Running head: READINGS&nbsp&nbsp 1


October9, 2014.

Human Resources Management

Readingweek 5-Community,Work &amp Family by LotteBailyn &amp Mona Harrington

Thearticle focuses on understanding the integral link betweenfamily-work life and how their interdependent factors influence thedesign of work process. The work process and expectations have agreat impact on employees’ performance in relation to their familyobligations. Human resource management needs to understand the familydynamics that surround various employees in order to integrate themwith work designs. Human resources need to arrange and design work sothat it does not interfere with family obligations of employees.Human resource management need to adequately care for the employeeswork as well as family care needs to enhance ‘balance’ andpromote productivity among employees.

ReadingWeek 6- Questioning‘Ethical’ HRM by Michelle R. Greenwood

Thereading is useful in understanding the various ethical practicesadopted by human resources in organizations. In most cases, humanresource management practices are either inclined towards engagingemployees’ interests or acting in the interests of employees. Thearticle gives more insight on practices that the HRM need to adopt toenhance employee’s performance. It is important for HRM to engageemployees in consultations, training and development. Good HRMethical practices demand that the HRM should be a means through whichemployees’ commitment is gained to achieve organizational goals.One learns that human resource managers need to apply their softskills in winning the hearts and minds of their employees. Thiscommitment is achieved through HRM practices such as developingteamwork, flexibility, cultural management and training employees atwork place.

Readingweek 7-Employee Attraction and Retention in the Australian ResourcesSector by Kate Hutchings, Helen De Cieri and Tracey Shea

Inthe article Journal of industrial relations, various issues arecovered on how to attract and retain employees. In particular, thearticle study is insightful on how organizational practices, as wellas external issues, influence industrial relations at workplace.Although most organizations have implemented effective measures toattract and retain the right skills among their workforce, one learnsfrom the article that there is more that need to be done to enhancegreater diversity and work-life balance. The article elaborates ongood employment practices and strategies that increase workattractiveness especially in remote areas. Overall, the article helpsone to learn that, there are various strategies that could be used byHRM to create high performance work place. This is through developingeffective workplace communications, engaging employees indiscussions, attractive incentives and work-life balance amongothers.

Readingweek 8-Supportivework practices by Hélène Mountford

Thearticle focuses on strategies that the HRM need to apply in order toretain older workers. One learns that the human resource managersneed to develop supportive work environments and recognize the skillsand abilities of the older workers. In the same line, the HRM needsto offer training opportunities that enhance the older workers careerprogress as well as providing them with opportunities to coachyounger workers. The article captures a study conducted on severalorganizations to assess the efficacy of supportive work practices inretaining older workers’. From the study and article analysis, onelearns that most organizations have adequate strategies of retainingolder workers.

Readingweek 9-Starperformers by Adelle J Bish and Boris Kabanoff

Workersperformance helps HRM in assessing and managing employees’ talents.However, very few organizations have effective management measurementfor developing outstanding performances at work place. The article,Starperformers task and contextual performance,expounds on ways of identifying key performers and talents within anorganization. One learns a great deal of what constitute effectivetalent management practices at workplaces. In this way, the articleis insightful on various aspects that HRM needs to look at inidentifying star performers, contextual and tasks performers. Thearticle is useful on HRM practices that managers need to use inidentifying, developing and managing talents to increase organizationproduction.

ReadingWeek 10-Total Rewards by KarlFischer, Steven E. Gross, and Helen M. Friedman

Thearticle focuses on HRM practices that develop rewards strategies tomotivate employees in improving their work performance. The articleis useful in the understanding of HRM practices that promotesemployees’ motivation. The goal of HRM is to develop strategiesthat enhance employees’ productivity. One strategy of motivatingemployees is through competitive rewards for their work. Employeesare highly motivated when a competitive benefits package is givenafter their work services. By offering total package to employees, Ihave learned that HRM can to improve work retention, enhanceproductivity and consequently increase organization returns. Inaddition, the article is insightful on ways through which totalreward packages are aligned with individual employee needs andtalents to enhance their productivity.

ReadingWeek 11-Workplacebullying by Darcy McCormack, Nikola Djurkovic and Gian Casimir

Thearticle onWorkplacebullyinggives insightful perspectives on various negative behaviors inworkplace. The HRM has a great responsibility in assessing andmanaging negative work behaviors that interfere with others workperformance. In most organizations, negative behaviors such asbullying and sexual harassment are common. These behaviors are rarelyreported and when reported the organization management are slow inaction. The resulting effect is low self-esteem, psychological stressand isolation by the victim. The article is essentially useful inunderstanding the role of HRM and how such negative behaviors couldbe addressed. In particular, the article helps me relate myunderstanding of HRM and practical work life experience. Myunderstanding is that most organizations have weak HRM practices todeal with bullying cases and hence the low reportage rates atworkplace.