Human Resources Management

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MASTER IN BUSINESS ADMINISTRATION





Managing Human Capital
Assignment









Cesar Augusto Rodriguez Bernal
ID Number L0463MVMV0412




London October 2012
Section A

There are many issues organisations could be involve if the right Human Resources Management strategy is not implemented or put into effect with a different focus. Nowadays employes hadbecame the most important assets that a company could posses. It is very important at the same time to understand different individual cultures and behaviours in order to manage them properly and no incur into different spendings like high personal turn over. This problem could lead the company to a crisis if is not treated correctly. Train new stuff is not only expensive for the company but couldcreate a bad impact in valuable clients when new personal is working and do not know how to perform or answer relevant questions from customers. Many of this problems could be solve easier than managers think. One big word behind a good worker is “RECOGNITION” The most successful companies in the world are those who invest in workers wellbeing and benefits. and that is sensible because people arenot staying for long in a place they do not wish to be.

Human Resource Management is not a new activity. This discipline had historical results and had integrated and contribute with numerous events and developed by many pioneers in this matter. Let‘s say for instance how complicated would be to complete the construction of the Egyptian pyramids or the Great Wall of China, without the existenceof a function dedicated to recruiting and organising thousands of workers, train them, guide and control their activities. In its long history to the early XIX, human resource management was developed relatively slowly. In that century Robert Owen came with a new concept of human resources management, Owen, England, was a pioneer in implementation of personnel practices. He showed that it wasnot necessary to build industry on cheap workers labor and abuse. On the other hand he traced a new way for the industrial legislation, emphasising the welfare and training of workers, and developing housing plans for them, among other things. In fact, George (1974), considered Owen "Could easily be called the father of modern personnel management "

Personnel Management function or HumanResource Management is defined by authors like Dessler (2012), Werther and Davis (1995), as those practices required to carry out aspects of the people thinking, improving performance and staff contributions to the organisation. The basic purpose of the personnel management is to obtain that the workers contribute to the goals of the company, while meeting directly or indirectly their individual andcollective needs.



Maslow (1940-1950) Ideas in hierarchy needs models explain how individuals motivate themselves and is been used in many human resources departments around the globe today. The Maslow Hierarchy of Needs is a first attempt to classify human motivation and understand their impact on behaviour. Human needs, according to this theory, can be grouped into five categories as shownin the figure bellow.

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Figure 1. Maslow Hierarchy Needs Model

Such needs are organised hierarchically in a "pyramid", with the physiological on the button of self-realisation on the top. The individual tends to satisfy them in ascending order. However organise their behaviour around satisfying lower order needs that are unmet. In the workplace the different types of needs are metwith varied and specific incentives. For example, physiological needs are met with incentives like wages and economic benefits, the security can be satisfied with job security or protection against occupational diseases and accidents at work; social needs with harmonic relationships in your work group, the psychological with awards and promotions, for example, those of self with a challenging job...