Human Happiness In Cpm And Hrm Assignment Sample

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Introduction Of Human Happiness In Cpm And Hrm Assignment Sample

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The essay will be aiming to demonstrate the role of Certified Public Manager (CPM) and Human Resource Management (HRM) in the development of an organization and their respective contribution to society and humanity. Certified Public Manager is a program that was incorporated to improve the habits, techniques and set accurate practices for public and private sector managerial designated individuals (Wolfswinkel et al. 2013). On the other side, the body by which an organization assures recruitment and development of productive employees to become productive and add value to the organization over time is referred to as Human Resource Management (HRM). The CPM upholds the responsibility of bearing public trust and providing opportunities relating to the well-being of society. The HRM plays an important role in organizing the activities that will yield direct benefit to the society, like driving charity activities, clean up programs and many other activities concerning the responsibility of a business organization to the society. Both the CPM and HRM bodies of an organization uphold the crucial role of deriving and implementing methods that will benefit society. Certified Public Management deals with public relations, whereas Human Resource Management deals with building a better workplace by recruiting productive employees. Both the bodies hold the responsibility of building a better society through direct or indirect plans of actions that yield short-term and long-term benefits to either party, primarily the business organization and human society (Boselie P et al., 2013).

The idea conceived about the Happiness Principle is that it is the ultimate mortality standard as set up by classical utilitarianism. The right actions judged or taken by which the total happiness of the members in a community reaches its maximum desired point are conceived as happiness. The principle setting up the parameters of good happiness is termed as Happiness Principle. Utilitarianism is the concept that understands the basics of morals and utilities, leading to the greatest happiness principle and focusing on the right actions, which promote happiness, condemning the wrong actions, as they tend to produce the reverse of happiness. Happiness is referred to the intended pleasure, absence of pain. Unhappiness, on the other hand, refers to pain and the privation of pleasure (Riley, 2013). Both Happiness Principle and Utilitarianism are virtual concepts. Neither of them is related to or assessed using quantitative analysis. The scope of the events making a person or group cannot be classified and

divided into groups. It is one's desires that make one happy. It is only related to the thought process of every individual concerning a specific timeframe. Utilitarianism is referred to a broad consideration of social and philosophical thought processes and not a social principle. The main goal of the utilitarian principle or the greatest happiness principle is assessing human nature and formulating laws that will ensure maximum happiness for every individual. The word utility refers to the instruments or tools of happiness. The measure of happiness or the value of pleasure can be specified by assessing mainly seven aspects of human nature (Barrow, 2015). The aspects are intensity, duration and certainty or uncertainty, propinquity or remoteness, fecundity, purity and extent. All the mentioned seven aspects need to be assessed thoroughly; neglecting one of them may lead to the wrong assessment of the scenario. The Happiness principle was formulated to avoid conflicting areas of despotic (one person's desires are placed upon a group of individuals) or chaotic (every person placing their desires upon the other) approach. Nature is considered to put the entire human race under the governance of two influential masters, Pain and Pleasure. Maintain synchronization and obtain a harmonious environment to obtain maximum pleasure moments through the work schedule of the individuals committed to the business organization. Through the moral implications of the greatest happiness principle by the HRM and CPM bodies of business organizations, it can be assured that the qualitative approach of happiness can be achieved not only for every individual committed but also for the whole as a team.

The Certified Public Manager is designated for performance improvement, formulating methods or ideas for advancement in the best practice standards for public, private, non-profit career fields. The CPM is awarded the responsibility of completing a CPM program with the stated competencies. The competencies of the CPM have a varied range, including personal and organizational integrity, managing work, leading people, developing self, systematic integration, public service focus, and change in leadership. The CPM must ensure all the needs for a successful business organization through significant focus on numerous aspects (Mehta and Dsouza, 2015). The aspects include an increase in awareness, building of proper skill for identification of problematic ethical areas of concern, conflicting areas of interest disturbing the exact workplace behaviour, framing of the needful legal policies(Andrews, 2014), achieving desired organizational goals through accurate planning and proper allocation of human, financial, material, information resources and projecting clear job expectations backed up by proper training and measure of performance, accurate distribution of workloads and efficient ways of dealing with problems in performance, creating a positive working environment and through the proper projection of organizational visions, promoting diverse workforce by encouraging and proper facilitation of pride, trust and group identity as a team. Encouraging self-awareness through individual performance planning and detailed feedback obtaining and study followed by proper analysis, a proper understanding of the impacts of internal and external relationships on the business organization. Analytical planning and monitored implementation of the decisions made, identifying the expectations of the consumers or clients, assuring the delivery of best quality of services to the consumers or internal and external recipients. Implement and develop paradigms to act as a change agent initiating and implementing the exact strategies to ensure proper adaptation of changes in the work area considering personal views to the change implemented, nurturing creativity and innovation. This area needs the sincere consideration and lookups of the CPM to build and adapt a sustainable working environment.

