This report aims at discussing the mutual impacts of human resource management and maritime issues. The report was researched by two people. It presents a thorough discussion and critical thinking on the topic, i.e., human resource management and maritime issues. We divided the topic into subtopics that were in the form of seven basic questions to make our discussion easier and less tiring. During our first meeting, we discussed the subject at length, and each one of us contributed what we knew about the matter. We also listed the reference books we would use during our research period. After we had agreed on everything, using the skills on group discussions taught to us by some of our teachers, we decided that it could to be easier if we could divide the work between us. We distributed the questions we had set for our topic between us, and we agreed on our next meeting, whereby we could discuss our findings collectively. After exploring several presentation methods, we agreed that we would present our findings as a TV show. In this presentation my colleague would be the interviewer, and I would be the guest speaker (interviewee), answering all the questions according to our findings. The subtopics we selected were:
- Definition of Human Resource Management
- Functions of HRM
- Political issues affecting HRM
- Technological impacts on HRM
- Training Impact on HRM and Maritime Issues
- Globalisation impact on HRM
- Economic impact on HRM and Maritime Industries
Definition of Human Resource Management
After we had completed our research, we were then ready for the presentation of our findings. I started the presentation following our set subtopics. I started by introducing our topic and giving a general overview of what our presentation would entail. I defined human resource management as the process through which an organisation acquires and maintains its employees (Mello, 2014). I continued the introduction by saying that the management of employees includes paying their salaries, promoting them and motivating them, among many other things. I also explained the relationship between HRM and maritime issues. I explained this clearly that for a maritime organisation to develop, just like any other organisation, there must be human capital, which is covered in HRM.
Functions of HRM
The second subtopic of the discussion, according to our agreement whereby I was supposed to present the audience, was with regard to the functions of HRM and how they impact maritime issues. In our research, we had come up with four main functions, and I presented them briefly due to shortage of time. The first function I presented was the role of planning, whereby an organisation, through HRM, plans on the number of employees to employ (Mello, 2014). The skills of employees and what positions they would take in an organisation are also considered. The second function we presented was staffing, which involved the actual process of recruiting employees. When staffing an organisation, HR officials recruit and place employees in their required positions. In staffing, HRM also orients employees by briefing them of what they are expected to do within a firm. The other function I presented was training and development, whereby HRM trains new employees and develops them in their areas of speciality. Training is important since it increases the efficiency of personnel, leading to the development of business establishments. The last function I presented was that of maintaining personnel by paying them salaries, promoting them and motivating them, which is done by a company through an effective HRM. After I concluded the discussion on the functions, I tried to make my audience understand how these functions of HRM are related to maritime issues. I did this by explaining to them that maritime organisation cannot survive without human workforce, which is entirely the business of HRM.
Political issues affecting HRM
Regarding political issues, we were not sure if our audience would pay attention to us since many people do not like the topic on politics. I started by talking about politics being related to leadership. I explained that, within a firm, it is not easy for HRM being independent for the reason that some of the biggest shareholders in many organisations are politicians. Politicians tend to take over everything in an organisation, bringing about poor management. Another example we gave on the political impacts on HRM was with regard to a wider perspective, whereby due to politics, some countries fall out with other nations, and some sanctions are put in place. The sanctions would affect the involved countries, and HRM in big organisations in such countries would be negatively impacted. However, I explained to the audience that politics do always result in mismanagement, and I gave a reason for that. Politicians can sometimes use their powers to positively impact the management of a particular organisation. This would, of course, bring about better performance outcomes.
Technological impacts on HRM
We had also researched on how technology impacts HRM, specifically how it has affected HRM in relation to maritime issues. At first, I was not sure about how to present this part of our findings, but it turned out to be the most interesting and the most liked part by the audience. I started by explaining to the audience the definition of technology by giving simple examples of technology, such as mobile phones, computers and television sets. After a brief introduction, I explained some maritime technology aspects, such as computerised ships. I explained how improved technology in relation to maritime would affect HRM. I did this by demonstrating the fact that if computers do most work in ships, it simply means less people are employed, and would have an impact on HRM. Improved technology, in other words, is not creating employment and is leading to overworking of the few employees in firms. Personnel, in one way or another, will be literary working as machines. I concluded my presentation on technology by telling my audience that, although technology is good, and we all love it, its impact on HRM cannot be overlooked.
