Assignment provides an in-depth knowledge of the human resource department through various concepts practiced in firms

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Now a day human resource management is one of the most seek practices in many of the industrial firms. Not only the big one but the small SMEs' are also adopted the human resource policies effectively by recruiting skilled personnel. Human resource management plays strategic roles in managing people as well as work environment and culture. The below assignment provides an in-depth knowledge of the human resource department through various concepts like talent management, leaders’ intuition, legal and ethical problems and benefits policies.         

Global versus National Talent Management and the Talent Management Process

Learning and development process is the key piece of the talent management process but this is difficult to convince the other senior officials of any organisations' leadership team. Though the human resource department must have to work with the par of human capital, in real life this doesn't show up (Clomedia.com 2018). Without the link and integration between talent management and development and learning activities, employees may not able to contribute the highest level of performance level. Global training programme mainly zeroed in helping the delivery of training, not only they could put together but also packaged and standardised training (Clomedia.com 2018). Global talent management program within the company often posed as successful, however; there are some hard times in training offshore employees most of the times.

For developing the preferred global taxonomy, Google needs to prepare a rationale for three important key positions by identifies the competencies and requirements of the certifications. As described by Bratton & Gold (2017), preparation of any rationale always demands the skilled personnel with effective knowledge and management abilities. Google just need to develop talent in three positions like a technological developer, business manager and operations managers. Talent development in technology area will help the company updating its software versions always, software skilled in this arena will store, deploy and build websites and cloud platform type of applications more creatively. As described by Brewster & Hegewisch (2017), an efficient business manager fosters the very onsite relationships with the sales vendors within the country, build the outsource facilities by working with the sales vendors. Recruiting of the operational managers will help the company in managing the monitoring of the active headcount, ongoing demands and recruitment policies from the lines of the business for ensuring optimum resources all the times on site.       

Resistance to Talent Management and Leaders’ Intuition

Strategically development of talent is known as one of the most successful and practical ways in developing and maintaining top talents. As commented by Chelladurai & Kerwin (2017), any successful leadership development initiates with onboarding new talented new hires followed by places, where employees engage in beginning in planning their respective career paths. Self-driven career development initiatives are often ideal for fostering assessments and development plans of employees’. Additionally, coaching and mentoring of the employees will help the employers in keeping employees long for developing leaders, who manage organisations’ processes and cultures (Brewster, Chung & Sparrow 2016). On another hand, facilitation of the leadership development within the technology help the new hires on board by continuing the development processes and the ultimate filling of the important leadership roles. There is also a constant requirement of training, monitoring and motivating within both the parties employers and employees for ensuring the talent sustainable management for combating resistance.

Leaders have the skills, knowledge and experiences for sharing in a consultative role that delivers listening ear, direction, resources and suggestions. As described by Marchington et al. (2016), this is much more supportive and nurturing way for developing a leader and also as effective as the other results. Leaders, who prefer their own methods in identifying the high skilled employees often enjoy the maximum amount of profit by using customised ways for every person. There are some risks like downward movements, the resignation of the employees, motivational issues involved in using the unstructured method for selecting future company’s leaders.             

Pay Structures

Pay structures involve the setting of the salary pay grades and ranges based upon the job roles and market data. Pay structures help the companies help the companies by offering competitive and equitable salaries and mapping out employees’ path towards higher pay and growth. Departments within the companies offer various pay structures based on some parameters. As justified by Brewster, Mayrhofer & Morley (2016), depends upon the job evaluation, duties and analysis pay structure within a company get developed. Lucrative pay structures often help the employees by motivating and feel them important within the work structure. Additionally, it also satisfies the employees thus he or she gives the entire dedication to the work.

The company, which is suffering from the economic downfall often, requires a reduction in the staff compensation for the recovery process. Though it is good for the financial management of a company, it often creates misunderstanding within the employees. Proper adoption of this strategy will only help in retaining the top talents in this turmoil period. As a human resource professional, I must motivate and monitor after developing the pay for performance strategy. As described by Reiche et al. (2016), pay for performance strategy has both positive and negative impacts on the mindset of the employees that need to handle carefully. I must approach with all the help, communications and will try to let them understand the critical financial conditions of the company that will not be recovered without their genuine cooperation.    

Ethical and Legal Problems

As described by Albrecht et al. (2015), a recognition program based on equity is developed mainly for rewarding employees for their achievements. There are many ethical and legal implications like maintaining financial liabilities of the employees, understanding of the potential benefits and risk and profitable rewards. Leaders can minimise such types of potential abuses by constant awareness within the employees, motivating and monitoring the situations. State and central government and civilian companies are more inclined to providing retirement types of benefits (Bls.gov 2018). There are some inequities in providing the retirement benefits among the listed companies. For example, BBC, a state-owned company of United Kingdom offers many retirements' facilities and benefits to their personnel than that of Wal-Mart, a privately owned supermarket chain in the UK.    

Benefits Policy

Health insurance policy like insurance coverage, dental care plan, accident and hazard pay, adoption, maternity and paternity leave provided by the employers have all the important benefits that employees most want. The company will follow the defined standard by the Patient Protection and Affordable Care Act for developing the coverage and services (Brewster et al. 2016). This benefit policy will require the participation of both employers and employees for better execution. There will be a proper framework listing down the benefits, their respective parameters and stipulator timings. After pursuing the above information, I came to know about the importance of the modern benefits policies and the requirements of the cooperation needed from both ends.  


On a conclusion, it can be said that human resource department deals with various issues regarding the performance management, organisational development, compensation, benefits, training, safety, employee motivation, wellness and other related activities. The writing also illustrated the importance of pay structures, benefit policies, ethical and legal structures and talent management regarding human resource management.

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