The Human Resource Management (HRM) body deals with a crucial and vital issue of recruitment and nurturing individuals, which will benefit the business organization in a longer period (Armstrong and Taylor, 2014). Human resource management plays a key role in conducting a proper job analysis framework, planning the needs of an individual, concerned to the business organization, recruiting the desired people according to the job demands. They set up proper orientation, conduct useful and informative training, and keep proper accounts of the wages and salaries disbursed or need to be disbursed (Greenwood, 2014). Deriving and communicating good incentive schemes, correct assessment of employee performance. They identify and resolve the disputes between individuals and the business organization, ensuring proper communication between employees irrespective of their designated posts or grades. The core qualities of an HR demands extensive industrial knowledge (working in the assigned field for a long period), leadership qualities (to ensure not a single voice rising concern in the business organization goes unheard), flexible and accurate negotiation skills ( ensure a firm bridge of communication between the employee and their employer ). It is derived from the study that HRM primarily focuses on the internal parameters of a working environment and maintains a strong bridge of bond among the system on which the business organization survives (Sparrow et al., 2016).

The above study provides an overview of the responsibilities of the Certified Public Management (CPM) and Human Resource Management (HRM) bodies. It can be noticed that both the working bodies do work autonomously. However, there are many similarities between the roles they play. CPM mainly indicates a Certified Public Management program, which an organization must undertake irrespective of its status quo to ensure a healthy approach to society. So, CPM can be concluded to be periodic.

On the other hand, the modern-day scenario depicts Human Resource Management as an integral part of the organization to ensure and maintain a healthy and positive working environment. Furthermore, HR is considered a bridge to eradicate all communication barriers within the organization. Therefore, neither CPM nor HRM can be ignored to assure a healthy future of the organization. Both of the concepts were formulated keeping the ethical considerations into context; over a long period, both have evolved according to their responsibilities to ensure the smooth commencement of a business organization (Acampora R, 2015).

Conclusion

In the above essay, the researcher has been seen focusing on the various aspects of Certified Public Manager(CPM) and Human Resource Management (HRM). Precisely both HRM and CPM have been defined in their responsibilities to the organization, society, humanity. A study was initiated to provide a detailed overview of the relationship between CPM and HRM. Similar responsibilities between both the bodies were sighted through the essay, and it was seen that the approach of work differentiated them. Avoiding their differences, both CPM and HRM are considered the opposite sides of the same coin. The coin is that precious factor that determines the coming days of the organization.

Reference List

Riley, J., 2013. Greatest Happiness Principle. The International Encyclopedia of Ethics.

Barrow, R., 2015. Utilitarianism: A contemporary statement. Routledge.

Wolfswinkel, J.F., Furtmueller, E. and Wilderom, C.P., 2013. We are using grounded theory as a method for rigorously reviewing the literature. European journal of information systems, 22(1), pp.45-55.

Armstrong, M. and Taylor, S., 2014. Armstrong's handbook of human resource management practice. Kogan Page Publishers.

Sparrow, P., Brewster, C. and Chung, C., 2016. Globalizing human resource management.

Routledge.

Greenwood, M., 2014. HRM and Ethics. Wiley Encyclopedia of Management.

Boselie, P., Paauwe, J. and Farndale, E., 2013. 14. The contribution of HRM to fairness, social legitimacy and public value: human resource governance and risk management in seven leading multinational companies. Managing Social Issues: A Public Values Perspective, p.238.

Mehta, M.N.C. and Dsouza, M.J., 2015. Creating a culture for sustainability through the b-school learning model. Reflections-Journal of Management, 3.

Acampora, R., 2015. Primers of Nonhuman Animal Ethics. Society & Animals, 23(2), pp.193-196.

Andrews, K., 2014. Personhood, Ethics, and Animal Cognition: Situating Animals in Hare's Two-Level Utilitarianism, by Gary E. VarnerThe Philosophy of Animal Minds, edited by Robert W. Lurz.

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