Chosen Organization Profile – Take Solutions
The Human Resource Management (HRM) teams of the contemporary organizations are not longer to the background of the organization rather they play an increasingly active role (Jackson, Schuler and Jiang 2014). Hollenbeck and Jamieson (2015) are of the viewpoint that the HR professionals of the contemporary organizations are seen as the stewards of the organizations and are required to strategically align the employees with the business strategies of the organization. As opined by Bratton and Gold (2017), this is important in the context of the increasing workload that the employees are required to handle and also from the perspective of the increasing competition that the organizations are facing. In this regard, the notion of strategic human resource management (SHRM) becomes important since it enables the HR professionals to design the job roles of the employees, reward and recognition policy and others in such a manner that not only the employees but also the organization is able to achieve its goals and strategies (Kramar 2014). This report discusses about the manner in which the HR professionals can align the employees of an organization with the business strategies which are being followed by the organization.
The organization Take Solutions is reputed for offering high quality “domain-intensive services in Life Sciences and Supply Chain Management” (Takesolutions.com 2018). In addition to this, it is seen that the organization is reputed for delivering “full-service Clinical, Regulatory and Safety services” which are backed by the use of innovative technologies so as to offer the maximum amount of benefit to its users (Takesolutions.com 2018). The organization with the inherent objective to deliver the best solutions to its clients has a team of highly qualified as well as dedicated professionals along with the “best-in-class systems” (Takesolutions.com 2018). In the genre of the supply chain services that the organization offers to its customers, it takes the help of engineering innovations and collaborations with the other suppliers to offer timely delivery of materials to its customers. In this regard, the “IP-led approach” adopted by the organization, which helps the clients of the organization to not only automate but at the same time track the delivery of the packages is an important one to note (Takesolutions.com 2018). Thus, it can be said that one of the major reasons for the unprecedented success that the organization has been able to attain in the recent times can be attributed to the effective utilization of these processes or practices.
The organization under discussion here although based in Chennai, India boasts of a global presence and actively conducts its business in not only the nations of Asia but also in the nations of North and South America and Europe as well (Takesolutions.com 2018). The main social and cultural factors which affect the business of the concerned organisation are the language barriers, race, nationality and other differences of the employees who are a part of the organisation. The major technological factor which affects the business of the organisation is the demand of the industry to offer high quality technical innovations for the manufacture of drugs and medicines. The major economic trend which affects the business of the organisations are the demands of the employees for increased pay scale, currency fluctuations, availability of contracts and their fees, recession, competition, real estate prices and others.
Factors Affecting the Business of Take Solutions
The pressure to reduce energy utilisation, pollution and others are the major environmental factors which are affecting the business of the concerned organisation currently. Competitive regulations, terrorist attacks, consumer protection law and others are the major political factors that are affecting the organisation presently. The major legislations that the organisation needs to take into effective consideration for the process of their business in India are “IT Act 2000, Indian Copyright Act, Income Tax along with the Anti Monopoly Laws” (Takesolutions.com 2018). The high unemployment rate of Chennai and India makes it suitable for the organisation to get the right kind of candidates for their organisation.
The rich past history and also the kind of business solutions that they deliver to the customers can be seen as the major strengths of the organization. In addition to this, the organization has a large talent pool of English speaking employees who are being able to integrate the recent innovative technologies within the framework of the organization to deliver high quality services to the customers. The weaknesses of the organization are the lack of development in the field of medical sciences and also the ineffective marketing and labor management practices used by the organization. The recent developments in the fields of technology and also the emergence of new international business markets acts as an opportunity for the organization which it can use in an effective to further enhance its growth. The major threats which the concerned organization is facing currently are changes in the legislations of the government, increasing competition from organizations in China and Israel and others.
