Internationa Standarts in HRM Essay Example For Students

Internationa Standarts in HRM Essay Nowadays, in most of the industries companies act according to set standards which ensure that the products and services the companies produce are safe, reliable and of good quality. These standards are strategic tools that reduce costs by minimizing waste and errors, and increase productivity. They help companies to access new markets, level the playing field for developing countries and to achieve their objectives. It is impossible not to take into account the fact, that every organization, regardless of its mission, strives to reach objectives wrought its workforce, Successful results are achievable if all members of the organization team know and share strategic goals and know and achieve their individual goals. Therefore, effectively managing employee performance is critical to organizational success. The situation is that there is no a widely-accepted standard for Human Resource Management at the moment. This issue raises the following questions: Should there be a prevalent HARM standard? If yes, what should it include and What benefits it Will introduce? 2 Discussions The public attention to standardization has increased and its role has became ore significant. There are some factors behind the change: economic globalization has expanded markets for products and services beyond our shores, raising the need to take standards into consideration even at the development stage of technologies; standardization activities towards global market becomes an essential part of organizational strategies for the future; and in society, standards are used as soft law to complement the current legal system. The issue of introducing the International Standards on Human Resource is being discussed in the business world during several years by the moment. There is a need for a broad, coordinated guidance to human resource practitioners, which will harmonize disparate practices for the benefit of organizations and their employees. The attention to people is being captured by the possibility that the new global standards will enhance organizational performance while facilitating humane, people-centered workplaces. The organizations wish that the International Standards for HARM will enable the organizations to recruit staff with the highest standards of efficiency, competence and integrity, with due regard to the importance of recruiting the Taft on as wide a geographical basis as possible and to the equal participation of men and women in the work Of the organizations. Those discussions have resulted in some actions or projects, in which people tried to create one standardized systems. 2. 1 Investors in People Launched in 1991, Investors in People is the Auks leading people management standard. It specialties in transforming business performance through people. Investors in People is a flexible, out-come based, business improvement framework. It is internationally recognized as a business improvement ramekin and quality standard, and is the one which is people focused. The framework was developed to support businesses through times of change and economic uncertainty using recognized best practice. It provides a framework for improving policies and procedures, helps organizations to define their strategy, and then align the companys people with the compass business needs. The framework has been developed to follow the business cycle (Plan-Do-Review) allowing management to choose the most relevant parts of the framework to use in line with achieving business objectives. Investors in People Improvement Wheel However, researches of lip in action have shown that there is little evidence that Investors in People accreditation leads to tangible commercial benefit for companies, and therefore the claim that it is a business improvement tool is open to question and potentially without foundation. Moreover, it is difficult to substantiate Pips claim that accreditation as an Investors in People organization has any practical value for organizations,the organizations attempting to comply With the Standard run the risk Of misdirected investment and/or potential over- investment. Probably, all of the above mentioned features do not allow the lip to become an international widely-accepted Standard for HARM. 2. 2  «Great Place to Work » Ranking Criteria Popular organization Great Place to Work At makes the ranking of different organizations to define the best in the world. Scope and limitation of a Hotel Reservation System EssayIt would enable companies to asses the performance of their HER departments fairly and equally in different countries and locations. 5 Conclusions In my opinion, it would be useful to introduce the set standards for HER. However, the question Of setting international standards for HARM is a tricky one. An ongoing recess to set minimum standards for HER. Similar to the generally accepted accounting principles so prevalent in finance, Offers both an opportunity and a risk for HER leaders. Being able to comply with already-set standards leaves one free to concentrate on more strategic issues. But being unable to comply could put ones job at risk. The standards can prove a useful tool for creating investor metrics that could provide analysts a common language to assess the human capital practices of a business. Those metrics could consist of cost of benefits,cost of labor,cost per hire,employee turnover,employee performance ND compensation competitiveness. Furthermore, the standards can Improve productivity and profitability tooth company- skilled and motivated people work harder and better The standard integrate the way in which people are developed in line with the organizations objectives and business issues. They help to maximize peoples skills and develop people in a structured and focused way, in line with the organizations objectives, making all learning and development more relevant and allowing people to see the benefits and the role they will play in reaching objectives.