Features of HRM
The essay discusses the process of human resource management and it application on the current organisations. The process of HRM aims to bring people as well as other organisations together in meeting the objectives and goals. It aims to try and win whole hearted cooperation of the people associated with the organisation and secure their best. The HR management is the art of procuring development and maintain the workforce competent (Tzabbar, Tzafrir and Baruch 2017). This processes help the management to achieve the organisational goal in an effective as well as efficient manner. It balances the staff responsibility with the production of the organisation and maintain a true competitiveness. It is designed for maximising the performance of the employees in accordance to the strategic objectives of the employers. This essay however, discusses the nature and characteristics of human resource management, strategies and techniques in people management, implication of HRM and current trends followed by the successful human resource mangers. The essay also discusses the issues regarding managing people in an organisation with support of case studies and survey data.
The HRM has various features among which its pervasiveness plays a major role. It permeates all the levels of management in the organisation. HRM particularly focusses on the actions rather than keeping written records and procedures. The issues of the employees at their work are solved through rational and logical policies (Xing et al. 2016). HR management revolves round the people at work. It takes care of both people as well as groups. It helps to improve the skills of the people so that they can give their best for the organisations. HRM uses systematic processes of recruitment, training and potential development together with fair wage policy. HRM selects people on assigned tasks to produce a good result. The subsequent gains are used for rewarding people which ultimately motivate them for further improvement in the organisational productivity (Donate, Peña and Sanchez 2016). It helps the organisations to meet goals by increasing their competence through the motivated employees. For instance, in the successful company like Google, the employees are recruited from the best colleges so that they can carry the brand name and create positive nature as well as values in the company.
HRM is an integrating mechanism that build as well as maintain a cordial connection among the employees and other levels of the organisation. The Nature of HRM is to stay concerned with the decisions taken in the organisations and their impacts on the potential employees (Veth et al. 2017). The workforce of a company is consisted of various levels of employees which include top managers, supervisors and other employees. Each of these employees’ fictions may take diverse shapes at each level. Hence the basic objectives of the HRM particularly remains the same that is to achieve organisational goals effectively. HRM enables the employees to get maximum satisfaction out of their work.
HRM Strategies
Human resource department of an organisation works hand in hand with the operating manners. The HR mangers of the organisation efficient advice the managers to apply motivational methods to the employees as they know the strengthens as well as weaknesses of each of the employees. Through these advices from the HR departments, the operational mangers can regulate their employee functions (Caligiuri 2014). HRM is an interdisciplinary activity where the managers utilise their knowledge as well as inputs drawn from sociology, psychology and economics. HR managers are capable of unravelling the mystery of the human brains based on which they can understand as well as appreciate contributions of the soft skills of the employees. One of the major features of the HRM process is its constant alertness and responsiveness to the employees along with the organisations (Ahlvik and Björkman 2015). It utilises awareness of human relations in the everyday operations. In the top IT firm IBM which has a lot of branches all over the world, maintains a flexible environment in the workplace so that the HRs can reach the employees easily and catch their requirements. Each department have HR in order to reduce time for meetings.
HRM strategies include talent strategies which is the forecast the future employee needs and retaining top talents. These strategies revolve round proper identification of job competencies like knowledge, abilities and skills for performing function. HR strategies needs for continuous training and progress of the employees (Zibarras and Coan 2015). The high performance culture strategies include proper methods of motivating the employee so that they can maintain proper organisational behaviours and consequently enhance productivity of the companies. This particular strategy of high performance helps the manger plan activities for fostering organisational culture enjoying and appreciative. This influences the employees to recognise high performance level and improve creative ideas. The method of strategic planning in human resource management is defining as well as implementing appropriate plans for which the managers use some specific and efficient tools. The automotive companies employ a lot of employees to cope up with the demand hence cannot differentiate unskilled labours from the skilled (Foss et al. 2015). During the production, the HRM identifies the inefficient employees. At the time when their sales reduce, they remove unskilled showing the company’s sales decline.