The primary rationale of the organization for the use of the different business strategies is to offer the best quality life science solutions to the organizations and also to offer better quality supply chain solutions. For the effective utilization of the business opportunities, the organization focuses not only on the quality of the services offered by them but also on the cost of the services as well. In this regard, it needs to be mentioned that, taking the help of the business strategy of cost leadership, the organization tries to offer the best quality services at very affordable prices. In addition to this, taking the help of the strategies of product differentiation and product adaptation, the organization launches new products or services so as to meet the demands and also the requirements of the oversees customers. For the mitigation of the threats related to the employees, the organization also follows an effective recruitment strategy which enables it to have the kind of talent pool that will help it meet the requirements of the clients (Collings, Wood and Szamosi 2018). Furthermore, for the effective management of the talent pool of the organization, Take Solutions also follows the strategy of total quality management wherein through the use of effective HR practices as well as policies they try to maximize the productivity of the employees (Brewster, Chung and Sparrow 2016). These in short are some of the major business strategies used by the organization under discussion here.
The Relevance of SHRM in Designing Job Roles
The strength of the business strategies employed by the organization related to the management of the employees can be said to be the fact that they are based on the Job Characteristics model and also the Embeddedness Theory. According to Albrecht et al. (2015), the Job Characteristic model is primarily concerned with the job design or the roles of the employees and can be seen as “a set of implementing principles for enriching jobs in organizational settings”. This model is being used by the organization to allocate or assign the kind of job roles to the individuals which they will be able to complete in a competent manner and which will also enhance the level of their job satisfaction (Purce 2014). The Embeddedness Theory, on the other hand, is related to the impact that the economic activities can have on the non-economic entities or the institutions of an organization (Storey 2014). It is pertinent to note that these two theories are being used by the organization to not align the employees of the organization and their objectives with the business strategies followed by the organization but also the increase the overall performance of the organization as well (Reiche et al. 2016). The weakness of the business strategies followed by the organization can be said to be the fact that they are completely based on the business environment of the organization and the effectiveness with which the threats posed by it can be mitigated. Furthermore, it is seen that they do not take into effective consideration the perspective or the opinion of the employees who as a matter of fact perform the majority of the job roles within the organization.
Paillé et al. (2014) are of the viewpoint that the effectiveness as well as the efficiency of an organization depends to a large extent on the manner in which the HR professionals are being able to synchronize the practices followed with the business strategies of the organization. However, within the context of the organization under discussion here, it is seen that there is a lag between the policies formulated and their actual implementation. The net result of this is the fact that the concerned organization is not being able to perform as per their maximum potential and this is adversely affecting their business prospects. This can be achieved by inculcating the practice of transparency and also taking the help of effective communication for the various pre-change planning and other policies that the concerned organisation is planning to implement (Nankervis et al. 2016). Furthermore, the organisation is also likely to gain in a substantial manner if the HR professionals modify the recruitment strategies followed in consultation with the managers of the organisation. For example, the HR professionals can consult the managers as regards the kind of skill sets or the kind of talent that they need within the organisation and the recruitment can be done by the HR professionals on the basis of this (Brewster et al. 2016).
The “market or leader pay approach” is another viable option that the HR professionals can use for the alignment of the individual employees with the business strategies of the organisation. As opined by Marchington et al. (2016), organisations often try to enhance the performance of their employees by paying them with the kind of remuneration which their competitor companies are paying to their employees. Reiche et al. (2016) are of the viewpoint that this offers two fold benefits to the organisations, firstly, it positively affects the performance of the employees and secondly it reduces the turnover rate of the organisation as well. The organisation as well as the HR professionals along with these can also take the help of different organisational changes which will introduce new practises intended to enhance the performance of the employees. The HR professionals can also formulate an effective reward policy wherein the deserving employees of the organisation would not only be awarded with monetary rewards, incentives and other perks but also with designations as well (Storey 2014). This would not only enable the HR professionals to effectively motivate the employees to perform better but also reduce the attrition rate as well. However, this would also require the HR professionals to take the help of a talent rating system wherein the employees would be rated as per their performance and thereby rewarded in an effective manner (Brewster, Chung and Sparrow 2016). Lastly, the formulation of effective training plans along with planning sessions would also enable the HR professionals and also the organisation to offer the kind of training to the employees which will enable them to help the employees to perform as per the expectations of the organisation. These in short are some of the strategies that HR professionals can use to strategically align the employees with the business strategies followed by the organisation.
