Managing people and organisations - Strategic human resource Essay

Managing people and organisations - Strategic human resource management - Essay Example On the other hand, outsourcing persists in the 21st century because it ensures that non-core functions of an organisation are carried out by external parties and this allows a business to focus on its core commitments (Morgan, 2008 p26). This means that in the conflict between human resource challenges and the role outsourcing will exist into the foreseeable future. This paper examines the elements, features and components of outsourcing in the context of human resource management. It analyses the unexpected costs and competitions that arises from outsourcing. It does examine the failures of outsourcing, challenges of outsourcing in relation to human resource strategy alignments as well as the tangible and intangible consequences of outsourcing. The paper will also touch on other aspects of human capital that is affected by outsourcing like the learning and development of employees in relation to innovation, job security matters as well as contractual issues and matters. 2.0 Alignmen t of HR Strategies and Patterns in Outsourcing Outsourcing intervenes in the overall strategy of an organisation as well as specific departments of organisations. Firms choose to outsource components of their operations because of some cost advantages and/or strategic benefits. The advantages that outsourcing brings to an organisation include; allowing staff to focus on their core areas, attainment of key strategic objectives, lowering and stabilising costs, responsiveness to market conditions and reductions in costs (Kleim, 1999: Quinn, 1999). In spite of these advantages, outsourcing comes with some inherent costs and obvious disadvantages which can affect the overall strategy of an organisation. This include over-dependence on outsiders, hidden costs and contract issues, loss of control and motivational/commitment issues on the part of employees from the external firm (Currie & Willcocks, 1997). The costs and benefits of outsourcing are quite enormous. Although some of them are o bvious, others are hidden. These dynamics have a strong and significant effect on the human resource strategy of an organisation. 2.1 Elements of HR Strategy Human Resource strategy is a component of corporate strategy. It involves three main elements: 1. Long term plans 2. It affects the whole organisation and 3. It involves top level managers (Tribus, 1987). This implies that human resource strategy is determined by senior management of an organisation like directors and other senior HR executives in the organisation. In the practical sense, HR strategy is the concern of the Human Resource Manager and it is determined by the wider views and strategies of the CEO and the Board of Directors. Additionally, the activities of some of the committees of the board of directors affect the components and operation of the human resource unit of a business. Secondly, HR strategy has long term implications. In other words it involves plans and policies that are created for a period of over 7 y ears. This include blueprints on how employee concerns must be identified and resolved. Furthermore, HR strategy affects the entire organisation. The strategic plans and objectives of the HR department are meant to determine the actions of different parts of the organisation including the various employees and management. Human resource management intervenes with organisational strategy,

President who Abuses his Executive Order Authority Assignment - 3

President who Abuses his Executive Order Authority - Assignment Example An aggressive president can use his power to establish beneficial acts. By such an act, he might be undermining the constitution of separation of powers but sometimes when power is shared by two governments the justice fails to enact. The executive authority can take decisions in the situation where there is a mandatory need but when implying order for mean motives then definitely he is practically undermining the constitution of separation of powers. The executive authority would not be instructive it was to dispute the lawful goal for which it was established. The executive authority needs to be within the law parameters. Otherwise, the executive authority would be violating the national integrity and the very structure of the political ideology of the government. An executive need to look at the limitation of his power and rightful use of power can only bring about an ideal constituency. As per (Word Press) â€Å"The president must enforce laws that are passed by the formal legislative process as they are written.   If the president does not like a bill passed by Congress or feels it violates the Constitution then the president can veto it before it becomes law†. President cannot necessarily pass orders which are not supported legally however he can use executive orders to modify certain laws which are passed by the constitutions. Question 3: History and practice are useful tools in understanding the Presidents authority, and a Legal framework of analysis exists to help determine issues of validity. Beyond questions of legality, there are many separate but important issues of policy. Two broad policy questions present themselves: (1) whether a given power the President possesses ought to be used to advance a particular policy objective, and (2) whether a particular draft directive effectively advances such a policy goal. Specifically, research any executive orders Pres. Obama has issued and determined if the 2 policy questions in this paragraph  have been met.