The strategic planning tools enable the companies to see how each o department has been contributing in achieving the company’s strategic goals. Strategy map is one of the major tools that helps the employees and executives to visualise the link of efforts with e organisational goals (Veloso, Tzafrir and Enosh 2015). It assists the management to assess profitability, revenues and costs goals. The HR scorecard is a process to assign financial or non-financial goals to HRM. It helps the managers to qualify the connection between the HR activities like testing and training, employee behaviours, customer services and firm-wide strategic results and performance like customer satisfaction and improved profitability. Digital dashboard is another tool that helps the HR to form metrics with desktop graphs, computerised pictures and charts so that the mangers get to know the current position of the company (Ayentimi, Burgess and Brown 2016). It displays the real-time trends for different strategy and activities. Based on this, the managers can take remedial actions.
Tools for HRM Planning
Development and implications of the HR strategies are special contributors of HRM responsibilities. The implications of HRM policies aim to utilise human capital properly that can result in worker engagement, work satisfaction and most essentially, impressive bottom line. HR of an organisation is responsible for the requirement, training, development of potential, maintain workplace safety and managing performance. These are not easy tasks but implementation of these policies are the most difficult part of the Human resource management. The managers check everything carefully them plan to implement the policies. for popper implementation the companies spend time as well as money due to which the HR managers remain completely responsible to both the employees as well as the organisations. Proper implementation of HR polices and strategies assist the organisation work smoothly and efficiently and result in business improvement. Implementation of policies must be matching with the recent changes in the technologies and consumer behaviours trends. Beside these, the needs of the companies are also being changed. The HR management therefore needs to plan and develop flexible policies so that these policies can meet the ever changing needs of the organisations as well as market.
Sometime introducing new policies or strategies can be risky and confusing for the executives and employees. Due to this reason, the top executives can be reluctant to introduce new methods of the HR planning. Through inept and instantaneous policy changing can proved to be tiring for the employees. Hence, by implementing policy must be focused on addition of one feature at a time so that the curent employees grow accustomed with the new ideals. These policies can include cost cutting and termination processes (Vanhala and Ritala 2016). With the current technological advancement, the demand of the firms is also changing. Everything has been digitalised by replacing traditional operation methods. This is the reason why the companies are trying to get the results within a short period. This is why these organisations aim to put pressure on the employees and implementing new HRM policies to gain more competitive advantage from their internal environment. The techniques of occupational performance management have been changing each day for gaining more benefits.
Current patterns and trends in HRM purely focus on managing organisation, targeting and achievement of goals, focus and successful implementation of HR strategies. Overtime rises the wage structure of a company which regulate the productivity along with employee’s capabilities. HR manage has been utilising high end technological tools through which they have been tracking desired information within a moment. A company works with different vendors and clients. The data of their operations are spread in multiple systems and gathering and integrating these data is very difficult for the HRM of a company. Hence they use change in tech support as well as models in HR organisation can solve this issue.
Implications of HRM Policies
Clubbing the business for the companies is very important as well as natural thing. In order to maintain workforce management, the new trends are helpful (Nieves and Quintana 2018). As the HRM policies disclose that this segment always cares for maintaining employees demand and satisfaction. Hence the HRM is expected to increase human side of the business. By considering current employees, the management increases recruitment but gives preferences high skilled employees. The policy of demonstrating Performance reviews, is a better marker of changes through which the organisations can judge the places for improvement and increase ability to perform. The companies suffering from dropped rate of performance, are using this trend. As digital marketing has been improving the methods of marketing in one hand, the human resource managers are also using them to get the facilities of creating as well as maintain a high brand profile. The facilities of two-way communication provided by social media, has been helping the HRM to successfully communicate with the employees and maintaining the branding of the companies.
