Human Resource Function in Business
Activity 1
Strategic Human Resource Management guides organizations in constructing a base for strategic company advantage, by developing an efficient organizational design, culture and structure, systems thinking, workforce value proposition, and suitable communication strategy, as well as preparing the company for an evolving landscape, including M&As (Mergers & Acquisitions) and downturns. this discipline includes Corporate social responsibility and sustainability, particularly in connection with company values and the expression of these values in decisions made by the company (Strategic-HRM, n.d.).
The term "strategic management" refers to a collection of managerial actions and decisions that guide an organization's performance in the long run. Another way to define the term is: 'maintenance of an organizational vision, updated continuously by external and internal environmental data' (Bratton, & Gold, 2012).
Roles in strategic human resource management
Personnel policy must be associated with general as well as specific objectives. Company management should plan and create a general code, containing a definite statement of possibility. Meanwhile, specific objectives statement must cover the following activities: workforce salary and wage administration, personnel benefits and services, motivation, research, personnel records, and labor relations. Personnel policies must aim:
Enabling the company to carry out or fulfill the key objectives specified as the desired minimum of its general personnel policy.
Ensuring that staff has knowledge of items included in the policy, and securing their cooperation to help accomplish the objectives successfully.
Providing employment conditions and procedures that will ensure development of a sincere feeling of solidarity with the organization among employees, and help them perform their duties sincerely and efficiently.
Providing efficient, appropriate, trained, competent, and motivated individuals for all types and levels of management.
Protecting the collective interests of every group, and recognizing trade unions' role in organizations.
Allowing consultative employee participation in company management, together with training conditions for such participation; however, this will not occur in technical, trading or financial policy;
Providing a sound consultative service aiming to create mutual faith in the organization (Human resource management, Course overview, n.d.)
Development and implementation of human resource strategies
Firstly, develop a definite company vision. This is an essential step before developing the organization's HR strategy. Knowing which direction the organization is headed guides HR in assisting the organization with goal attainment.
1. Determine the Role of HR Department
Following clear identification and communication of organizational vision, the next phase in the development of a sound human resource strategy is to determine HR department's role. When devising an HR strategy, it is necessary to outline the precise tasks to be handled by HR.
2. Develop Company Overview
After clearly specifying HRD's role, the subsequent step is performing an organizational evaluation. A complete organizational plan must be established, which portrays the firm's current position, maximizes HR, and helps attain corporate goals.
3. Investigate Organizational Needs
This might necessitate an appraisal of current labor force demographics. An aging workforce is characterized by retirement, typically higher salary, as well as the need to retrain on new techniques. Incorporating a plan for bridging the difference between future requirements and existing skills will ensure success of one's HR strategy. With retirement of older personnel, organizations are losing valuable resources with superior knowledge and skills. Therefore, an HR strategy should incorporate a process for knowledge transference from older to younger staff members.
4. Execute the Plan
After developing the company's HR strategy, it needs to be implemented. Quite often, organizations devote money and time to the development of strategies that never get implemented. By formulating a feasible HR plan, organizations can prevent this from happening, and ensure the company's improvement. A company's HR plan represents its driving force, and hence, should be flexible, for meeting the constantly evolving needs. Implementation of a fresh strategy is both time-consuming and confusing.
5. Appraise HR Processes
Implementing one's HR strategy does not suffice; the processes employed must be evaluated as well. Constant reform and fine-tuning helps employees abide by HR procedures and policies, while continuing to exercise innovation and creativity. Designing training programs for developing company culture will prove advantageous to a sound human resource strategy.
6. Gauge Success
A successful HR strategy should be measurable. The determination of definite, measurable goals is critical to ensuring the strategy works, and is beneficial. The goals should clearly indicate how a strategy's success will be gauged.
7. Be Specific
When an HR strategy incorporates the following clause -- "fulfill organization's hiring needs" -- it is not easy to ascertain if the objective has been realized. An easy means of quantifying the objective's failure or success and establishing a reference line for its success is by modifying the clause as follows "Filling five vacant positions with competent employees for meeting sales department's needs." "
8. Evaluate Regularly
Continuous evaluation of company success, as well as considering the potential necessity to effect changes, is necessary for a comprehensive human resource strategy.
9. Be...
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