The importance of HRM and valuing employees
The importance of HRM and valuing employees
This essay shall critically analyse and discuss the Human Resource Management and Strategic Human Resource Management theories, models in relation to the BHP Billiton organisation. It shall also look at how HRM can motivate the employees and also the criticisms of the HRM model. “Motivation is the act or process of a motive that causes a person to take some action” (Buchbinder & Shanks, 2007, p. 24). Employees are assets to the organisation. They perform the day to day duties needed to run an organisation. BHP Billiton believes that people are the foundation for their success and that its motivated and talented employees who support the BHP charter are their man need for success.
Human Resource Management (HRM) or Strategic human Resource Management (SHRM) is instrumental in BHP Billiton’s success as they have direct effects on the employee’s behaviours, attitudes and performance. According to Sheehan, Holland and De Cierie (2006) Human Resource Management is a vital tool of competitive advantage provides professionals working in the human resources. HRM is unitarism which means the employers and employees are all working towards the success of the organisation as well for the employees themselves. They are all dedicated towards achieving the goals of the organisation.
“If the organisation fails to manage the human element, it will be very difficult to forecast the growth of the organisation; because organisations exist only for the people they serve” (Kar, 2012, p4). When employees feel in tune with the organisation and even enjoy working towards accomplishing the organisational goals their performance will be higher. However there are arguments against this as there are individuals who may feel the organisation will incur more cost while trying to keep its employees happy. E.g. Google spends a large amount of money on expenses that it incurs from providing its employees with benefits and “fun” working
This essay shall critically analyse and discuss the Human Resource Management and Strategic Human Resource Management theories, models in relation to the BHP Billiton organisation. It shall also look at how HRM can motivate the employees and also the criticisms of the HRM model. “Motivation is the act or process of a motive that causes a person to take some action” (Buchbinder & Shanks, 2007, p. 24). Employees are assets to the organisation. They perform the day to day duties needed to run an organisation. BHP Billiton believes that people are the foundation for their success and that its motivated and talented employees who support the BHP charter are their man need for success.
Human Resource Management (HRM) or Strategic human Resource Management (SHRM) is instrumental in BHP Billiton’s success as they have direct effects on the employee’s behaviours, attitudes and performance. According to Sheehan, Holland and De Cierie (2006) Human Resource Management is a vital tool of competitive advantage provides professionals working in the human resources. HRM is unitarism which means the employers and employees are all working towards the success of the organisation as well for the employees themselves. They are all dedicated towards achieving the goals of the organisation.
“If the organisation fails to manage the human element, it will be very difficult to forecast the growth of the organisation; because organisations exist only for the people they serve” (Kar, 2012, p4). When employees feel in tune with the organisation and even enjoy working towards accomplishing the organisational goals their performance will be higher. However there are arguments against this as there are individuals who may feel the organisation will incur more cost while trying to keep its employees happy. E.g. Google spends a large amount of money on expenses that it incurs from providing its employees with benefits and “fun” working