About Facebook
Facebook is a company that brings so many people together by sharing one’s identity, work experience and so many more. The company was founded in the year 2004 and has been in operation since then to date. It is important that people all round the world get connected and are able to communicate with one another easily. The communication does not need to be through a phone call or sending of mails and so on. That is where Facebook comes in. their main agenda or mission is to provide the platform for easy and more affordable communication worldwide. Furthermore, people also use Facebook to send news reports since many people are able to see and share any information posted therein. The company has small groups of people who together form different teams. These teams have unique missions to accomplish. Every member of each team actively cooperates with the rest of the team members to see the success of their activities, thanks to strong human resource department team available at Facebook.
The world is made up of many different companies. The companies are engaged in different activities worldwide. People need to work either as a specialist or a casual worker to earn an income. With the help of the many companies or organizations put in places by different people in different parts of the world, many other individuals are able to apply for positions and work in these companies. However, specific companies recruit specific persons based on their skills and areas of specialization and also the open position within the company (Grace, 2002). However, before any member of the public is taken in and trusted by the company directors to execute specific activities within the company, the new worker must go through a managerial body within the organization that deals mainly with employees. This is called human resource management. As the name suggests, human resource is a department in every company that deals with recruitment, and disciplinary cases in a work place. It also helps in delegation of duties and giving any further directives to employees (Vinke, & Orhei, 2011).
Workers in an organization use specific tools and equipment to carry out their duties. It is the duty or human resource department in an organization to make sure that every item needed by all the works are provided for. Reasons for this is always to make work easier for the workers and to increase productivity. The same also help improve workers’ spirits and so they are able to put more efforts. They feel motivated and energized and always ready to take up new challenges at work places (Linda, 2001). Employees at Facebook start working without required experience, at least good number. The management has to make sure that such new workers are trained well so as to attain the level of perfection and experience needed by the management. In so doing, the employee improves his or her skills and is, therefore, able to deliver quality assignments as directed by the management.
The Role of Human Resource Management
It is the duty of human resource management in an organization to foresee the development and expansion of the company (Davidson, McPhail, & Barry, 2011). When employees are well trained and properly motivated, it means production is also expected to go up. If that is the case, then the company will need to expand its structures to contain the increasing number of workforce as well as the boosted number of clients. The company therefore, realizes more profits after expenses. While employees will also have a higher income since it is for the same employees that the production is increased and so on (Linda, 2001). Effective human resource management has a key role in enhancing the organizations ability to achieve its objectives by ensuring they understand the employee needs and effectively respond to the needs.
Every department at Facebook as an organization is assigned unique roles and activities to carry out. Human resource department is tasked with making sure that workers in the organization are trained to me meet the organization’s set requirements. It also foresees job placement, benefits to all workers, including career advice and mentorship (Barton, & Delbridge, 2006). There are human resource service delivery models that are used by different organizations to make sure delivery services are rendered and are effective. These include
- Traditional model
It is the commonly used model of human resource. Most companies adopt traditional model because it incorporates all organizational bodies thus making every department run as a center place for all other activities. This model is used when there are large number of employees, suppliers, customers and departments (Alleyne, Doherty, & Greenidge, 2006).
- Ulrich’s three-legged stool
This model of service delivery is still gaining popularity and thus not used widely as opposed to traditional model. The model makes use of three important tools (three-legged). These include,
- Human resource business partners – which is made up of people who have specialized in specific human resource fields and work closely to the board of directors. Together they aim at creating an agenda that works towards attainment of the company’s aims and mission (Guest, & Woodrow, 2012). In such a scenario, human resource partners sit in a round table with the directors and together they discuss and note the ways of improving organization’s activities, which lead to achieving the aims set by directors. According to David Ulrich, HR partner is a successful human resource model, since there is sharing of information and discussions by all stakeholders. This increase the chances of coming up with better solutions to the challenges facing employees. It also provides room for improvement for everyone.
- Human resource centers of expertise – centers of expertise mostly deal with vendor management, programs ownership and process and policy development in an organization. It works hand in hand with human reason business partner to help deliver success and quality services to clients.
