Human Resource Management and Organizational Changes
Vindication of the performance of an organisation highly depends upon the utilisation of the potential of the existing workforce. Human Resource management deals with the acceptance of the potential management system with the understanding level of how the existing workforce can be treated motivated in an objective of creating an environment of competence and productivity (Hendry 2012).
The following essay tries to portray the effectiveness of human resource management system in the changing nature of an organisation (Budhwar and Debrah, 2013). It can be stated that the change in the organisations can be driven by effective handling of the human resources who are one of the major factors behind the determination of the development of an organisation (Song and Vong 2013). There are several factors that are dealt with in this essay while foraging in to the services of the existing workforce. In order to find out the changes, different theories and models associated with the human resource management has been taken in to consideration (Armstrong and Taylor 2014).
The first segment of the essay deals with the human resource management and its relevance with the organisational changes (Richard et al. 2013). As a matter of fact, it has been earlier studied that there has always been a conflict between line management and human resource management (Koch and MacDonald, 2014). According to Susan Jackson, the discipline of strategic human resource management has to be taken under certain consideration when it matters the most (Budhwar and Debrah, 2013). In lieu of gradual and supportive development of the organisations, the human resource of an organisation can take a certain look in to acceptance level of the entire understanding of how the changes are implemented. However, these strategies have different factors as well.
These factors depend on the acceptance of production and line security within an organisation. Banking sector in different countries have been facing certain problems and challenges in terms of its HR management. After the great recession of 2008, the work security of a company went in to stake thus leaving a void space for the employees. Karen Higginbottom in her article in Forbes has clearly indicated to the fact that in the global banks the risk upon the human resource management has been under certain concentration. The vexation realised in the Asian banking sectors have been under certain concentration with the effective strategies implemented in the actual course (Fee 2014).
Factors Affecting Human Resource Management in the Banking Sector
Strategic human resource planning is a procedure that helps a human resource manager analyze and identify the requirement for the prevalence of strategies human resource management strategy in an organisation (Punnett, 2015). In this case, it can be understood with the help of the effective changes when there is same understanding of the acceptance (Lussier and Hendon, 2014). As a matter of fact, there are different segments pertaining to the entire concept of how the actual course has been taken under consent of strategic human resource planning (Richard et al. 2013). It includes the hiring needs, training and involvement of the employees within an organisation (Purce, 2014). it maximises the basic identity of the working staff so as to make them competent thus developing their skill management system (Richard et al. 2013).
According to Bagga and Srivastava, the application of the strategic application management has been taken in to account because of the failure of traditional performance management. The reason of strategizing human resource management has so far been creation of the link between the workers and the organisational goal (Lussier and Hendon, 2014). The basic reason behind doing so is to provide a hindering course of how the entire concept can be stated with the fact of delinking the major number of the employees. Meeting of the targets and flawless provision of service to the customers in the banks has been taken in to certain consideration (Budhwar and Debrah, 2013).
Technology can play an important role in the human resource management of an organisation. As a Bank usage of technology such as HRIS (human resource information system) can be mandated. Need for technology in the implementation of strategic planning in the human resource management entails the success story of an organisation (Richard et al. 2013). Hence, it can be stated that implementation and acceptance of technology is somehow the better option for strategic intervention within human resource management. Human resource management thus needs to be linked with effective technological interventions (Purce, 2014). For the actual feedback and recruitment process of the employees in the bank, one needs o confirm the basic criterion of using Microsoft Excel in order to ease the process of quantification. Detailed list needs to be maintained so that there is no sense of constraints in the listing of the workers (Sparrow Brewster and Chung 2016).
The management of Bank A has been concerned over the HRM performance of the bank and it has raised some serious issues over its function. The problems of Bank A as outlined by the managers are;
- Development of a proper banking culture- The HRM department must be active in developing a proper banking and enterpreniual culture. Considering the present condition of the market the bank should hire a large number of professionals to reduce the amount of unemployment. There is a huge crisis of jobs in banks on and after the recession period of 2008. The HRM should take the examples of other banks that have downslide and are on the brink of extinction and should accordingly plan a sustainable employment scheme that would cater to the needs of the individuals.
