Business Context and Issues
The Human Resource function of an organization is taken to be one of the most crucial functions of an organization. The human resource department forms the backbone of the organization and for this purpose it is very crucial for any business organization to ensure that they engage in successful relationships with the human resource department and treat them as an effective strategic partner which will then go a long way in ensuring that the goals of the organization are aligned with the goals of the employees (Kehoe and Wright 2013). This procedure then makes the entire management of business very easy and successful in the long run. The primary aim of the essay is to discuss the business contexts which will then be followed by the business issues. Moreover, the essay will also be discussing the relationship between business context and HR of the firm which will then be followed by a discussion on how the business is impacted by the these problems and what connection exists between the HR department and these issues.
The Take Solutions Ltd is engaged in Life Sciences and the Supply Chain Management. The organization makes effective use of its innovation driven technology, the best practices, the domain practices and the employee strength by thereby offering client’s services all across the clinical development and point services (Refer to Appendix 5). It is the aim of the organization to become a 500 million dollar company and a leader in the chosen domain. Hence, for the fulfillment of this objective the company focuses largely on the US as well as European market. The organization primarily deals in providing concentrated and domain intensive services which are related to supply chain management as well as life sciences (Takesolutions.com 2018). Although over the last few years, the supply chain management aspect of the organization has been decreasing, the Novatis has become its primary operation.
As the company mostly deals with service related aspects, the external issues which are faced by the company are quite limited in nature (Corrigan 2015). Moreover, the major of the issues of the company comes from the clients of the organization. In this context is primarily engaged in and plans to expand its operations through acquisitions in the US, the follow business issues are generally faced by the organization, Take solutions:
Funds management: Acquisition and expansion forms an integral part of the organization due to its expansion plans. Hence, for this purpose, the fund management tends to form a major issue of the organization whereby sourcing of funds for foreign expansion is crucial.
Legal aspects: With expansion, there are large number of legal considerations to take care of and hence, these often have an impact on the operations and form a barrier (Refer to Appendix 1).
Communications aspect: As the company deals with clients from different countries, it becomes difficult for them to often communicate with these clients and causes barrier in the understanding of their business objectives (Louie 2018).
Cultural challenges: The business expansion often poses cultural challenges as well on the organization.
People Management Issues
Moreover, the organizations often face challenges related to the employee retention aspect as well. This leads to problems in ensuring a successful workforce.
The relationship between the business context and the Human Resource context of the Take Solutions is very simple. The business context of Take Solutions primarily deals in ensuring that the target of 500 million by the year 2021 is achieved and the Human resource context lies in ensuring that due to this the organization manages its global workforce well so that they can achieve their objectives adequately (Kooij et al. 2013). Hence, in order to expand, the business would need offices in various parts of the world and for this they would be required to create a workforce. As the HR department already has a good framework, they need to just synchronize the processes and ensure that the globalized processes are achieved adequately (Refer to Appendix 6). Hence, the primary relationship of the HR department is to support the Business objective and help it to attract and retain talent which will then assist the organization in achieving its 500 million growth vision. The Human Resource Department plays the role of a partner and collaborator.
The operational Human Resource can be defined as the department which remain close to the operational work and they are the department which are available to the different employees, they carry out daily operations and take up tasks like interviewing, hiring recruitment and the management of daily payroll and working conditions (Takesolutions.com 2018). They are the ones who maintain computerized HR information systems and also look after the legal aspects.
The Strategic Human Resource Management can be described as the HR function of the organization which acts as a partner of the organization and tends to assist any organization to achieve its strategic goals and has an impact on the growth of the business. They form plans which will assist the organization and make a direct contribution towards the achievement of the long term goals (Budhwar and Debrah 2013). The strategic HR can be considered to be an integral aspect of an organization and it is the duty of the HR department in this case to predict future business needs and develop the current workforce to meet with these needs (Refer to Appendix 2).
Hence, with respect to the Take solutions the role of the Human Resource Department is both strategic as well as operational in nature.
According to the Bailey et al. (2018), the challenge which exists in Human Resource and the business context is the issue related to the driving of the correct talent. In order to be successful in the long run, it is very important for the business to employ the right talent at the right time. Moreover, in order to ensure that these issues are overcome, the forecasting methodology can be used which helps the business in understanding the market which is present and the skills which are important to overcome these aspects in the business environment (Sinha and Thaly 2013). The use of this method is made by the organization and hence, it is important to have the right kind of people working for the organization which will thereby assist the firm in the achievement of its objectives.
