In a competitive economic environment, human resource management has taken more of a strategic, hands-on role in many companies to handle the challenges they face to stay competitive. Companies must find ways to bring in customers and keep good, well-motivated employees on the job. With this in mind, companies that are successful must have sound HRM practices and provide a positive workplace for employees. Looking at the Top 10 Companies to work for, we want to know if HRM practices have an effect on that company being one of the best places to work. We will look at REI, number 9 in the top ten companies to work, to see if Strategic Human Resource Management plays a role in their success. First, I want to provide a little background on REI, Recreational Equipment, Inc. REI is an outdoor equipment and apparel supplier. REI is a co-op, or a consumer cooperative. This means that the company is not publicly traded, but owned by their members. A group of mountain climbers who needed outdoor equipment started the company many years ago and now consists of over four million members nationwide and still growing. For twenty dollars, a consumer can buy a lifetime membership to the REI consumer co-op. In doing so, the member is eligible to receive a portion of the company’s profits depending on the purchases the member makes throughout the year. REI has made FORTUNE magazine’s list of “100 Best Companies to Work For” ever since FORTUNE started ranking companies. According to REI’s website, they believe “employees are the heart of the co-op and the ultimate source of our success.” This statement already shows that REI places a high value on human resources. Now let us look at those HRM functions that keep REI employees the focus of their su... ... middle of paper ... ...ic Human Resource Management operating within the organization at least to some degree. Per REI’s website the HR Department description is as follows: The Human Resources team is committed to enhancing REI's tradition of being one of the best places to work by providing quality programs, services and consulting that allow us to attract, develop and reward employees. Services and programs are provided in the areas of staffing, employee relations, learning and development, total compensation, and retail human resources. (REI website) REI’s HR department description leads one to believe that HR has a larger role than just traditional functions. Works Cited Noe, Raymond A., et al. Human Resource Management: Gaining a Competitive Advantage. 7th ed. New York: McGraw-Hill/Irwin, 2010. Print. Recreation Equipment Inc. REI.com. N.p., n.d. Web. Sept. and Oct. 2011.
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The Human Resources department is dedicated to hire and build an excellent team with a great teamwork and leadership. As one of the most important strategies of the business is the innovation of their products, it is needed people who can add value to the company through its diversity, innovation and entrepreneurial spirit, in a competitive and fun environment.
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Human Resource management has a high impact on the overall organization being managed. HR management makes certain that human talent is used successfully and resourcefully to accomplish organizational goals. As an organization core competency, human resources has distinctive competencies that generates high value and sets apart an organization from competitors in areas such as productivity, quality and service, employee skills, and innovative changes. HR management activities can be grouped into categories which include strategic HR management; equal employment opportunity; staffing and talent management; compensation and benefits; and employee and industry relations. This paper will discuss some of these HR functions and the role Human Resources has at the company Zappos.com.
Human resource management – By recruiting affiliates that are aligned to its mission and goals, RA creates a valuable asset critical to achieving its goals. Each affiliate comes ready equipped with a team that adds value to the organization (Zuckerman & Reavis,
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The HR Professionals must also work hard to add value to the organization's competencies to expand and prosper internationally by building global HR networks (Saeed, 2004). This is in addition to their traditional responsibility to resource, manage, and develop employees. The companies continuously face declining revenues, shrinking market share, increasing costs, and depleting shareholder value; therefore; the HR processionals should works to deliver sustainable value to the
Human resource management (HRM) encompasses the activities of acquiring, maintaining, and developing the organization's employees (human resources). "The traditional view of these activities focuses on planning for staffing needs, recruiting and selecting of employees, orienting and training staff, appraising their performance, providing compensations and benefits, and making their career movement and development." HRM involves two aspects:...
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Human Resource Management (HRM) can be defined as “the set of programs, functions, and activities designed and performed in order to capitalize on both employee as well as organizational effectiveness. It is a management function that helps organization in recruiting, selecting, and training, developing and managing
Noe, Raymond A., John R. Hollenbeck, Barry Gerhart, and Patrick M. Wright. Human Resource Management: Gaining a Competitive Advantage. 7th ed. Boston: McGraw-Hill Irwin, 2010. Print.
Human Resource Management (HRM) is fundamentally another name for personnel management. It is the process of making sure the employees are as creative as they can be. HRM is a way of grouping the range of activities associated with managing people that are variously categorised under employee relations, industrial/labour relations, personnel management and organisational behaviour. Many academic departments where research and teaching in all these areas take place have adopted the title department of human resources management. HRM is a coordinated approach to managing people that seeks to integrate the various personnel activates so that they are compatible with each other. Therefore the key areas of employee resourcing, employee development, employee reward and employee involvement are considered to be interrelated. Policy-making and procedures in one of these areas will have an impact on other areas, therefore human resources management is an approach that takes a holistic view and considers how various areas can be integrated.