How Managing Human Resource Effects In the Working Of an Organization ?

Managing Human Capital And Entrepreneurship

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TABLE OF CONTENTS INTRODUCTION .......................................................................................................................... 1 Assignment 1 .................................................................................................................................. 1 1................................................................................................................................................... 1 2................................................................................................................................................... 5 ABSTRACT.................................................................................................................................. 16 INTRODUCTION ........................................................................................................................ 17 Literature Review.......................................................................................................................... 17 Conclusion .................................................................................................................................... 23

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INTRODUCTION An employee is a true asset of an organization and they are the one who contribute effectively towards the successful functioning of the organization. HR planning anticipates the need of personnel management within organization after assessing the present human resource, external environment and future aspects of business. Human resource strategy basically is concerned with how to utilize the human capital with a motive to attain the aim of a firm (Drucker, 2014). A good link between corporate strategy and HR management is considered to be one of the parameters for the success of business. The present scenario is based on a study which is carried out on CSR Consultancy which is a well establish brand image of recruitment agency. The analysis is carried on a business plan. Further all the key components to a business model canvas is evaluated and also the HR strategies required for the new venture is explained (Beckett and et.al., 2013).

ASSIGNMENT 1 1 The following is the business plan for the CSR Consultancy which is a Consulting firm: Business consists of various activities which are required to be attained effectively. To enter into the market, it is necessary for an organization to get a rough idea of the market. The present report consist a business plan where it includes different analysis like internal and external analysis. It helps the management of CSR Consultancy to get market overview. In addition to it, the venture has identified the areas where it needs requirements. The cited document includes SMART objectives which provided assistance to the company to get appropriate direction. With the adoption of appropriate market plan the cited venture will be able to implement the same. In addition to it, with the consideration of Gap analysis the management of the venture is able to identify the deviations. It aided the company to take corrective measures (Kelly, 2006). In the UK, the growth of consultancy firm has raised with the time. The growth range is about between 6 to 10%. The growth of the following market is showing in below figures.

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Figure 1: Size of the UK consulting industry (Source: United Kingdom, 2016)

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Figure 2 Growth of UK consulting industry (Source: United Kingdom, 2016) CSR consultants is located at Guild ford institute, Ward street, Surrey GU 14 LH .

United Kingdom. It provides various services with reference to recruitment of employees, delivering training and ensuring development of employees etc. The main motive of the organization is to facilitate the customers with the potential and skillful supply of human resource. It will assist the companies in finding the most suitable recruits for the organization.

The working hours of the firm 9:30 to 7 PM all over week except Sundays. In order to enter into the market, it is essential to analyze the market situation so that desired results can be achieved.

With the analysis, an organization can identify the pros and cons of the market. In addition to it, practical business situation can be evaluated with the help of macro and micro factors. In order to identify the micro factors The stated analysis is mentioned below Customers: The customers of the firm will be all type of multinational organizations.

The team of this establishment has major focus over the available services as per the needs of corporations (Bush, 2003). The organization also considered the needs of small business units in Hire The Best UK Professionals for Entrepreneurship assignment help .

order to offer the best. Customer analysis will provide an assistance to the the consultancy firm to attain the needs of clients.

Organization: The cited company has number of elements that are connected with the operations of the consultancy such as employees, managers and other stakeholders. Whereas, the staff of the firm is full of skilled and knowledgeable people. It is identified that, the employees of this company have to carry formal qualifications and also they should have good practical background of this field.

Marketing: In order to deliver services, the management can adopt various techniques of marketing like advertisement and promotion. It will assist the company to attract large number of customers (Cannella, 2009).

Competitors: The firm must analyze its rivals so the firm will be able to offer better products than the competitors.

To analyze the macro environment of the company, PESTLE analysis has adopted. The same is stated below.

Political: The organization needs to make sure the political stability for the business.

However, the management needs to take permission from the government as to implement various kinds of training and development policies.

Environmental: The motive of the consultancy firm is to offer the best potential and to the customers. The firm needs to avoid those activities that affect the environment of the client organizations (Kuusilehto-Awale, 2013).

