Challenges of Strategic Human Resource Management
Discuss about the SHRM Performance of Wal-Mart shop.
Strategic Human Resource Management (SHRM) involves the management of employees within an organization or a company. SHRM involves the entire activities carried out by employees which include hiring, the discipline of the employees, and the payment details (Armstrong and Taylor 2014, p.17). It also involves working with employees in a cooperative way in order to boost productivity, improve the experience, maximization of mutual benefit between the employer and the employee. The quality of work is also to be improved by use of the principles of SHRM. Individuals who have an experience in SHRM are effective in their organizational skills and are proficient in the workplace. The SHRM also influences employee performance and also enhance the ability of the members trained to make their decisions appropriately. The ultimate aim of SHRM is to increase personal and organizational performance. The main aim of writing the report on SHRM is to review the current challenges facing SHRM, a listing of recommendations and finally outlining practical lessons learned from the report on SHRM (Landy, Frank and Jeffrey 2016, p.67).
Wal-Mart shop experiences challenges while conducting its normal businesses. First, there exist the challenge of competitors, as the business grows, it must experience forces from surrounding businesses. The impulses from outside include competition from counterpart businesses. As the business grows it is apparent that it must meet challenges from adjacent businesses which also are thriving forms the chief competitors of Wal-Mart (Adekola, Abel, and Bruno 2016, p.42). Secondly, the challenge of product delivery, as the market grows and there exist competitors who compete with for customers. Because of the increased competitions, customers go further demanding for advanced services which include product delivery. The latter poses a challenge to the business. Lastly, the challenge of backward traditional technology, the use of an inappropriate form of technology in the business poses a challenge. As the world advanced new forms of technology is used to meet the level of technology which is up to date.
Recommendations for individual performance
Individual performance management promotes employees to utilize their abilities and skills so as to realize maximum production within the organization. For maximum production, some factors may be considered so as to ensure that employees work at their best. Some factors which influence individual performance include; motivation, job satisfaction, culture, and SHRM. Motivation may come from within or without but the without is very important in promoting individual motivation (Liu, Gong, Zhou and Huang 2017,p.45). The motivation coming from the organization which may include overtime paid retreats and early leaves.
Recommendations for Enhancing Performance
The motivation makes the individual continue doing the best and offering their best skills since they feel that they are recognized and appreciated. Paid retreats and early leaves help the individuals to have an ample time to relax their bodies and mind. The rest is important and it makes them be productive when they resume back to the workplace again. It falls under the Work-life balance which is the control and balancing the work and the normal life. When individuals utilize the opportunity to balance work they are at good state than those who lack the chance. Quality time spent with family and resting is never lost, it gives a chance to feel a sense of relief after some busy day of work.
Individuals should be satisfied with their jobs. It is another aspect which promotes individual performance. When the satisfaction is present individuals tend to do the work with an immense satisfaction which is a major plus to individual performance. Satisfaction can also be experienced by slight increase the salary which one was earned (Bar-Eli 2017, p.4). Formation of a culture at the workplace which helps encourage employees to observe time and to be vigilant in their tasks will help greatly in individual performance. It also helps the employees to complete the assignment given to them in a timely manner and with quality too.
SHRM training is very essential to employees. The reason is that individuals who have undergone the training have an added advantage. They have a better chance to make critical decisions and they have skills and knowledge to manage organizations. Individual performance is a skill that is learned on individual bases and has vast economic advantages to the given organization under which the individuals comes from.
Organizational performance ensures that all stakeholders in the organization utilize their capabilities efficiently to ensure that the activities of the organization are competently executed. For organizational performance to be affected the following forms some of the recommendations (Clegg, Stewart, Martin and Tyrone 2015, p.16).
