Module 1 - Case Organizations and Human Resource Management (HRM) Assignment Overview A firm’s human resources are the people in an organization that are crucial to its performance and the quality of work life within it. Unlike computers, human beings have the potential to grow and develop, to increase our depth, complexity and capacity over time. Human resource management can be defined as designing management systems to ensure that human talent is used effectively and efficiently to accomplish organizational objectives. Furthermore, HRM is considered the nuts and bolts of an organization. Thus, managers and leaders should focus on investing and developing their human resources who have the capacity to make significant contributions to the organization’s overall mission. Many organizations have noticed the importance of continuously training their employees and offering educational incentive programs to help keep employees up-to-date in their fields because in a significant number of cases, people actually get worse at their jobs over time. Performance can be enhanced if an employee is able to learn new ways of conceptualizing complex situations and deciphering abstract information. An employee should have knowledge of new research and advancements in his or her respective field in order to be able to adapt and overcome any organizational change. By performing at higher levels and being productive, an employee starts creating value for an organization. Most employees are evaluated by the value they create. Top managers seek employees who can bring value to an organization. When employees feel appreciated, they tend to perform at higher levels, producing more value. Unfortunately, most organizations are unable to “indulge” their employees and as a result, employees all over the world feel neglected and inundated. Interestingly enough, Schwartz, Jones, and McCarthy (2010) explain that: Only 38 percent of employees worldwide believe their senior managers are genuinely interested in their well-being. More than 50 percent feel they’re treated as if they don’t matter at all or that they’re just another part of the organization to be managed. Only one out of every ten employees feels they’re treated as vital corporate assets (p. 162). With employees all over the world feeling like they “don’t matter” in their organizations, it is important for upper level administrators to continuously develop their leadership strategies. Furthermore, with organizations constantly evolving, strategic human resource management is the optimum way to enhance performance levels. At IBM, for example, a thousand software developers working in different time zones have been given the flexibility to decide when they work. Different strategies should be implemented in organizations all over the world to help “humanize” the workplace. Reference: Schwartz, T., Jones, J., & McCarty, C. (2010). The Way We’re Working Isn’t Working . New York, NY: Free Press. (This book is not .

1. Module 1 - Case
Organizations and Human Resource Management (HRM)
Assignment Overview
A firm’s human resources are the people in an organization that
are crucial to its performance and the quality of work life within
it. Unlike computers, human beings have the potential to grow
and develop, to increase our depth, complexity and capacity
over time. Human resource management can be defined as
designing management systems to ensure that human talent is
used effectively and efficiently to accomplish organizational
objectives. Furthermore, HRM is considered the nuts and bolts
of an organization. Thus, managers and leaders should focus on
investing and developing their human resources who have the
capacity to make significant contributions to the organization’s
overall mission. Many organizations have noticed the
importance of continuously training their employees and
offering educational incentive programs to help keep employees
up-to-date in their fields because in a significant number of
cases, people actually get worse at their jobs over time.
Performance can be enhanced if an employee is able to learn
new ways of conceptualizing complex situations and
deciphering abstract information. An employee should have
knowledge of new research and advancements in his or her
respective field in order to be able to adapt and overcome any
organizational change. By performing at higher levels and being
productive, an employee starts creating value for an
organization. Most employees are evaluated by the value they
create. Top managers seek employees who can bring value to an
organization. When employees feel appreciated, they tend to
perform at higher levels, producing more value. Unfortunately,
most organizations are unable to “indulge” their employees and
as a result, employees all over the world feel neglected and
inundated. Interestingly enough, Schwartz, Jones, and McCarthy
(2010) explain that:
Only 38 percent of employees worldwide believe their senior

2. managers are genuinely interested in their well-being. More
than 50 percent feel they’re treated as if they don’t matter at all
or that they’re just another part of the organization to be
managed. Only one out of every ten employees feels they’re
treated as vital corporate assets
(p. 162).
With employees all over the world feeling like they “don’t
matter” in their organizations, it is important for upper level
administrators to continuously develop their leadership
strategies. Furthermore, with organizations constantly evolving,
strategic human resource management is the optimum way to
enhance performance levels. At IBM, for example, a thousand
software developers working in different time zones have been
given the flexibility to decide when they work. Different
strategies should be implemented in organizations all over the
world to help “humanize” the workplace.
Reference: Schwartz, T., Jones, J., & McCarty, C. (2010).
The Way We’re Working Isn’t Working
. New York, NY: Free Press. (This book is not required).
Case Assignment
Drawing on the material in the background readings and doing
additional research, please prepare a 3- to 4-page paper (not
including the cover and reference pages) in which you:
Research the role of HR management in any organization. Next,
what does human capital mean and why is important?
What can HR do to help employees feel as if they do matter?
As an HR manager, how would you humanize the workforce?
Assignment Expectations
Your paper will be evaluated on the following points:
Precision: Does the paper address the question(s) or task(s)?
Clarity: Is the writing clear and are the concepts articulated
properly? Are responses made through paraphrasing and
synthesis of concepts? (Or is there excessive use of quotations?)
Are headings included in all papers longer than 2 pages?

3. Breadth: Is the full breadth of the subject addressed?
Depth: Does the paper address the topic in sufficient depth?
Grammar, spelling, and vocabulary: Is the paper well-written?
Are the grammar, spelling, and vocabulary suitable to graduate-
level work?
Referencing (citations and references): Does the paper use
citations and quotation marks when appropriate?
Critical thinking: Is the subject thought about critically (i.e.,
accurately, logically, relevantly, and precisely)?
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