Social: The company requires considering social factors so that it can enhance the culture and social relations of customer. The services provided by the company allows people to meet and interact with each other. Therefore, in term of society this can be beneficial.

Technical: The management of consultancy adopts the latest technology for conducting the recruitment processes. The training and development systems are innovative and modern in

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manner. It assists the firm to offer mixture of both traditions and modern techniques (Jones, 2010).

Legal: The company requires adopting the health and safety regulations as their services are related the individuals. As a result, the management must keep in mind to adopt this regulation in favor of customers.

2.

Feasibility analysis.

An evaluation or analysis done for a proposed project to determine whether it is technically, economically, and profitably feasible. Feasibility study are almost always conducted where there are large sums at stake which is also known as feasibility analysis. The concept can be used in many ways but is primarily focused on business ventures (Kaplan and Atkinson, 2015).

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Illustration 1: Feasibility analysis [Source- Feasibility analysis, 2016]

Product /Service feasibility.

The concept determines the appealing attribute of product or service which is being planned by the organization. As the concept is focuses the idea that before the organization launches the product or service in the market, CSR consultancy should be confident that the goods are according to the expectations of the consumers. In this context, following are the two main aspects of Product/service feasibility analysis:Concept testing This analysis will help CSR consultancy in presenting and promoting the services to the prospective users to gauge the interest of the client companies, desirability and purchase interest.

Basically, varied main purposes for conducting concept test are as follows: •

This will help the corporation in evaluation by underlying the premises of the service organization which is compelling (Chandon and Wansink, 2012).

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•

It helps to develop an idea.

•

This study will help CSR in the estimation of the potential market share the services which might command.

Further, the below mentioned are some of the information which need to be included by a

company while doing this analysis.

•

Details explanation of service that need to offer, determined target customers, benefit associated with products, description with regards to portraying service at marketplace with that of rival firms, and also how the selling and distribution methods and mediums.

Usability testing •

This concept is evaluated on the basis of development of a model of the service. In this analysis HR team of CSR asks the consumers to undertake varied activities with a motive to assess the ease of use of brand and mindset of customers.

•

Usability tests are also known as user tests or field trails which is highly depended upon circumstances (Lovelock, 2011).

•

This concept has been proven to be a good investment for the firm as it tempts to introduce new set of product or service in the market.

Model of Usability testing Conducting a usability test typically requires the development of the model. It can be inferred as first physical description of the new service that is even in raw phase (Diamond and Barham, 2012).

Virtual model It is a 3D image of the idea which has been generated from computer. Through this, invention is interpreted because 3D model can be viewed from every side and it can even be rotated to 360 degrees.

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Illustration 2: Role of Feasibility analysis [Source- Role of feasibility analysis, 2016] Role of feasibility analysis Industry market feasibility It is been assumed as an appealing factor for the product which is been proposed to introduce in market. In this context, three primary issues need to be considered: •

Industry attractiveness

The key determinant of concept is the lucrativeness of industry which is been selected.

Industry varies considerably in their growth rate. The following are the characteristics of this concept: The industries are large and growing in nature, they are important to the customer to have high operating margins and are less crowded. •

Market timeliness

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Nature of product or service introduction

Major consideration

Developments of products that are presently Is the window of the opportunity open or exist in markets (Verma, 2010).

closed ?

Does there is a correct time for entering in the market i.e. are consumers are buying, are industry incumbents making money?

Inventing new set of service which should Should the organization try to capture a first establish a new market segment.

mover advantage.

Identification of niche market A niche market can be referred to narrower customers among large segments in market that possess similar interest. It can be considered as a subset of the market on which a specific product is focused. The proposed business comes under the Human Resource Consultant business because it provides training, development and other services to the organizations.

•

This concept will allow CSR to develop within industry without challenging to key rivals.

•

This tactics permits organization to serve within specialized market in appropriate manner than that of focusing on presenting everywhere in broad market (Bush, 2003).

Organizational Feasibility This concept focused on assessing that is organization possess high amount of skills in order to become successful within organization.

