Human resources management explores the ways in which an organization attempts to create activities to coordinate for the human resources aspect of the firm (Rue, 2004). Since Human resources management (HRM) is concerned with the well being of the employees and the distribution of labour throughout various departments by ensuring that there is a great balance between supply and demand, it is important to understand its dynamics. In the modern business world, human resources management could be viewed as a crucial investment project that requires careful planning and administration (). Furthermore, for firms to always stay a step ahead of its competitors they are required to recognise aspects that help employees align their work towards the objectives of the organization. This essay will particularly look at Nike, its workforce in the third world countries and showcase the relevance of human resources management in the company and how it helped the firm meet the organizational objectives fully. Brief Background on Nike Inc:
Nike is a successful multi-national that specializes in sporting apparel that has established its popularity by utilizing various marketing strategies that include sponsoring major athletes, for instance, Michael Jordan and Ronaldhino. Bill Bowerman and Phil knight formed Nike Inc under the partnership name, Blue Ribbon Sports with an aim to produce high-quality Japanese athletic shoes to the American consumers (Nike Inc, 2012). Nike aims to “develop products that help athletes of every level of ability reach their potential, or to create business opportunities that set Nike apart from the competition and provide value for our shareholders”, (Nike Inc, 2012). The organisation’s mission statement is “to bring inspiration and innovation to every athlete”, (Nike Inc, 2012). Moving forward, human resources management can be defined as “the formal part of an organization that is responsible for aspects of the management of its people”, (0). Firms are now required to have a solid human resources (H.R) plan because failure to do so can result in the organisation’s reputation being tarnished. For instance Nike had problems with various pressure groups because of their inability to foresee the importance of having a decisive H.R policy that would have had them avoid exploiting workers in poorer countries, some of whom were children (www.ethisphere.com). Lepak, Liao, Chung and Harden, (2006) argued that without the basic understanding of the conceptual background that include the environmental challenges that can influence the way firms do business (like exploiting labour), it would difficult to see the potential faults within the current H.R policies of an organisation, hence the over sight on Nike Inc’s part. Gomez-Mejia, Balkin & Cardy (2003 as cited by Mohammed and Ibraheem, 2011), further argued that there is the need for firms to clearly specify their objectives and allow HRM to increase the organization effectiveness and efficiency. Employee Recruiting and Placement:
Recruiting is a vital aspect of HRM. The people employed can prove to be integral in the overall success of the organization, (0). In addition, failure to employ effective and competent workers may result in productivity decreasing within the company and potential profits not being realized. Recruitment is defined as “the process of seeking and attracting a pool of candidates for job vacancies to be chosen”, (Rue, 2004). Burack and Smith (1982) further argued that employing the most suitable candidate is essential when a firm requires to fully utilize the human resource system. For instance, Nike tries to employ people that are creative and flexible in the service aspect of the organization and people over the age of 15 in their manufacturing division, (Nike biz, 2012). It is important to note that hiring a creative and flexible workforce enables Nike to be competitive when pitted against other major brands that include Puma and Adidas....
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