Effective HR Practices for Fully Implementing Business Strategy
The HR professionals for the implementation of the above mentioned policies as well as practices would have to work in conjugation with the management team and also the employees. For the formulation of the reward policy, the HR professionals would have to work in collaboration with the management team for the performance review and in conjugation with the employees to offer them the kind of rewards that would be most appealing to them (Hollenbeck and Jamieson 2015). In addition to this, for the implementation of the various organizational changes to improve the performance of the employees the HR professionals would once again have to consult the management team and the employees. Furthermore, for the effective implementation of these changes HR professionals can also take the help of various kinds of change management models like Lewin’s model and others (Bratton and Gold 2017).
Conclusion
To conclude, the job roles of the HR professionals have gained a widespread prominence within the contemporary organizations because of the wide array of job roles that they perform. On the one hand, they are imbued with the responsibility of the recruitment of the new employees for the organization. On the other hand, they are imbued with the imbued with the responsibility of meeting the training and other needs of the employees. In short, it can be said that the major job role of the HR professionals within the framework of the contemporary organizations is to strategically align the different employees of the organization with the business strategies followed by the concerned organizations. Thus, it can be summed up that the overall effectiveness of an organization depends to a large extent on the effectiveness of its HRM team.
References
Albrecht, S.L., Bakker, A.B., Gruman, J.A., Macey, W.H. and Saks, A.M., 2015. Employee engagement, human resource management practices and competitive advantage: An integrated approach. Journal of Organizational Effectiveness: People and Performance, 2(1), pp.7-35.
Bratton, J. and Gold, J., 2017. Human resource management: theory and practice. Palgrave.
Brewster, C., Chung, C. and Sparrow, P., 2016. Globalizing human resource management. Routledge.
Brewster, C., Houldsworth, E., Sparrow, P. and Vernon, G., 2016. International human resource management. Kogan Page Publishers.
Collings, D.G., Wood, G.T. and Szamosi, L.T., 2018. Human resource management: A critical approach. In Human Resource Management (pp. 1-23). Routledge.
Hollenbeck, J.R. and Jamieson, B.B., 2015. Human capital, social capital, and social network analysis: Implications for strategic human resource management. Academy of management perspectives, 29(3), pp.370-385.
Jackson, S.E., Schuler, R.S. and Jiang, K., 2014. An aspirational framework for strategic human resource management. The Academy of Management Annals, 8(1), pp.1-56.
Kramar, R., 2014. Beyond strategic human resource management: is sustainable human resource management the next approach?. The International Journal of Human Resource Management, 25(8), pp.1069-1089.
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Paillé, P., Chen, Y., Boiral, O. and Jin, J., 2014. The impact of human resource management on environmental performance: An employee-level study. Journal of Business Ethics, 121(3), pp.451-466.
Purce, J., 2014. The impact of corporate strategy on human resource management. New Perspectives on Human Resource Management (Routledge Revivals), 67.
Reiche, B.S., Stahl, G.K., Mendenhall, M.E. and Oddou, G.R. eds., 2016. Readings and cases in international human resource management. Taylor & Francis.
Storey, J., 2014. New Perspectives on Human Resource Management (Routledge Revivals). Routledge.
Takesolutions.com 2018, Our vision at Navitas is to be the best knowledge company in the Life Sciences R&D space [online]. viewed 30 September 2018 <https://www.takesolutions.com/our-vision-at-navitas-is-to-be-the-best-knowledge-company-in-the-life-sciences-r-d-space>
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