•

Management expertise

•

Organizational competence

•

Resources

In this context, two primary issues which are crucial are as follows:

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•

Management process According to this concept CSR should analyze the capability of managerial group to

make sure that they possess relevant passion and expertise for launching new ventures. The key issues of this concept are the management team should be passionate about the idea of the business and also they should have a good knowledge about the business they are pursuing.

•

Resource sufficiency This concept is relevant to an assessment of whether CSR possess adequate assets to

initiate the proposed venture. The emphasis of the organization here is on non-financial resources in that viability is measured distinctly (Cannella, 2009). If the most crucial resources are not made accessible than it will be unreasonable for the organization to undertake the business activity. For instance, accessibility of office premises, quality of labor poor available and joining by highly skilled employees etc.

Financial feasibility For this concept the CSR can conduct a rapid financial assessment.

The most important issues to be considered by the organization at this stage are as follows: •

Total start-up cash needed.

The chief concern which can be faced by the organization is the requirement of total cash in order to initiate the business (Cattani, 2011). CSR finance team should prepare budget which comprise of every anticipated capital purchases and operating expenditures. It will be good for the organization to overestimate the expenses rather than to underestimate the costs involved.

•

Overall financial attractiveness.

The organization should propose start-up financial performance by comparing the other

firms with the same business. For doing this CSR can refer to the reports available some of them

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are free and on some of them fees are charged. These reports includes in-depth trend analysis and reports over large set of individual firms.

3.

The business model canvas can be defined as a template which involves strategic management and lean start up information that helps in creating new model for business (Kuusilehto-Awale, 2013). It can be referred as a visual chart that encompasses information related to customer, products, partners, finance and cost. In this regard, following is the business canvas model:-

Illustration 3: Business canvas model [Source-Business canvas model, 2016] •

Key partners CSR consultancy provides a potential and skillful workforce to the client organizations to

meet high growth within the economy. This assist the company to boost the growth. In this, key partners of the firm will be their own employees i.e. the HR team who carry out the recruitment

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and the selection process. The candidates can be selected by various means and mechanisms. The firm will create a tactical partnership with the governing organizations of the economy which is focused on regulating and monitoring the business performance.

•

Key activities Recruiting, selection, training and development must be considered by the business with

a motive to achieve key aim of the business in an economy. Beside this, marketing and customer relationship will even be focused by business only (Linn, 2008).

•

Key resources The key resources includes financial resources (investment funds), physical resources

(campus selection, candidates from the rival companies).

•

Value proposition The company will offer the services of providing the best and potential candidates to the

organizations in UK. The value proposition offered by the firm will include the best skillful,and capable individual for the client organization (Lomax and Ellis, 2001). The training and development sessions will be provided by CSR consultancy firm.

•

Customer relations Relationship management and direct contacts is one among the well defined measures to

boost the business. In this context, by developing contacts with local consultancy firm will aids in increasing the business growth rate.

•

Channels CSR aids in determining the supply chain through which overall sales and productivity

can be increased in the market. The firm will provide the workforce by various selection and recruitment processes. This help the firm in creating the demand •

Customer segments

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The well qualified and potential candidates are the customer segment for the CSR. Through this, company can easily attain high growth in the marketplace (Osman, Ho and Galang, 2011). •

Cost structure It demonstrates the means that act as in recruiting, selection and training and development sessions. Varied elements are incorporated in the cost structure of CSR that aids in developing sound pricing strategies that aids in delivering training and development modules for the business. •

Revenue stream It is yet another aspect that helps in attaining high growth in the market. In this context,

revenue stream for consultancy firm aims on meeting with well defined revenue for the business.

The major source of revenue for CSR will be after the recruitment of the selected candidate in the client organization (Acedo, Barroso and Galan, 2006).

4 It is evident that skilled human capital aids in attaining success in the start up business. In this respect, following 5 best HR strategies helps the business to establish in the marketplace.

Improve employee satisfaction.