Managers are to be thoroughly trained. They are the brains of the organization. If they work in the correct way it means that the whole organization will proceed without any form of distraction. SHRM should be taught to all stakeholders within the organization. With all stakeholders having the skill of SHRM them it is very possible to achieve organizational performance. The reason is that all members are totally involved and are fixed to the task of the success of the organization. People must distinguish being practical and theoretical Human resource. They are to understand practical nature of HR for them to practice which will enable them to be fully attached to the system which in turn will increase the performance of the organization (Hatch 2018, p.32).
Lessons Learned
Assessment of organization perform is very essential and will help to identify the loops holes, the strengths of the organization. It will help mend places where change is needed for performance to be checked. The assessment should also involve stakeholders. They are to be evaluated if they are performing. If not an action is to be taken to ensure that the increase their productivity.
The role of executives and their affiliates are to be clearly listed out. The executive presence should be felt through policies which they enact (Heifetz, Ronald, and Marty 2017, p.32). No exception whatsoever is to be made when promoting the performance of an organization. Every part is to be considered as important as the other in all ways.
The vision and mission statement should be clearly laid out for all stakeholders to see and understand. The goals of the organization should be the target for all stakeholders and they should all work toward achieving them (Epstein, Marc, and Adriana 2014, p.54). All participants should be involved in the laying down of the goals to be achieved. All the interests of the stakeholders should be considered, their interests should move concurrently to the interest of the organization. All interests should be merged and all considered as one, this will enable unity of the organizational body.
For everything to be a success, there is a need for constant evaluation and monitoring of any slight change in either improvement or failure. It gives a chance for quick response to mistake which would have caused much harm if not tackled at the very moment of identification.
There are a lot of lessons to be learnt in the unit. First, I learnt that there need of balance in everything we do. The nature of something being good does not necessarily mean that it should be done in excess in reference to the topic, Work-life balance (Graham, Jeffrey, and Marlene 2017, p.65). As much as we work, we should find time for our families, friends and leisure times where we can do our hobbies. Secondly, in the group work, I learnt that everyone should be listed to, no assumption should be done to assure anyone. All group members should work as one team focused to finish a particular task.
Thirdly, I discovered for one to become a good manager, they must have a good understanding of SHRM principles, which shows how people work together as a team to achieve the goals of an organization. There should be both individual and organizational performance for everything to be successful in a company. Another lesson learned is that the things that we study in class, the ultimate thing is not the exam but what one retains and what one can apply in actual life. I have also learned that nothing comes so easily in life, all dreams and goals must be tiredly worked for (Katzenbach, Jon, and Douglas 2015, p.43). Lastly, I have learned that a goal should be constantly be monitored daily if it is being achieved or not. A quick review of the goal helps to redirect wherever there is a mistake before it dawns that the goal cannot be achieved or it was forgotten long ago.
Conclusion
Strategic human resource management (SHRM) involves the managing of employees and organizing them in a way so as to achieve high productivity within an organization. The performance can either be individual or organization based (Bratton, John, and Jeff 2017, p.33). Individual performance meaning a personal thing, while organization performance being a communal entity. For maximum productivity within an organization, all stakeholders should be involved and they should focus one goal which is success of the organization. Goals and visions of organizations should be monitored constantly which promotes the chances of success.
References
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Graham, J.A. and Dixon, M.A., 2017. Work–Family Balance among Coach-Fathers: A Qualitativ Examination of Enrichment, Conflict, and Role Management Strategies. Journal of Sport Management, 31(3), pp.288-305.
Hatch, M.J., 2018. Organization theory: Modern, symbolic, and postmodern perspectives. Oxford university press.
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Landy, F.J. and Conte, J.M., 2016. Work in the 21st century, Binder ready version: An introduction to Industrial and Organizational Psychology. John Wiley & Sons.
Liu, D., Gong, Y., Zhou, J. and Huang, J.C., 2017. Human resource systems, employee creativity, and firm innovation: The moderating role of firm ownership. Academy of Management Journal, 60(3), pp.1164-1188.
Scott, W.R. and Davis, G.F., 2015. Organizations and organizing: Rational, natural and open systems perspectives. Routledge.
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