- Core Banking- One of the main issues that have been raised by the managers is the implementation of the core banking solutions. The main aim of HRM must be to help the employees as well as the Service users to have a clear idea about the system and its uses.
- Acting Strategically- The HRM team must act strategically to manage the resources of the company. The link between the organizational performance and human resource performance is the task of the HRM
- Diversity Challenge- The diversity challenge is one of the main challenges faced by the HRM of the organization. The HRM must implement the different strategies of the Bank effectively to make sure that the company enjoys a competitive advantage in the market
Strategic Human Resource Planning
The issues that are raised by the managers of Bank A are absolutely genuine and to the point. The points that are highlighted are surely the key issues that the HRM department may have to face in its daily operations (Lussier and Hendon, 2014). The HRM department is perhaps the only department that is assigned with the main task of controlling the affairs of the organization. Therefore it can be said that the Bank must appoint the best professionals to make sure that the problems regarding the Human Resource does not occur (Budhwar and Debrah, 2013).
After a thorough analysis and regular visits by the managers they have reached a conclusion. It is seen that there are some serious lacking from the part of the human resource management (Purce, 2014). The bank has a clear policy on job descriptions but fails in the implementation of these policies at some instances. Some branches of the mentioned bank were seen to have applied the HRM policies in the proper way while the others have not even done the basics regarding the same (Richard et al. 2013). As mentioned earlier Bank A has some clear set of HRM guidelines. The guidelines clearly highlighted the use of different methods to ensure the workplace satisfaction of the employees as well as the customers (Budhwar and Debrah, 2013). There have been numerous complaints regarding the same as it is seen that employees are complaining about different problems that they face in their workplace.
The customers also complain about problems that they face in the workplace. There have been problems in providing proper solutions to the customers which is a major backdrop for the bank (Punnett, 2015). Another source from the manager claims that Bank A has one of the best strategies and plans for the future development but lack of an ideal leadership has made these strategies ineffective (Budhwar and Debrah, 2013). The managers also identified that the Human Resource department was unable to implement proper communication skills that were needed for the success of the organization. Absence of such communication skills does not help the cause of the bank as they fail to identify the needs of their customer and are thus unable to provide them with the best services (Purce, 2014).
The bank might lose its loyal base of customers due to such problems. The HRM department must be active enough to ensure that no problems that may disrupt the services provided to the customers exists. The managers have also identified a lack of entrepreneur culture in its ranks as absence of such culture will act as a negative growth rate of the mentioned bank (Richard et al. 2013).
Reference:
Armstrong, M. and Taylor, S., 2014. Armstrong’s handbook of human resource management practice. Kogan Page Publishers.
Fee, M.C., 2014. Human resources management.
Hendry, C., 2012. Human resource management. Routledge.
Schwalbe, K., 2015. Information technology project management. Cengage Learning.
Sparrow, P., Brewster, C. and Chung, C., 2016. Globalizing human resource management. Routledge.
Purce, J., 2014. The impact of corporate strategy on human resource management. New Perspectives on Human Resource Management (Routledge Revivals), 67.
Budhwar, P.S. and Debrah, Y.A. eds., 2013. Human resource management in developing countries. Routledge.
Richard, O.C., Kirby, S.L. and Chadwick, K., 2013. The impact of racial and gender diversity in management on financial performance: How participative strategy making features can unleash a diversity advantage. The International Journal of Human Resource Management, 24(13), pp.2571-2582.
Lussier, R.N. and Hendon, J.R., 2014. Human resource management: Functions, applications, and skill development. SAGE Publications.
Punnett, B.J., 2015. International perspectives on organizational behavior and human resource management. Routledge.
Koch, T.W. and MacDonald, S.S., 2014. Bank management. Nelson Education.
Song, I. and Vong, J., 2013. Affective core-banking services for microfinance. In Computer and Information Science (pp. 91-102). Springer International Publishing.
Order an Essay Now & Get These Features For Free:
Turnitin Report
Formatting
Title Page
Citation
Outline
