Understanding Human Resource Management Sample Paper
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Understanding Human Resource Management
Report
Take a company of your choice (use BOEING) and write a report analysing the company structure. Use the questions below to help you to do this.
1- Using Cameron and Quinn?s 1999 model of organisational culture, Asses which type of culture would fit your chosen company. How could this influence the type of people recruited to the organisation? (350 words)
2. Using the company you have chosen explain how the management style in the company you have chosen influences employee motivation. (200 words)
3. Discuss the importance of training and development as a primary HR function to your company. Describe the way in which it is used in the company. (250 words)
Report Guidance
You should use evidence from a range of books, articles and websites in your answers and reference them using the Harvard style. Understanding Human Resource Management Sample Paper
Please check the module handbook and scheme of work for relevant sources.
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Your report should comprise of the following sections:
* Table of Contents
* Introduction (100 words)
* Main Body: including discussion of all three areas as mentioned above (800 words)
* Conclusion and Recommendations (100 words)
* Reference list showing all sources cited.
Introduction
A company?s success or failure is heavily influenced by the employees that it has and its managerial style in terms of getting the most out of its workers. This is what makes the Human Resources department, arguably the most important department in an organization. A company can?t meet its goals if it does not have the right people in place.
Building on the Competing Values Framework theory of organizational culture articulated by Cameron and Quinn (1999), this report will assess the most effective organizational identity that Boeing can adopt as well as discuss the effectiveness or the company?s current Human Resource management strategy and the importance of Training and Development. Understanding Human Resource Management Sample Paper
Using Cameron and Quinn?s 1999 model of organizational culture, Asses which type of culture would fit your chosen company. How could this influence the type of people recruited to the organization?
It is important to first understand the Competing Values Framework (CVF) which was the model presented by Cameron and Quinn. The framework recognizes two main factors that determine the culture chosen by an organization. One factor is whether the company is committed to flexibility or rigidity and the other is whether it focuses on internal or external factors (Paulo et al., 2016). These two factors intersect (as shown in figure one below) to create four quadrants: clan, adhocracy, hierarchy and market.
Figure 1: The Illustrated Competing Values Framework
A brief breakdown of the four quadrants is as follows (Quinn et al., 1991):
Clan (Collaborate): The top left quadrant represents a company that is focused in flexibility and internal factors. This is a company that aims to meet its goals through developing its workforce and processes with the main characteristics being teamwork, harmony and empowerment. Such a company can be seen to focus on long term development through the creative development of its workforce. Doing things together.
Adhocracy (Create): The top right quadrant represents a company that is focused on creativity and influencing its external factors. This is achieved through innovation and creativity in order to achieve product development or marketing breakthroughs. Doing things first.
Hierarchy (control): The bottom left quadrant represents a company that has a more rigid culture that is focused internally. This is achieved through having a greater control of the internal processes and structures to achieve quality on a consistent basis. Doing things right.
Market (Compete): The bottom right quadrant represents a company that has a more rigid culture that is focused externally. This is achieved through decisiveness, fast response and competitiveness. Doing things fast. Understanding Human Resource Management Sample Paper
It is very rare to find a company whose organizational culture can perfectly fit within one of these quadrants, but when viewed in its entirety we can see which quadrant seems to be most dominant.
Boeing is the largest company in the global aerospace manufacturing industry bringing in more than $8 billion in profits as of 2017 (Rich, 2018). It would be best served by adopting a control culture to ensure that it solidifies its dominant stature by achieving effectiveness through a rigorous quality control policy (O?Neill and Quinn, 1993). This means that any new workers coming in need to have the ability to maintain the high quality standards that the company is committed to achieving. Strong academic qualification and relevant experience will be key factors to consider.
Using the company you have chosen explain how the management style in the company you have chosen influences employee motivation.
Boeing saw a significant shift in its managerial policy in the early nineties after an initially disastrous launch of the C-17 aircraft. This led the company to review its management practices and they discovered that there were no clear channels for input from ?junior? employees to reach the marketing and product development decision makers.