Training Impact on HRM and Maritime Issues
Training is the other important factor we were supposed to present. We were supposed to show how training in the maritime industry has affected HRM. Training in any organisation, as discussed above, is entirely the work of HRM. It is crucial because it ensures that employees working in an organisation are well qualified and possess the required skills (Stuart 2013). In maritime organisations, the cost of training is excessively high, and this has a negative impact on HRM, which, on several occasions, ends up employing people who are not trained efficiently. When employees are not qualified, their performance outcomes would be low, which would impact a company negatively. HRM officials, thus, would have to go an extra mile to ensure that the people they employ have the required training, even if it means straining over the few resources available (Stuart 2013). Training is important because firms would be sure of a good output at the end of it all. I summed up my presentation on training and its impact on HRM and maritime issues by saying that shipping companies need to get some donor funds to help it train its staff. Better training would ensure its endurance in the business domain, which is full of competition (Theotokas 2014).
Globalisation impact on HRM
The issue of globalisation seemed hard to me at first, and I had no idea how I was going to start. My friend had made notes on this, because he was the one researching it. I relaxed for about one minute, sipped some water after my presentation on training, and then started on the globalisation subtopic, feeling a little bit re-energised. I began by telling my audience what globalisation is and why we thought it was good to discuss it in our presentation. I simply described globalisation as a process through which the world becomes like a village, meaning that there is international integration arising from a number of factors, such as worldviews, products, cultures, and ideas. I related the definition to the maritime industry, and I said that the free flow of products across international boundaries is a clear indication of globalisation. After the brief explanation, I went straight to explain the relationship among globalisation, HRM and maritime firms (Hendry 2012). In the maritime sector, when there is globalisation, it means that HRM can access employees from other countries with different qualities. Globalisation is a good thing because it promotes an intercultural relationship in the industry that might improve performance outcomes. The fact that HRM can hire people from other countries means that the industry would have excellent employees, trained in different countries (Theotokas 2014).
Economic impact on HRM and the Maritime Industry
As we were discussing our topic of research, my friend and I decided that our presentation would not be complete if we could not discuss the impact of economic issues on HRM and the maritime industry. I started the presentation by defining economics, in simple terms, as the production, distribution and consumption of goods. After the brief explanation, I told the audience why we decided to incorporate that issue in our discussion. I said that before new employees are recruited in any organisation, the available resources should be considered. For example, it will not make sense to employ people who will not be paid (Price 2011). It is the work of HRM to ensure that the resources available in an organisation are utilised in the best way possible to avoid over-utilisation. The maritime industry cannot overlook economic impacts, since the economy is the backbone of any organisation (Hendry 2012).
Our presentation was good since we achieved our objectives, i.e., we effectively discussed the seven subtopics we had planned to examine. My friend was so proud of me and he said that that best presentation he had ever seen. The comments made me euphoric. We had a meeting after the presentation to discuss our shortcomings, and how to resolve them in the future. Personally, the process changed me a lot, because I believe that my confidence has increased. Inn fact, in my next presentation, everybody is going to congratulate on my excellent skills in discussing several ideas.
Hendry, C, 2012, Human Resource Management, Routledge, London, United Kingdom.
Mello, J, 2014, Strategic human resource management, Cengage Learning, Hoboken, NJ.
Price, A, 2011, Human resource management, Cengage Learning, Hoboken, NJ.
Stuart, R, 2013, Essentials of human resource training and development, Web.
Theotokas, I, 2014, Applying Flexible Global Supply Chain Strategies via effective Maritime Management, Web.