Manage Human Resources Services Answers Assessment Answer

planned and effective stakeholder’s panel that will be guiding and advising the office in times of tricky circumstances and where the decision making needs a lot of thinking or advice (Berman, 2010). The stake holders are the team in the company that can help the resource office have a humble time in making decisions and planning the operational side of the business. The interference by the stakeholders can lead to the beginning of unsustainable conditions and a drive towards making huge losses and also low performances. In the context of the external environment, the human resource manager needs to have connection and communication with partner companies and make sure that their partnerships are well protected and sustainable. In such conditions, the manager assures the administration and the entire company of a successful and a productive company that will be sustainable in the market and will have a good partnership deal (Bondarouk & Olivas-Lujan, 2014).

In the cases of the shortage of labor skills in the market, the human resource office is expected to be given enough resources by the company that will allow the manager go for the quality and experienced workforce in the limited market. It is obvious that when the skilled labor is out of market and is on high demand, there will be a lot of challenges in getting quality and qualified personnel. Therefore, the resource manager needs a lot of resources that will allow them to make the best out of their selection and choose the best person for a job post in the organization. In the absence of the necessary tools to help in recruiting the best, the manager risks driving the organization towards a losing end (Tsui & Lai, 2009). The business might get an underproductive candidate who will only utilize the company’s resources and contributing less. Another thing that needs to have is the business confidence. The human resource manage is the tool in the company that should be given all the necessary arms to make the business on its toes and ensure that the business has all the confidence in the goods or products that are offered. As much as business aims at making profits, it is equally important that the organization be confident in everything they do and have the guts to approach things in their views and perception. Having confidence will help the business get hold of their partners and retailers (McConnell, 2013).

A human resource manager requires a candidate that will be dedicated to their work and be at all times a role model in the organization they work for. The office of the human resource manager appears to be the hub of an organization. From an analysis of business documentation, it is seen that the office of the resource manager can be the determinant of the success or the failure of the business. Considering that the human resource department is the body in a company that formulates and implement policies, the personnel in the department is expected to be the first people to be practicing the good ethics in business so the other staff can follow by example. It is a requirement that the human resource manager be a person who practices all the codes and ethics of business (Burke, Noblet & Cooper, 2012). In recommendations, it is recommended that the human resource be a person of principle who will uphold the discipline in the company and make sure that the entire company will follow lead and make a better company. The department should be administered by the people who value business relationship in the work place and also be people who can practice problem solving at times of need. Once the manager will be a role model in the company, all the staff and senior managers will respect the company rules and codes of conduct that will uphold the company discipline and in the end promote the brand of the company. By standing by your principles as a human resource manager, you will have acted firm and promote the company as people will have to be representatives of their company in relation to the respect of the company’s codes and ethics (Hernandez & O'Connor, 2010).

As a human resource manager, it is recommended that you be strict in the laws and implementation of the company codes of conduct. With this, all the staff will be disciplined and will promote the performance of the company in every ways making sure that the productivity of the company is upheld and maintained. The manager will as well ensure that the set targets according to the company’s codes are met and failure to meet these targets should be facing the wrath of the resource manager.

Action Plan

activity	timeline	strategy	resources	Person	Policy
Training employees on maintenance of work station	1 weeks	Meeting and brainstorming within various departments		Service manager	Every person should ensure their work station is operational at all times
Customer service training	1 week	Awarding incentives on best customer service offered		Sales manager	Each sales made should be under strict measures and at the service of the customer’s satisfaction
Performance improvement	3 days	Awarding top performance as of the day of training		Operations manager	Every department should be operational and productive where performance is to be upheld
Maintenance of discipline	1 week	Formulating disciplinary actions and creating their awareness		Human resource manager	Every staff member should be presentable at all times to promote the company’s profile and brand

References

Berman, E. M. (2010). Human resource management in public service: Paradoxes, processes,and problems. Los Angeles: SAGE.

Burke, R. J., Noblet, A., & Cooper, C. L. (2012). Human resource management in the public sector. Cheltenham: Edward Elgar.

Bondarouk, T., & In Olivas-Lujan, M. R. (2014). Human resource management, social innovation and technology. Bingley : Emerald Group Publishing, 2014. ©2014

Hernandez, S. R., & O'Connor, S. J. (2010). Strategic human resources management in health services organizations. Clifton Park, NY: Delmar Cengage Learning.

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McConnell, C. R. (2013). The health care manager's human resources handbook. Burlington,Mass: Jones & Bartlett Learning.

Tsui, A. P. Y., & Lai, K. T. (2009). Professional practices of human resource management in Hong Kong: Linking HRM to organizational success. Aberdeen, Hong Kong: Hong Kong University Press.