Entrepreneur must comprehend that staffs are one among the greatest assets of the company and it required to keep them satisfied with the help of different measures. CSR consultancy will be benefited by taking care of the employee’s requirement which will results into high morale, enhanced productivity, commitment level, loyalty and decline in employee turnover (Armstrong and Taylor, 2014). The organization can enhance the employee satisfaction with the help of financial and non-financial benefits.

Construct Fair and Equitable Compensation Strategies Rationale and balanced compensation strategies is one among the perk for the company to become successful. This is so because company incurs fixed cost in terms of salary of employees and hence it need to gain advantage from it by boosting the productivity. CSR

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consultancy should take into consideration latest plans and schemes while deciding about the compensation plans for the employees. However, it is essential that compensation policy must be consistent so that each employee can take benefit from it fairly (Barney, Ketchen and Wright, 2011).

Design Effective Training and Development Programs Different activities must be adopted by the business to attain high and effective business growth. The primary objective of CSR consultancy unit is manage employee issues and create high and significant growth and development measures within the market. Developing effective training and development programs by the business will help a consultancy unit in managing the employee retention rate and provide effective growth aspects for the business. This widely contributes in CSR business activity of the company. Employee orientation program is the standard concept adopted to introduce a new employee with business operations and policies.

CSR will adopt this measure in order to create high commitment and growth aspects for the new employee. In addition adopting effective mentoring programs will enhance the development of existing employees in the business (Storey, 2007).

Implementation of Legal Employment Practices CSR will ensure to integrate the recruitment practices of the business with legal and regulatory needs and demands of the business. The business will ensure to manage effective and well defined means of legal practices to manage internal business operations and attain high success aspects. It has been analysed that it is significant for CSR consultancy to understand common employment laws in order to reduce the chances of violating them and bearing the consequences later. The organization will adopt the sated practice by hiring a legal executive to analyse the business operations and draft employee handbook accordingly.

Reactive or Proactive Human Resource Management This aspect of business operation is crucial for attaining wide and significant measures of business growth and development. This aspect helps the business in developing well defined process of dealing with HR issues. The stated approaches of business helps in addressing

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business issues as per the demand of the company. The proactive measures focuses on developing strategies for employee growth and development structurally while reactive strategy is a cost effective approach which helps in addressing business demands as per the needs of employees.

The actual working of the sated strategies is effectively mentioned below: •

The proactive strategy of the business will focus on analysing employee needs and demands and adopting strategies for the same however reactive strategy will focus on designing and managing job designing and hiring (Tabassi and Bakar, 2009).

•

The risk management aspect of the business will be addressed whereby proactive aspect will analyse the probable risk and train and develop employees to deal with the same.

Reactive strategy however focuses on developing measures to deal with the sudden crisis in the business (Jackson, 2011).

•

The evaluation revealed that reactive strategy is cost effective as it helps the business in attaining success aspects through short term planning while proactive strategy is significantly costly measures which demands in depth planning and management.

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ABSTRACT The study focuses on analysing and understating the concept of HRM for the business and its impact on employee performance and growth within the market. The study focuses on analysing the statement ‘Human resource can become the fall guy for the dehumanisation or work.

Downsizing, Rightsizing, Reallocating and Redeployments that have become common practice in managing business imposing long term pain on staff in search of short term profit’. The stated perspective reflect that employees are the core need of the business unit. From industrial era different strategies and measures are adopted for enhancing employee productivity form business growth. The study revealed that the present era of competition and intense pressure has dehumanised the business practices to attain results from employees. The business policies and measures focuses on attaining growth aspects of the organization through extending time frames and roles and responsibilities of the work force. The management treat employees as machines which creates an insignificant impact on employee welfare and efficiency. The present study undertook an extensive secondary research to evaluate the topic (Mankin, 2009). Different articles, journals and books were referred to analyse and evaluate the present day scenario within the market. From the overall analysis it has been analysed that companies adopt inefficient and strict measures to attain the business objectives and growth measures for the companies. . Every human works at least 40 hours a week and there is no special emphasize laid on their needs and demands. Human resource management is a concept whereby people are termed as assets and they are treated the same. The study will evaluate different perspective of human resources within the economy which will create a significant and well defined impact on the employees and HR as well.