- Shared human resource service – in this model, all the company activities that include human resource activities are shared by everyone. That means, they are services that are almost common to all parties involved. For instance, a customer comes to the organization with specific needs. He or she is given several options but the customers are free to select which services best suit him or her. The customer will then take up what he or she needs and leave the rest, optional (Mcdonnell & Sikander, 2017)
The following is a description of factors affecting human resource service delivery in organizations;
- Competition
The ability of a company to recruit new employees is affected by the level of competition shown amongst the existing employees. Such a situation mostly arises when the existing workers realize that new people are seeking to replace them in their duty posts. A company that has not established itself well in the market needs qualified personnel to help drive forward the production and service delivery processes. New employees flock such a company’s website seeking employment (Gibbs, MacDonald, & MacKay, 2015). The human resource department, therefore, must make available all the items needed to do the recruitments and to conduct interviews. That way, the company is promoted through various channels. However, the human resource department needs to put in place measures to retain good employees who are performing well in their duties.
- Compensation
The Impact of Human Resource Management on Employee Motivation and Productivity
Compensation is not given to employees all year round. There are situations when the organization is advised to compensate employees less while sometimes the compensation should be higher. Reasons for doing employees compensation is to attract qualified persons to apply for positions in the organization so as to replace the non performing workers. Compensation is supposed to be very low during the seasons when there is high level of unemployment with many qualified personnel seeking job positions and vice versa (Winstanley, & Woodall, 2000).
- Legislation
This affects all the sectors of human resource operations. The law within a country where the business is setup dictates how long an employee is supposed to stay in one work place and also the time when the company or organization is to keep data of any of its employees. An example of such a law is the Americans with disabilities act. This law requires organizations to keep secretly the health records of employees for a specified period without making it known to other people who are not members of the executive body in the same company.
- Employees relations
There are procedures within the company which are carried out by human resource that affects the activities it is supposed to carry out. These include the policies that are set up to guide employees. Human resource department needs to promote its own employees before opting to get other how are more qualified from outside. However, proper training must be conducted and psychological preparedness so that they are able to handle the new job details and pressure if there be. During such an exercise, the human resource personnel will be in a position to determine any employees that needs to be laid off due to retirement age, laziness or general incompetency (Nel, & Fourie, 2013).
Human resource help organizations such as Facebook to increase production rate by motivating workers and compensating them where necessary. Its work is commendable since through the same institution at Facebook, employees become disciplined and are more work oriented, which means double or triple productivity. The following are more of the impacts that human resource brings in an organization.
- Job security – with the right human resource at Facebook, many employees who are top performers and who increase productivity through hard work and commitment secure their jobs positions. It is a professional practice to keep employees who do commendable work in an organization since their exit always creates a loophole that cannot be easily filled.
- Organizational performance – organizational performance is shown by the effectiveness and efficiency. If an organization minimizes input capital bus instead uses available resources yet the outcome and performance increases, the such an organization is improving in its performance. Human resource motivates employees to use readily available tools and apparatus to maximize production rather than using more funds to buy tools that are not necessary, thus, increasing production and individual performance (Wilcox, 2012).
Human resource department must exist in every organization for all its activities to run faster and efficiently, just like at Facebook. If a company or organization has to grow its professional conduct and build external reputation, then, its human resource needs to exist and be fully implemented (Pepitone, 2009). In the case of Facebook company, they are activities which are initiated by the human resource that has made it grow and expand the much it has.
The Impact of Human Resource Management on Organizational Growth
The activities carried out by human resource department in organizations, makes the workers work hard thus increasing production and service delivery to clients. Activities such as employees’ appraisals, job trainings, providing adequate equipment for work and many others helps motivate employees thus making them have a reenergized energy to carry out their respective duties at work place (Wickham, & Parker, 2007).
According to Joana (2007), a company without a proper functioning human resource system has not planned to deal with employees’ behaviors. It is, therefore, recommended that every company finds a way of dealing with employees’ behaviors. One and sure way of doing that is to make sure that human resource department exists and is fully functioning.
Cost – Implementation of human resource is a long process and very costly. Acording to Terjesen (2005), the company hiring the HR services must be prepared to spend much money to get qualified personnel who will make sure professional quality services are given to the employees other than sub-standard HR services which may deteriorate the work force further. It is therefore not advisable for small organizations that are not financially stable to hire human resource staff, whom they are not in a position to pay. An attempt moves to do so may make the organization in question to stop operating due to financial dilemmas (Ogilvie, & Decker, 1995).
Conclusion
Human resource is a critical body within an organization. Every organization is advised to get good personnel to work with employees so that productivity and service delivery is improved. A company begins to grow and increase clients base when operation is enhanced and employees are motivated to a certain level. A company may find it difficult to start implementing human resource services for one reason or the other. In such a circumstance, human resource service delivery tools should be used to enhance the implementation. A company can use any best model, provided the desired results are achieved and everyone feels re-energized in their work areas.
References
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