|Type of paper:
|Company Human resources Employment Business management
A qualitative strategy was used in this particular report, at BAM Inc. Human Resources manager was found to be responsible for the Group-wide learning and development, management of talent, and also acquisition of talent. The HR manager was responsible for focusing on the execution of BAM's 2016-2020 strategy through HR business processes and strengthening BAM's company culture. Based on the study, the company had employed over 800 employees by 2009; most of the workers were from Europe.
In recent years, the members of the staff increase to over 10,000 with more offices globally. Many of the workers confirmed that The HR department has a role in facilitating support for BAM. The HR Officer is obliged to support and promote all BAM operational issues and enhances improvements in different international HR processes and workflows. The hiring process is a necessary part of HRM. BAM usually implement effective staffing plans and forecasting to identify how many employees it will require for a particular job. The foundation of the forecast is typically the annual budget of the company. The company has formal job posting processes and bidding systems for preferred internal candidates. Additionally, for an entry-level position, some of the advertising is conducted via social networking websites such as LinkedIn.
Analysis of the Target Group
The target group of the study was composed of various individual employees of BAM based on the characters. The nature of the target group was comprehended on multiple levels. The target group at the company is primarily an Archetypes target group. The user profiles were used to inform the link of employees. The various workers varied in psychographic characteristics such as self-image, dream roles, motivations, among other traits. This tended to be advantageous due to the digitalization level within the company.
The Infra Groups
The HR department tends to assign various group duties depending on their department and expertise or even is an area of operations.
Construction Site Employees
BAM tends to temporarily register more site employees to make sure that they are entitled unemployment benefits in case of any issues such as a pandemic.
Middle Management Employees
BAM middle-level employees are responsible for conducting the duties that have been set by the top management. They are made to set objectives for various departments within the company and help in achieving business objectives. Such managers are mostly engaged in the company's daily operation and thus offer valuable information to the top management. According to the company’s policies, jobs in middle management differ regarding salary and responsibility. BAM middle managers tend to supervise a large number of employees due to its big size.
Main Performer Employees
The company entails some of the primary performers. BAM has an effective way of identifying and nurturing the main performing employees. Some such employees are identified using a specific company set criteria by focusing on those who exhibit creative leadership potential. The company tends to select candidates who illustrate a developed mindset since this set trait allows getting innovative and creative solutions to the company's most pressing issues. Such achievement-oriented recruitment is typically highly flexible and self-driven.
Infra Employees Needs
Nonetheless, employees tend to be having varied needs. And thus, the company has a way of initiating benefits to its workers. Koninklijke BAM Groep NV typically openly announce any vacancy that emerges. Employees confirm that with the company, one tends to get a better chance with promising promotions based on performances.
From the data collected, BAM employees are mostly composed of more experienced individuals with higher levels of expertise in various relevant fields, such as engineering. However, most of the young employees are attached mainly to field duties. Additionally, most of the employees are much willing to learn new techniques.
The company tends to spend more time assisting employees in developing. The company has automated most of its Human Resource Management, such as creating employee and getting feedback. The company can conveniently access its global employee data promptly and retrieve the data more efficiently. Using an interactive 3D Dashboard by the HRM department enables a relatively general view of the employees’ details. The HRM has initiated a method to easily minimize the manual effort during exit and On-boarding procedures (Aryanto et al., 2015). BAM also keeps track of workers' conduct by way of sustaining a suspension management system. Employee Self Service Portal gives immediate access to critical information to update and act upon transactions in BAM, without having to go via the HR staff.
BAM has a clear criterion by which the employees are trained. There are various topics in which workers are trained; some are trained to be equipped for the future leadership role. The company also has some education programs for its employees. Employees who qualify can get a grant to further their study and be trained on a specific task or managerial roles within the company (Hohensteinn et al., 2014). Basically, external institutions such as colleges, universities, or even vocational training centers are mostly offered. Occasionally, workshops are also organized for the employees in whom they get to learn more about specific tasks within BAM.
Position and Structure of Human Resource Management
HRM operations are strategically founded on an organization's theoretical centers with accessibility to every area of the firm. HRM department id obliged to manage the productivity and development of all employees. HRM structures tend to differ from an organization to an organization based on the size, governing philosophies, and the structure of that particular company or firm (Noe et al., 2017). Many organizations tend to arrange HRM operations based on the clusters of people; they carry out recruitment and other administrative duties. Various employee development teams for every department within an organization are critical to develop and effectively train.
Many researchers have currently suggested a trend regarding the fundamental reevaluation of various human resources structures and relevant positions (Mello, 2014). "A cascade of changing business conditions, changing organizational structures, and changing leadership has been forcing human resource departments to alter their perspectives on their role and function almost overnight," wrote John Johnston in Business Quarterly (Kramar, 2014). Many companies and businesses now resort to decentralizing and integrating their activities, while at the same time designing cross-functional groups. Moreover, today's senior management needs to shift beyond the traditional strategy to a relatively more decentralized and interconnected support function. Nonetheless, HR will sustain a centralized operational connection in areas where specialized expertise is needed, such as compensation and recruitment responsibilities.
The Changing Field of Human Resource Management
Currently, various business trends have had a significant effect on the field of HRM. The primary cause of the changes is dues to constant technological advancement, especially in information dissemination and electronic communication (Armstrong et al., 2016). The mode of communication has entirely altered how management can interact with the employees. For example, telecommuting has become a trendy alternative for most employees, and HRM professionals have had to design new guidelines for this emerging subset of workers.
Changes in an organizational structure have also influenced the new look of human resource management. Additionally, organizational philosophies have undergone alteration as well as many organizations replacing the traditional structures with flatter management structures. Other factors that have altered the nature of HRM recently include new management and operational theories like Total Quality Management (TQM), rapidly changing demographics, and changes in health.
Achieving Employee Commitment
In any business set up in our society today, it requires perseverance and determination of management to fully capture and win the loyalty of the hundreds of individual employees within the business enterprise to achieve a common goal. These company goals are mostly short term and long term in nature and geared towards making profits and gradual growth within a specified time frame (Armstrong, Landers, & Collmus, 2016). A different aspect of life can hinder this onward growth to every employee. Most of them will tend to look at short term needs like salary increment, fair judgment and treatment, and promotion to a senior position within the company. Pulling these different desires in an organization becomes tiresome at a time to be achieved by the management
Creating a good working relationship between the organization and its employees lies in the trust and effort of an individual as they fight to achieve one common goal (Aryanto et al., 2015). To gain the trust of each individual, several examinations of human behavior and rating them in terms of likes and dislikes as you persuade to gain their confidence at an individual level and to make them not have a negative attitude towards the company as many believe that most companies exploit employees through long working hours and underpayment. This can be built by inclusivity in decision making and giving incentives and token by the managers and supervisors to the hardworking employees to build their morale
Corporate Management of Personnel
A productive and positive growth in size and expansion of a company and numerous diversifications brings a hard time for management to manage the employees as contacts increases. This can force the management to make critical changes and effectively remove top managers from large numbers of employees at the organization's lowest level (Storey, 2007). This will make communication passed from the top to the lowest level through several processes like media broadcast not seen to be targeting the lower hence not taken personally.
In any business set up in our society today, it requires perseverance and determination of management to fully capture and win the loyalty of the hundreds of individual employees within the business enterprise to achieve a common goal. Currently, many researchers have suggested trends regarding fundamental reevaluation of various human resources structures and relevant positions. HRM structures tend to differ from an organization to an organization based on the size, governing philosophies, and the structure of that particular company or firm. Many organizations tend to arrange HRM operations based on the clusters of people, and they carry out recruitment and other administrative duties.
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