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INTRODUCTION Employees are the key resources of the business which creates a significant and well defined impact on business growth and development. These are the resources which can be efficiently developed and trained to attain the business objectives in and a well-defined manner.

The present era of conceptualization demands qualified and talented and staff for effective business performance and high success aspects. Companies adopt different measures for attaining and retraining the staff in the business. However scarcity of talented employees is one of the critical issue faced in the current era. Employees seek benefits, efficiency and ethical business operations within organizations. The scarcity of talent is highly rising in the competitive economy. The major challenge for the businesses in the present era is to maintain an effective balance between employee benefits and organizational productivity. Companies are becoming people oriented to address the complex needs and demands of the consumers. Every industry in the economy is striving for a team of qualified and talented employees (Mello, 2006).

The current study will focus on analysing the current scenario of HRM in the competitive economy. It has been analysed that corporate terminologies for employees has become sophisticated however the pressure imposed on them has not been liberalised. Peer pressure and competition within the companies has benefited management in attaining high and effective results for the business however the impact of the same has developed a dehumanizing impact on employees. The present analysis will summarise different studies and evaluation in order to determine the employee needs and demands. The study will undertake a secondary analysis to examine the working conditions and employee position in the business (Wall and Wood, 2005).

The critical evaluation of strategic HRM process and human resource department will be carried out in the study for analysing and attaining well defined results. Past researches, journals, books and articles will be referred for the analysis.

LITERATURE REVIEW AUTHOR defined the present economy as people oriented era. Employees are the crucial needs and demands of the businesses. According to AUTHOR employees are the only assets who can be trained and developed into effective and useful resources to attain well defined

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business results for the companies. However the above views have been criticised by different authors as the theoretical perspective of HRM as per AUTHOR is significantly different from the practical application of tools and techniques. Different researches revealed that employees are resources which is used to attain the business objectives while overlooking to the humanistic aspects of the concept. AUTHOR criticised theoretical concepts of HR models reflecting that these measures has helped business in creating a considerable impact on over utilization of resources. The study will evaluate different perspective of human resources within the economy which will create a significant and well defined impact on the employees and HR as well (Wilson, 2005).

Significance of HRM Human resource management is valued assets of the corporate bodies and management of right people with right task to maximum use of employees. It is the process of recruitment, selection of employees, providing proper training and development skills, maintaining proper relation with trade unions and motivating employees with compensation and benefits and performance appraisal. Importance of human resource management helps a company to achieve its goal timely by creating a positive attitude among workers and to use the resources properly without any wastage. It facilitates professional growth in which due to proper human resource policies employee's are well trained according to the need of an organization and this make them ready for future promotions (Drucker, 2014). HRM motivates employees by offering excellent growth opportunities to those people who have potential to raise, providing proper environment and incentives for developing and make use of creativity. HRM identifies person for future which means employees are constantly trained so they ready to meet the job requirement and the company able to identify potential employees who can be promoted in future at top level jobs. It helps to allocating the jobs to right person by recruitment and selection process. HRM promotes team work and team spirit among employees for developing people and providing healthy environment. On the basis of social significance HRM helps to eliminate waste of human resources through conversation of mental and physical health. It ensure to secure willing cooperation of employees through involvement and grievance handling. HRM helps to manage several difference among employees and employers it means they take proper action before Hire The Best UK Professionals for Entrepreneurship assignment help .

things going out of hands. It helps to maintain or developing public relations by organising business meetings, seminars and official gathering on place of company in order to build relationship among other business sectors (Beckett and et.al., 2013). HR department plays an progressive role in preparing the business and marketing plans for organization.

