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Final Project
Introduction
To approach the mindset for human resource management, we can follow two steps. HR representatives can fill authoritative jobs, basically encouraging the administrative work required for undertakings, for example, contracting new representatives and taking care of laborers pay protection. Or on the other hand HR workers can end up as vital supporters of organization achievements. Changing the HR work into a vital supporter can take your workforce methodologies to the following dimension, expanding the estimation of your human funding to accumulate particular upper hands. Meaning that HR employees can strategically contribute to organizations and ensure total success (Kerzner Kerzner, 2017). This transformation is very vital for an organization to move forward as HR employees work for advancing the company and making it a success in the market.
Discussion
For decades, the role of a human resource officer of a manager has been the same. They have been assigned the same tasks and duties repeatedly. The basic concepts a human resource department follows are
The recruitment process and procedures.
Developing company policies and applying them to the company.
Providing details to the executives and managers about the issues the company is facing.
Managing issues being faced by the employees.
Serving as a bridge between employees and executives.
This makes the role of a human resource manager consistent and dismissal. The new era is ever so full of developing organizations, and the human resource department is never evolving. The policies they follow are for a specific period, or most dominantly they are based on the present working condition of a company. There is a lack of strategies and creativities.
Utilizing committed, experienced, persuaded and all-around prepared representatives can build effectiveness and efficiency in tasks, just as upgrading item quality and the client experience. Having a strategic HR management can help an organization or a company in many ways as a strategy means intelligence and wit. The managers are only hiring those candidates who are eager to grow and more specifically to learn and use that learning experience to advance in their professional life. This core human development or employee development is beneficial for the company as well. As with hiring and training these individuals, a company can make huge innovations and excel with no boundaries. It can be seen in many organizations that HR managers and officers have now taken up the role of consultants (Reilly Williams, 2016). Their primary role nowadays is to work with the employees to ensure their efficiency and make the customer experience a success. HR managers, executives, and officers can do more than that and have a more significant role in the organization and its hierarchy.
The HR managers are tied to making a high ground through an associations workforce. Utilizing committed, experienced, influenced and all around arranged agents can manufacture viability and effectiveness in assignments, similarly as overhauling entity excellence and the customer experience.
Running a small business or being a small fish in a pond of big fishes can be very challenging as it takes time and pressure from all directions to make a business a big success. This success does not come overnight. Expertise is required to run a business, and human resource management is the key factor. Using their credentials carefully and professionally, HR managers can bring wonders for a small business as long as they are utilizing their experiences and talents resourcefully. Being a strategic human resource agent brings about positive changes in any company. Innovation is vital for bringing different stances and projects that can benefit the company and the customers as well. Strategic managers work with the organization from top management to the grass root level in order to achieve the goals. They work with every employee and also the owners to train them and potentially grow them in a positive direction. This makes the employee hierarchy professional and ready to take all sorts of risks and take command of the company if an executive resigns or leave. This keeps the company advancing without any sorts of limitation. Having professional and strategic human resource managers can help keep the running of the company without depending on the owners and governors.
The most positive thing about having a strategic Human Resource policy is that the best performers or best employees are given rewards and numerous other benefits. This, in turn, leaves a positive impact on other employees as well. The Can Do attitude is inscribed in them, and they admire the steps taken by the company for rewarding their hard work (Marler Parry, 2016). This kind of environment gives company fame, and the customer experience, as well as trust, is also developed. If the workforce is kept happy then ultimately customers will be happy which will result in innovation and the company will flourish.
Another thing that is faced by many employees in a work environment are the incidents. These incidents can relate to anything and can be common too. Strategic human resource policies must comply with solving these incidents as soon as possible. Employees in an organization face many issues daily, and it is up to the policies put forth by the HR departments to solve them. From legal issues to social and working issues, strategies must be made by the human resource department to counter them and keep a check on any sort of issue that might come up and hurt the working environment of the organization. Without having a positive attitude from the employees, a company cannot flourish as it is evident. It is the hard work put into place by the employees who assure the development of any company. Solving their issues and listening to them by engaging them in seminars, wishing them on all occasion as well as keeping a check on their emotional stress is a key policy of a strategic human resource department.
As the number of companies and organizations are growing, the level of competence is also increasing. Decade ago, companies relied on hiring individuals having a professional high-class academic career and individuals with a professional background. Things have now changed the main factors that are now the center of attention for the companies are talent and a positive attitude. It is a known fact that every single person on this planet is talented and is blessed with something in one way or the other. The strategy now for the companies is to hire individuals having a positive attitude and eager to learn. This provides a company with a chance to utilize the creativity of the workforce and initiate the development stage. This benefits the company in all sorts of way. Having strategic human resource management can help harness the creativity of the workers and provide the company with the success it seeks.
The working environment matters a lot in corporate business and organizations. Be it a public or a private organization or a company. The working environment and the culture of any business or a company play a major role in success. The employee engagement with the management is essential as it gives importance to the employees. We all are dependent on the environment we live in, and the environment we live in helps us develop as a good person in our social life. Same is the case with the working environment of a company. Workers can grow professionally and take their professional career to a higher level if they are working in a positive environment. Human psychology works in this way as we all are attracted to positive things and having a positive working environment can influence in a flourishing way. Human resource managers need to apply such strategical policies which provide a happy working environment for the workers
The proper structuring of an organization can result in many wonders for the workers and for the executives as well. The presence of good leadership with strategic human resource management is vital for positioning of the workers according to their expertise. Utilizing the talents of the employees and new workers and discussing them with the management level, can provide positive results for the organization. Internal training of the employees and polishing them is a vital part of human resource managers. The main focus here is to provide professional training to the employees and bring them out of their comfort zone so they can learn arts and crafts of professionalism and learn new things that might not be related to their expertise. This will benefit the employees in their future jobs and build up their working career (Bratton Gold, 2017). The working if this scenario rests up to the strategies adopted by the human resource department and their mindset.
