I need 2 replies , 200 words each on Society for Human Resource Management (SHRM)

I need 2 replies, 200 words each 

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Replies

 1. The Society for Human Resource Management (SHRM) brought forward an interview from Dan Pink. Dan is a bestselling author who wrote the book To Sell is Human. This book focuses on the power of persuasion by emphasizing the importance of non-sale selling. Non-sale selling is the process of convincing people to part ways with things such as time and effort (SHRM, 2013). To the professionals in HR non-sales selling is important because the majority of human resource’s work focuses on selling ideas to the employees. Essentially, human resources needs to effectively persuade, influence, and convince its employees to align with the corporation’s views (SHRM, 2013). In most cases HR’s non-sale selling focuses on large groups in an attempt to influence staff to align with change. According to Dan Pink (SHRM, 2013), it is HR’s role to take a large amount of information and distill it into something meaningful that works at an individual level and a large group level, and that limiting choices will increase acceptance.   

The information brought forward in the interview focuses on several different concepts within the textbook. One area of emphasis is drawn from the performance management chapter of the text. Performance management is essentially the process of ensuring an employees work abilities are in line with the organizations goals (Snell, Morris, & Bohlander, 2016). In an effort to ensure the employee’s goals are in line with the organization it is the responsibility of human resources to persuade, influence, and convincing staff to conform to the organization through the use of non-sales selling. 

References:

SHRM. (2013, May 31). Focus on HR, May 23, 2013. Retrieved from https://www.youtube.com/watch?v=bA3fv2nlyJY&feature=youtu.be&list=PLJQbMODb5VrYOYlUI8zVC5iKIMlI09dO5

Snell, S. A., Morris, S. S., & Bohlander, G. W. (2016). Managing human resources. Mason: South-Western Cengage Learning.

2. Taking this course as an elective for the MSA program I didn’t have specific learning expectations going into it, so that mindset left the learning door wide open. One of my favorite parts of the course was learning about the NLRB and the virtues and laws they uphold to protect employees and employers from unfair work practices. The case against Boeing was especially interesting and getting a chance to spend more time researching the documents available through the NLRB website was great. I have not had any work experience with labor unions, so everything learned in that section was new. Likewise to the section on unions, learning about high-performance work systems (HPWS) was a subject I had not heard of prior to this course. To conclude the reading assignments with a chapter that summarized how all the functions of human resources comes together to effect positive change on a business is something everyone, regardless of role, will benefit from gaining an increased understanding of this critical deliverable of HR (Snell, Morris, & Bohlander, 2016). 

As I focused on my research for the final paper on human resource’s strategic practice in pay for performance I thoroughly enjoyed the related chapters of eight and nine along with the information I found in resources on the SMUMN library site. As a manager, my biggest takeaway from reading more in depth to this subject is making the goal setting, follow-ups, and evaluation more meaningful to the team I lead. There are additional tie-ins I enjoyed reading about in the training and development section that I aligned with the overall benefits human resources brings to the employees and overall company they lead and support. As an accountant and manager there are many aspects of human resources I am a party to on the other side of the table so my overall takeaway is seeing the business world from the perspective of those in HR roles and functions. From hiring to termination and on to best practices, there are many aspects of the theories and processes in those human resource decisions that I will no longer take for granted working in a larger company. I don’t know if my career will lead me into a human resources role or function, but having this course as an introduction to just the beginning discussions of a wide-set of functions those in HR provide, I am certain I will take what I have learned into consideration when any employee related decision or action is being considered along with just having a deeper appreciation for the contributions made in an organization by HR. Thanks! 

Reference

Snell, S. A., Morris, S. S., & Bohlander, G. W. (2016). Managing human resources. (17th ed.). Boston, MA: Cengage Learning.