Hard and soft HRM Soft HRM means an employee management system in which employees are considered as the important part of organization for growth and development. Soft model consist of individual their self-sufficiency and places seriousness , trust and self regulated behaviour at the centre of any strategic formulation to people. Soft HRM gives competitive pay structure to employees with suitable presentation related awards like profit share. Employees are empowered and encouraged to desire authority and take responsibility do proper assigned work. There is appraisal system focused on distinguishing and training and other employee evolution needs so that all the people get proper performance appraisal rewards. In soft HRM there is regular and strong two way communication among employees so that they can easily convey with each other and they focusing on long term manpower planning. There is flatter organizational structure in which there is no middle level management and direct conversation between staff and executives, a company with flatter organisational structure also has less authorities because of fewer relationship. Soft HRM follows a democratic leadership style in which group members take part in the decision making process and everyone is allowed to discuss their ideas and ideas are encouraged. Democratic leadership is used when situations change off times and so that leadership offers a great deal of flexibility to adjust to better ways of doing things. It is used when decision is very complex and broad, it is essential to have different areas of expertise described and contributing input (Kelly, 2006).

Hard HRM is an employee management system in which workers are considered a resource that need to be controlled to in order to accomplish the best possible profit and competitive benefit. In hard HRM they treats their employees as a resource of business like machinery and buildings. It includes the powerful link with corporate business planning in which what resources we need, how do we get those resources and how much will they cost the

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company. Hard HRM determine manpower needs of the business and recruit and manage according to that like hiring, moving and firing. It including short term changes in number of employees where recruitment and redundancy is applied (Bush, 2003). It have little authorization or delegation it means in hard HRM there is small grant of authority to each other. It considered taller organizational structure which have many levels of hierarchy, the organizations have many managers and each manager is in-charge of only a group of people. It follows autocratic leadership style which is characterized by respective control over all determination and small input from group members and typically make choices based on their ideas and opinion and often accept advice from followers. Hard HRM ensures assessment system focused on making opinion about employees and minimal communication between them so that they easily can not convey their messages. In hard HRM they pay enough to recruit and carry enough staff so that they pay minimum wages to their employees (Cannella, 2009).

HR scenario in present economy Kuusilehto-Awale, (2013) analysed that changing perspective of human resources within an organization has helped companies in creating a significant and well defined impact on business growth and development. The concept of personnel management has been taken over by Human resource management which created a highly influential impact on business growth and development. Strategic HRM process integrates the employees’ needs and demands with organizational objectives. The theoretical concepts has defined the term as an interconnecting process and measure to attain the business objectives which ensures efficiency of employees in the competitive market. However a contradictory perspective of the issue has been analysed and evaluated by actual business practices (Kuusilehto-Awale, 2013).

Kaplan and Atkinson, (2015) stated that the era of 1980 is known as the era of arrival of globalization and the Information Age. This period introduced change and focused on developing stability and efficiency in the economy. The aspect was effective for creating a significant a valuable impact on business growth and development. It created a high measures of monitoring and control in order to enhance productivity and efficiency of employees. The employers of the business through strategic alliance and with the motive to minimize errors in working created a significant impact on allocation of work and attaining results for the

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employees. This created an indefinite impact on business performance and development. It was also a challenging aspects for employee performance. Employees were treated as machinery to attain high and significant benefits for the companies. This created an overall frustration and insignificant growth measures for the businesses and its workforce. According to Jones, (2010) the aspect of Strategic human resource management focused on attaining the business objectives while cooperating with the employees however the overall impact of the process resulted in creating an insignificant impact on overall performance of business growth and development (Jones, 2010).

Concept of humanizing and dehumanizing work force In the present era of modernization and globalization where businesses are opting to undertake Human resource management strategy to monitor and mange its workforce by adopting several techniques and to control their actions effectively. This approach to manage the workforce is a dehumanizing concept whereby enterprise are treated as people and humans are given just the economic role wherein they are treated as workers, customers or investors.

In many organization it has been seen that the HR managers treat their work force as a means of machines or tools. Every human works at least 40 hours a week and there is no special emphasize laid on their needs and demands (Kaplan and Atkinson, 2015). As stated by Author... human resource management is a concept whereby people are termed as assets and they are treated the same. The difference here is that the asset in terms of physical machines. In several organization workers are being considered as robots whereby they work continuously for hours, without any overtime payment, regarded to complete the task in the prescribed time limit as they don't have their personal life.

