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21st Century HRM

I think the most important of all six core human resource values is responsiveness to the public’s will. I believe it is most important because it is the basis for effectively managing the other five core values. Suppose you are not responsive to the public’s will. In that case, it is impossible to have social equity, mission-driven focus, skills-based competency in employment practices, professional human resource competency and ethically based organizational culture. The value allows an organization to know what its customers want and need. This way, they can tailor their products or services according to what they perceive as helpful for their clients. Without this value, an organization would be unable to manage any other value properly and would be unable to fulfill its ultimate goal of serving the public.

Additionally, when organizations are responsive to their public, they can also ensure that they provide quality services and products at reasonable prices while still making a profit. This means that they don’t need as much funding from other sources such as donations or grants provided by governments since they will be able to make enough money by selling their services directly without having any extra costs associated with providing charitable aid on top of it all.

Nonetheless, an organization needs to be responsive to the public because if that organization does not, it may lose some or all of its support from the people who live within that area. Suppose an organization loses support from the community. In that case, it may not be able to operate effectively because those who live or work in that area will not have any incentive to help with things like volunteering or donating money. Therefore, this value is important since it ensures that an organization’s policies and practices align with what the public wants (John L., 2015). If they aren’t, they end up alienating their customers or clients, leading to a loss of business and revenue. Besides, it ensures fair and just treatment of employees. Thus, without responsiveness to the public’s will, it would be elementary for companies to mistreat their workers or ignore their needs.

For instance, public opinion is a crucial factor in decision-making, which is what responsiveness to the public’s will aims to measure. It’s easy to see why this value is so significant from real-life examples. For example, McDonald’s does have a reputation for treating employees poorly due to its failure to consider the public opinion of its customers. McDonald’s recently found themselves in trouble when they tried out a new policy where they would only pay their employees $1 per hour if they didn’t meet specific goals like being on time and following proper hygiene practices. This led to widespread criticism from consumers and employees, who felt that this was unfair treatment of their employees and something that any employer should not tolerate. Therefore, ignoring public opinion made McDonald’s lose its employees and esteemed customers. Thus, if you’re not responsive to your customers and clients, they might not buy your products or services. And if you don’t have customers or clients, you can’t keep your business alive.


John L., D. (2015). Human Resource Management in the Public Sector Policies and Practices (pp. 3-17). Routledge. Retrieved 2 September 2022, from.

Writer: Simon Doonan
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