This began a system to overhaul the management style for more inclusion and participation by Boeing employees in decision making. Rigid management structures were done away with and the ?top brass? held regular meetings with the workforce in a bid to gain their input. The company has credited this managerial style to its continued success over the past three decades.Understanding Human Resource Management Sample Paper
From the employee?s perspective, this participatory management style can be seen as an effective motivational tool. For one, one of the best ways to motivate your employees is to make them feel personally invested in the success of the company. If an employee thinks of his/herself as a part of the company, and not just another replaceable cog in the larger machine, then they will be motivated to enabling the company to achieve its goals.
Similarly, by giving all employees a seat at the table, they would be motivated to think creatively and find solutions that can enable the company to meet its objectives.
The importance of training and development as a primary HR function to your company. Describe the way in which it is used in the company.
Two main programs show how committed Boeing?s HR policy is towards the training and development of its workforce. They are:
The Learning Together Program
Boeing has invested more than $1 Billion over the past decade to create a program that helps to subsidize its employees? further studies (Whitney, 2005). If an employee wants to improve their skill set, then Boeing will subsidize their university/college fee and grant them some off time to facilitate their career growth. This program partners with more than 270 universities and colleges all over the world.Understanding Human Resource Management Sample Paper
The Boeing Leadership Center
Boeing is committed to developing their leaders internally, rather than outsourcing them. This is why the Boeing Leadership Center accepts hundreds of employees every year and offers them advanced management training (Davis, 2008). This ensures that succession is not a problem at Boeing, as there are always capable replacements whenever a vacancy opens up.
Apart from these two flagship programs, the company also has internal training systems through seminars and workshops to ensure that its employees are not only well trained to meet their roles and responsibilities, but are also ready to step up higher on the corporate ladder when opportunities arise.
Conclusion
Every company has a certain approach that they take in order to meet its objectives, and that is referred to as its organizational culture. While all business functions are influenced by the overarching culture, the HR department is critical in ensuring that existing and incoming members of the workforce are compatible.
As per the competing values framework, there are four main cultures that a company can adopt depending on their commitment to flexibility and rigidity, as well as whether their focus is internal or external. A company like Boeing needs to focus internally, and adopt rigidity to provide quality and solidify its dominant market position.
In term of HR policy, Boeing has proactively adopted a management system that allows all employees to contribute to decision making while focusing on employee and management training. Understanding Human Resource Management Sample Paper
References
Cameron, K. S., & Quinn, R. E. (1999). Diagnosing and changing organisational culture. Reading: Addison-Wesley.
Davis, N. (2008). Leading by Example: Boeing Co.?s HR chief oversees labor negotiators and the aerospace giant?s Leadership Center, drives wellness initiatives-and commutes cross-country on weekends. HR MAGAZINE, (12). 44.
O?Neill, R. M., & Quinn, R. E. (1993). Editors? Note: Applications of the Competing Values Framework. Human Resource Management, 32(1), 1-7.
PAULO, C., LISETE, M., PEDRO, P., CÉSAR, F., & VÍTOR, S. (2016). SIMILARITIES BETWEEN THE KNOWLEDGE CREATION AND CONVERSION MODEL AND THE COMPETING VALUES FRAMEWORK: AN INTEGRATIVE APPROACH. Journal Of Aging And Innovation, Vol 5, Iss 3, Pp 34-46 (2016), (3), 34
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Quinn, R. E., Hildebrandt, H. W., Rogers, P. S., & Thompson, M. P. (1991). A Competing Values Framework for Analyzing Presentational Communication in Management Contexts. Journal Of Business Communication, 28(3), 213-232.
RICH, G. (2018, January 29). Boeing Earnings Preview: Will Tax Cuts Boost Dividend, Buybacks?. Investors Business Daily. p. 14.
Whitney, K. (2005). Boeing?s Bonnie Stoufer Helps Learning Take Flight. Chief Learning Officer, 4(4), 42-45. Understanding Human Resource Management Sample Paper