HRM issues chiefly revolves round the improvement of productivity and maintain them in the organisation. There are many ways like minimising cost and maximising profitability that increase productivity of the companies. In doing so, HRM recruits high sickled labours which is of great demand. Attracting these high skilled labours and training them properly are great challenges faced by the HRM. Different companies have different technical terms with different core technologies. Proper utilisation of the training methods applied in the employees is a great contest for HRM. (Fay et al. 2015) HR management of a company is responsible for everything related to the employees. Some of the issues can be the health and safety of the employees. Rese issue sometimes result in the legal problems for which also the HRM remains responsible. One of the major issues that the HRM of a company faces is to maintain secrecy about the employee details which if missing can lead to ramification.
HRM faces problems regarding outsourcing which often creates issues for the smooth operation of the company. Complete responsibility of the outsourced employees rest on the HRM which includes arrangement of the employee’s travel in a systematic way. HRM often deals with the hardest parts of the company’s operations like payroll. Starting from preparing records regarding salary, bonus, extra allowances, attendance based earnings and overtime, all are handled by HRM. Due to the complication of these tasks, the managements, often uses HR software account system to avoid pay problems. Finally, the HRM is also responsible for maintaining health environment in the workplace and positive culture is that each of the employees can be satisfied with their work. However, due to diversification, some work places can record cases of discrimination which disturbs the smooth progress of the organisations.
Therefore, it can be concluded that HRM is one of the most important part of the organisations. Beginning from recruitment, training and wages to expansion, outsourcing and payroll, HRM manages everything. This is the reason why the companies have been leaning towards the technological support so that the HRM can work more efficiently and retain highly skilled employees to enhance productivity.
References:
Ahlvik, C. and Björkman, I., 2015. Towards explaining subsidiary implementation, integration, and internalization of MNC headquarters HRM practices. International Business Review, 24(3), pp.497-505.
Ayentimi, D.T., Burgess, J. and Brown, K., 2016. Do subsidiaries of MNEs demonstrate a convergence across their HRM practices in a less developed host-country? Evidence from Ghana. In 2016 Irish Academy of Management Annual Conference (p. 16).
Caligiuri, P., 2014. Many moving parts: Factors influencing the effectiveness of HRM practices designed to improve knowledge transfer within MNCs. Journal of International Business Studies, 45(1), pp.63-72.
Donate, M.J., Peña, I. and Sanchez de Pablo, J.D., 2016. HRM practices for human and social capital development: effects on innovation capabilities. The International Journal of Human Resource Management, 27(9), pp.928-953.
Fay, D., Shipton, H., West, M.A. and Patterson, M., 2015. Teamwork and organizational innovation: The moderating role of the HRM context. Creativity and Innovation Management, 24(2), pp.261-277.
Foss, N.J., Pedersen, T., Reinholt Fosgaard, M. and Stea, D., 2015. Why complementary HRM practices impact performance: The case of rewards, job design, and work climate in a knowledge?sharing context. Human Resource Management, 54(6), pp.955-976.
Vanhala, M. and Ritala, P., 2016. HRM practices, impersonal trust and organizational innovativeness. Journal of Managerial Psychology, 31(1), pp.95-109.
Veloso, A., Tzafrir, S. and Enosh, G., 2015. How employees perceive HRM practices: Differences between public and private organizations. Human resource management challenges and changes, pp.19-36.
Veth, K.N., Korzilius, H.P., Van der Heijden, B.I., Emans, B.J. and De Lange, A.H., 2017. Which HRM practices enhance employee outcomes at work across the life-span?. The International Journal of Human Resource Management, pp.1-32.
Xing, Y., Liu, Y., Tarba, S.Y. and Cooper, C.L., 2016. Intercultural influences on managing African employees of Chinese firms in Africa: Chinese managers’ HRM practices. International Business Review, 25(1), pp.28-41.
Zibarras, L.D. and Coan, P., 2015. HRM practices used to promote pro-environmental behavior: a UK survey. The International Journal of Human Resource Management, 26(16), pp.2121-2142.
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