part of it. This is also applicable for the public and private sector organizations as well. The greatest good should be done for the greatest number of people. In this scenario, the CPM activities should be done in a way that the society is benefitted. The activities should be virtuous and should be effective for a community (Abernathy and Lattal 2014). The development of the lifestyle should be aimed for. The HRM activities should also act for the betterment of the employees. The more skillful and developed employees will act as better instruments for the social welfare and they can arrange for many soc ial activities. It should be looked at that the performance delivery should be very much centered about the human happiness. The ethics within the CPM and HRM practices is essential as it is focused on doing the human good. The happiness of the human beings is indeed important since the development of the communities cannot be achieved without the active participation of the human beings. The utmost focus should be on the development of the human beings and the society. The human happiness should be achieved. The morality should be maintained in the CPM and HRM practices (Berman et al. 2012). The outcome of the action determines whether the action is right or wrong. In this manner, it can be said that the HRM and CPM practices should be entirely catering to the needs of human happiness and the well being of the society. So, the activities should be done in a manner that the overall satisfaction is gained by the employees and overall development is done for the organizations. Conclusion The essay can be concluded by saying that the practices of CPM and HPM are very elemental in gaining the human happiness. The social responsibilities of the organizations should be aimed for by all the organizations. These matters will have to be showcased by the organizations since they are operating within a social business environment. The human happiness of the society is of utmost importance is crucial for the society and this must be gained by any means. The attempts to achieve the human happiness in society should be random and the CPM and HRM activities should lead the way to achieve this. References Abernathy, W.B. and Lattal, D., 2014. Organizational behavior management.The Wiley Blackwell Handbook of Operant and Classical Conditioning, pp.645-668. Abraham, S., 2012. Job Satisfaction as an Antecedent to Employee Engagement.SIES Journal of Management,8(2). Berman, E.M., Bowman, J.S., West, J.P. and Van Wart, M.R., 2012.Human resource management in public service: Paradoxes, processes, and problems. Sage. Bratton, J. and Gold, J., 2012.Human resource management: theory and practice. Palgrave Macmillan. Dez-Martn, F., Prado-Roman, C. and Blanco-Gonzlez, A., 2013. Beyond legitimacy: legitimacy types and organizational success.Management Decision,51(10), pp.1954-1969. Goetsch, D.L. and Davis, S.B., 2014.Quality management for organizational excellence. Upper Saddle River, NJ: pearson. Hall, D., Pilbeam, S. and Corbridge, M. eds., 2012.Contemporary themes in strategic people management: a case-based approach. Palgrave Macmillan. Jamali, D.R., El Dirani, A.M. and Harwood, I.A., 2015. Exploring human resource management roles in corporate social responsibility: the CSR?HRM co?creation model.Business Ethics: A European Review,24(2), pp.125-143. Parry, E., Stavrou, E. and Lazarova, M. eds., 2013.Global trends in human resource management. Springer. Spicer, C., 2013.Organizational public relations: A political perspective. Routledge. Tai, F.M. and Chuang, S.H., 2014. Corporate social responsibility.Ibusiness,6(03), p.117. Whetten, D. and Cameron, K., 2014.Developing Management Skills: Global Edition. Pearson Higher Ed.