Therefore, it is being recommended that the concept of dehumanizing shall shift to humanizing people and concentrating on their development. This will consequently be beneficial to the management itself as a happy and satisfied workforce aids in the progress of a every business enterprise. There are several Jargon's that are used in the offices that de motivates employee as well as makes impossible for them to survive in such environment. Citing some examples, “Sweat the asset� is a phrase used and implemented in each organization whereby the

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management exploits its resources and extracts maximum benefits as possible from its machines.

Therefore, people shall stop being categorized as resources and these phrase shall not be used in context with the employees (Chandon and Wansink, 2012).

Management in the present era in critically determining the impact of employee productivity through cost objectives of the business. It has created an insignificant impact on business growth and development. The recent case of Tesco losses and high employee turnover was analyzed due to unethical practices of the business in attaining business objectives. The cases of employee bullying and pressurizing was determined in the business. Employees were evaluated on the basis of their productivity and target achievement in the business. This led in creating ineffective impact on business.

Long term pain and short term profit The concept of an employee came from the Factory System, which not so subtly turned employees into "stuff". The factory system needed people to run the machines, but the less human they acted and the more they resembled machines, the better the system worked. Humans have left the machines behind, but it's still convenient to see people as "stuff", as extensions of machines. A common definition of racism is prejudice, discrimination, or antagonism directed against someone on the belief that one's own race is superior. When individuals are refereed at work as “head count”, “cogs”, “workforce”, “capital” or as a “resource” they are continently reduced to something inferior and less human. Doing it to the individuals to dehumanize at work is nowhere near as egregious, but it is built on the same principles of false superiority and inferiority. There are number of ways in which individual are refereed at work that are deconstructive (Lovelock, 2011). All of them should be as of limits as any racial slur, not because they are on the same level, but because both are dehumanizing. The most subtle and insidious of all is “Human resource” which reduces people to the level of a chair, computer, forklift or other business resource. All of these terms make it easier to see individuals as “cogs in a wheel” allowing us to make decisions without as much regard as the individual human beings involved. As with most legacy terminology we don't think about the roots of such terms and usually don't mean to use them pejoratively. But words are powerful and communicate or with

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repetition, actually determine the what we really believe. So lets ban terms like these that make people seems less human and that are worn out in exhaustion in our time (Diamond and Barham, 2012).

Recommendations To conquer divisiveness by emphasizing the cultivation of good communities, seeking ever to extend them and connect them until we build a genuine global community. Good communities are communities of caring, formed from strong bonds of trust and friendship, exemplifying true justice. Such communities operate through the healthy stratigraphic power .

These communities offer to the individuals within it a sense of purpose and a sense of belonging, which are among the most truly fulfilling experiences people can have. Technology still has a role in such a world, as long as technology is used to aid human priorities. We must reclaim an older use of the term "economy": the wise management of resources, which means using money and other resources to serve human priorities. This would be an economy of addressing the full range of basic needs: not only survival but also our social and self-actualization needs (Verma, 2010).

CONCLUSION Employees are termed as the assets of the business in the current era. Companies have adopted different practices and measures to attain the business growth and development aspects.

Employee development measures have created a well-defined impact on attaining business results and success. However internal system of dehumanizing and treating employees as the machines has created an in effective impact on business success aspects. The overall evaluation reflected that company’s contribution in business development is related to employee strategies and retention aspects. The issue of talent management was high in the economy however people management aspect created a significant threat in the market. As a result businesses applied a measure to employee exploitation within organizations to attain high and effective development measures. It has been examined that long term pain to employees for short term business profitability has created an upcoming business challenge for the organizations. The impact of the same was a critical impact on long term growth and development aspects of the business. Hence

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developing effective organizational culture while ensuring employee engagement and flexibility is a critical business aspect. Different companies have adopted different measures to resolve the mentioned issue. In order to ensure the development of the employee development and organizational success companies must ensure effective and well defined labour laws and restricting in the business. The companies must manage the team of talented and committed team of employees from hire to Retire. This will help businesses in attaining positive and well defined results.

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