Relationship between Business and HR Context
However, the primary business challenge of reaching the target has no connection with the Human resource aspect of the organization (Refer to Appendix 3). However, it is agreed that in scenarios where the business is in its phase one and is facing problems in different companies in a foreign location for instance in an European country then, they might need specialized workforce which then can come up as an issue and the HR department will be required to coordinate in this scenario. Hence, in regard to this, the Human resource of the organization helps in maintenance of a positive work environment and motivates the employees to ensure that the right resources are employed in the right manner (Malshe and Biemans 2014). Moreover, it also provides a base to act as a strategic partner for the organization which will then assist in ensuring that the firm is successfully able to meet its targets and attain a competitive edge.
As the organization is engaged in the service industry, the firm serves in the life science domain and hence, a majority of the external issues being faced by the company which can be labelled under the head of political, economic, technological and the other issues come from the clients of the organization (Aswathappa 2013). In this context, an example can be provided of the Pfizer client which states that if the organization needs to release a drug in the market it would face challenges with respect to the political, economic and governmental restrictions. The role of the company is a bit varied in this aspect, and its role is to assist the firms and help them through the different phases of the release of the drug. In that manner, it does not face any difficulty from the external environment (Anand 2018). However, there does exist a barrier from the government as there has been a considerable slack phase of the health industry and thus the operations of the business get impacted. Hence, in an indirect manner the operations of the organization will get impacted and thus this cannot have a direct impact on the HR of the company (Refer to Appendix 4). The impact of the operations in relation to the external barriers are more strategic in nature and pose no threat to the HR Domain.
Conclusion:
Therefore, from the given analysis it can be stated that the Human resource department forms an integral part of the organization. They act as both the strategic as well as the operational partners who tend to ensure that the organization has the right people employed for the right task and at the right time. The given essay analyzed the role of the strategic human resource in the organization, Take Solutions and assessed the extent to which the Human resource department tends to play a major role in the organization. Moreover, it also assisted in understanding that the Strategic Human resource is very crucial for the organization at large.
References:
Anand, N. 2018. Take Solutions mulls U.S. acquisition. [online] Available at: https://www.thehindu.com/business/Industry/take-solutions-mulls-us-acquisition/article22784992.ece [Accessed 29 Aug. 2018].
Aswathappa, K.E.M.A.L., 2013. Human resource management: Text and cases. Tata McGraw-Hill Education
Bailey, C., Mankin, D., Kelliher, C. and Garavan, T., 2018. Strategic human resource management. Oxford University Press.
Budhwar, P.S. and Debrah, Y.A. eds., 2013. Human resource management in developing countries. Routledge.
Corrigan, G., 2015. Recruiting Analytics Talent: Attracting, Retaining, and Growing a Critical Yet Scarce Resource. Business Intelligence Journal, 20(3), pp.17-24.
Kehoe, R.R. and Wright, P.M., 2013. The impact of high-performance human resource practices on employees’ attitudes and behaviors. Journal of management, 39(2), pp.366-391.
Kooij, D.T., Guest, D.E., Clinton, M., Knight, T., Jansen, P.G. and Dikkers, J.S., 2013. How the impact of HR practices on employee well?being and performance changes with age. Human Resource Management Journal, 23(1), pp.18-35.
Louie, A. 2018. https://www.takesolutions.com/collaterals/reports/idc-marketscape-worldwide-life-science-r-d-bpo-services-2018-vendor-assessment.pdf. [online] Available at: https://www.takesolutions.com/collaterals/reports/idc-marketscape-worldwide-life-science-r-d-bpo-services-2018-vendor-assessment.pdf [Accessed 26 Aug. 2018].
Malshe, A. and Biemans, W., 2014. The Role of Sales in NPD: An Investigation of the US Health?Care Industry. Journal of Product Innovation Management, 31(4), pp.664-679.
Sinha, V. and Thaly, P., 2013. A review on changing trend of recruitment practice to enhance the quality of hiring in global organizations. Management: journal of contemporary management issues, 18(2), pp.141-156.
Takesolutions.com 2018. [online] Available at: https://www.takesolutions.com/ [Accessed 26 Aug. 2018].
Takesolutions.com 2018. [online] Available at: https://www.takesolutions.com/our-vision-at-navitas-is-to-be-the-best-knowledge-company-in-the-life-sciences-r-d-space [Accessed 26 Aug. 2018].
Order an Essay Now & Get These Features For Free:
Turnitin Report
Formatting
Title Page
Citation
Outline