However, human resource managers do face criticism all through their professional life. The employees are never satisfied with the steps taken by the human resource department in fulfilling their needs and solving their issues. Almost every company starts with a strong and Can-Do attitude HR department and with time the enthusiasm seems to fade away. This is a common factor and needs to be addressed. There have been many studies concluded and surveys done on this issue. The most common issue was communication. It has been observed that the communication level seems to decrease with the passage of time between the HR department and the top-level management. The communication of human resource officers and managers seemed also neglected with the workforce. This miscommunication factor results in misunderstandings and low-level trust. Human resource departments have the authority to communicate with each individual and look for issues the company and employees might be facing. They should report these issues and address them with concerned personnel every time. Steps taken by the HR officers and managers must be in accordance with the expectations of the employees (Wilton, 2016). This is the basic job description of an HR officer.
HR do face issues on their own as they are liable to take actions on the issues that are persistent and when executing their duties, they face pressure from the managers and executives. This obstacle does not help in boosting their morale which results in future neglections and low interest in policy making. Managers and executives tend to ask HR to ignore the issues and errors made on their part, influencing their authority. If the HR managers dont comply, then the result is losing the job. Not putting their jobs at risk, human resource departments start ignoring the faults made by the management, and this slowly becomes a habit, resulting in criticism.
Example
Having a no human resource department is even worse than having a non-working one. The role of the HR is to provide the company with the basic tools to develop and move forward with the positive initiative. It is a proven fact as it was done by a company named Xerox. The company eliminated the department of human resource and started its business career. It was only because of the inclusion of the Human Resource department that this company won an award on its quality and customer success. Human resource as the name suggests is a department that works on humans and uses their resourcefulness for the betterment of the company.
Many authors have linked the success of HR to the term Total Quality Management. In 1993, Blackburn, a writer, observed that many organizations went on to achieve great heights because of the human resource department having leadership style qualities. A leader has strategic qualities he knows how to tackle an unprecedented situation and bring forth positive results. A human resource officer with leadership style qualities can influence the workers alone. Having good communication skills, a great team leader, believing in group work, asking questions being curious is what a leader thrives for. If a human resource manager has these qualities, he can solve issues without any fear or pressure. The word influence will mean nothing to him. For HR to be strategic and successful, they need to have a strong connection with the management and with the employees as well. The working condition certainly becomes more resourceful If the human resource departments are willing to take a strong step forward with both the management and the employees at the same time. They are conveying their needs to each other, making the customer experience great success and making connection externally.
With the advancement in technology, the working of HR is becoming more simpler and easier. There are much online softwares and tools present that make the HR job less complex and more time effective. The records of the employees can be updated online with the press of fingers. Even the workers can update their company profiles easily. Working hours, leaves, holidays, celebrations and more such things are very easy to execute. With more time in hand, HR officers can utilize it on strategical actions that too which goes in favor of the company and for the employees. Usage of this new technology has also allowed HR to be more effective and be in constant communication with both management and employees. Business management tools, relation management tools have made the working of HR more important. Employees use these tools and seek help from HR while facing any difficulty is using these new tools.
Conclusion
As the world is changing and more new companies are rising up, the need for talented and strategic human resource officers will increase. Companies have never been so more competitive and professional. They follow their own made strategies in developing the company and also the workforce. From domestic to national and from there to global, companies are moving vastly towards innovation they will always require a strategic human resource business partner that will help them in devising strategic policies and rules that will be benefitting for the company. The demand for human resource officers will be high and competitive as well. It should be realized that how businesses are impacting the global needs and how the success ratio is fluctuating. The ever need of a strategic human resource manager is getting higher in this advance era. The competition is high, and the demand is bigger. Human resource jobs are getting more specialized, and it will require specialized training and skills to be accepted as a strategic HR manager. The understanding of the roles of the HR needs to be realized before one can apply for it. Proper engagement with employees and proper understanding of the talents the candidates have is required to be a strategic HR business partner. HR has been through many changes, and it is still evolving. The pattern is different, but the concept is the same. Many companies have lost their future by changing their HR structures, and roles and many have been successful in doing so. Helping the organization to move towards success and still being criticized as not doing anything for the company is what fate has brought to the Human Resource department.
References
Kerzner, H., Kerzner, H. R. (2017).Project management a systems approach to planning, scheduling, and controlling. John Wiley Sons.
Reilly, P., Williams, T. (2016).Strategic HR Building the capability to deliver. Routledge.
Marler, J. H., Parry, E. (2016). Human resource management, strategic involvement and e-HRM technology.The International Journal of Human Resource Management,27(19), 2233-2253.
Bratton, J., Gold, J. (2017).Human resource management theory and practice. Palgrave.
Wilton, N. (2016).An introduction to human resource management. Sage.
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