Employees play an important role in the organization to ensure that all set goals, including profit targets, are realized. Due to the important of employees in the growth and development of the organization, every organization has a human resource department, which is responsible for issues relating to employees. The head of human resource department must come up with strategies relating to recruitment, training and placement of employees. The emergence of needs to improve the operation of human resource management, organizations have adopted strategic human resource management, which is focused on matters relating to employees and organizational goals (Truss, Mankin & Kelliher 2012). Strategic human resource management refers to the practice of developing, attracting, rewarding, and holding employees so as to realize benefits to both the employees and the entire organization.
Human resource department in every department do not operate independently, but instead it interact with other departments so as to come up with strategies which will ensure that organizational goals are realized. The heads of human resource department understands that by realizing the set goals at departmental level, the whole organization can attain the set goals. As a result, the Strategic HRM focuses on employing the opportunities in human resource department so as to improve work efficiency in the organization, which is important in promoting the growth and development of the organization.
Strategic HRM is important in the organization because it focuses on develops its plans relating to the recruitment, training, and reimbursement of employees based on the organizational goals. Thus, SHRM focuses on improving the results realized from human resource department so as to create more chances for the organization to realize success.
Roles of Strategic Human Resource Management
Strategic human resource management plays an important role in the growth and development of the organization because it influences how different operations within the organization are managed. One of the key roles played by SHRM relates to the recruitment and hiring of the required employees in various departments in the organization (Boxall & Purcell, 2011). The human resource manager in the organization has the duty to inquire from other departments so as to ascertain the performance of various operations. As a result, the human resource manager can identify the need for additional human resources so as to improve the operations and increase the performance of the organization. Having ascertained the areas that need additional employees, the HR manager comes up with the strategies of hiring the suitable employees who would offer the required services.
To ensure that only the most suitable candidate is employed, the HR manager ensures that the open vacancies are advertised for the qualified candidates to apply. After receiving all the applicants, the individuals who have met the set requirements are invited for the interview where they are assessed on their understanding and qualification of the positions they want to take (Bratton & Gold 2012). The candidates who scored the highest marks are selected for the recruitment process because they prove that they have the capacity to successfully offer the services to the organization so as to ensure that the organizational goals are realized. To ensure that the new employees have the full understanding of the tasks they are assigned to undertake in the organization, they are taken through the training process, which is aimed at improving their knowledge on undertaking various activities in the organization (Aswathappa 2013). This ensures that the newly recruited employees focus of ensuring that the objectives of the organization is implemented in relation to the mission, values, vision, and goals of the organization.
The other important role played by SHRM in the organization relates to rewarding and retaining of the employees. The management of every organization understands the role played by employees in ensuring that various operations are undertaken (Mello 2014). As a result, the HR managers always come up with strategies of rewarding the employees so as to motivate them and ensure that they work hard so as to ensure that organization realizes it full potential. The process of rewarding the employees is done through assessing the performance of individual employees to ensure that employees who make the key contribution to the success of the organization are rewarded (Guest 2011). Different organizations always have different strategies of rewarding their employees, which include promotions and financial benefits.
The HR manager always makes continuous assessment of the employees’ performance to ensure that all top performing workers in the organization are retained. The management team in the organization understands the importance of retaining experienced employees in the organization (Lasserre 2012). As employees continue working in the organization, they gain more skills and experience, which is important for the growth of the organization. Thus, the HR management always ensures that those employees are retained in the organization by offering new and improved employment packages to ensure that they continue offering their services to the organization (Mello 2014). By retaining these employees, the organization will have individuals who will be involved in the management process and training of new employees.
Another key role of the SHRM in the organization relates to increasing team effectiveness in the organization. To ensure that the organization run effectively, the HR management always creates teams, which are assigned different, tasks (Bratton & Gold 2012). Thus, the SHRM always comes up with strategies of improving the efficiency of those teams by ensuring that there ids improved communication and coordination. Through improved team efficiency, employees can work together to ensure that all assigned tasks are completed within the given timeframe. Additionally, team efficiency ensures there is improved coordination among the employees so as to identify solution to various challenges in the organization. By working together, workers from different departments can communicate, discuss and come up with recommendations, which are important in dealing with the emerging issues in the organization (Lasserre 2012). This in turns play a key role in improving work efficiency in the organization, which helps in ensuring that organizational goals are realized.
Global Trend upon Organization
The work of work is changing every day due to globalization and increased employment of advanced technology in different organizations. Changes in the world of work had affected strategic human resource management due to work-force diversity, corporate downsizing, continuous improvement inventiveness, the contingent work force, re-engineering, devolved work sites, changing skill requirements and employee involvement.
Many organizations operate across borders so as to expend their operations and reach more people in the world. For the organization to continue expanding its operations there is need for employment of new employees who are involved in undertaking various duties (Schuler, Jackson & Tarique 2011). Due to the fact that many businesses have opened branches in different regions across the world, the HR departments in various organizations have employed people from different cultural backgrounds. As a result, SHRM has come up with a strategy of educating employees about the importance of respecting cultures of people from different communities so as to improve the work relationship in the organization.
Through understanding and respect, people from different cultural backgrounds, languages, ages, customs and beliefs can work together to ensure that the organization realize success. Workforce diversity realized as a result of employment of individuals from different parts of the world has benefits and challenges to the organization. The main challenges relates to the understanding of employees in the workplace, particularly due to language and cultural differences (Lasserre 2012). To help in dealing with these challenges, through SHRM, the HR management in different organizations has come up with strategies of ensuring that there is a common language used at the workplace to ensure that they is no language barrier. Elimination of the language barrier helps in ensuring that there is effective communication in the workplace, which helps in improving work effectiveness in the organization.
The main benefit of work diversity relates to increased creativity in the workplace, which is important for the development of organization. The work force today involves individuals from different age, gender, social class, values, sexual orientation, language, personality, religion, ethnicity, education, physical appearance, lifestyle, marital status, beliefs and ideologies (Schuler, Jackson & Tarique 2011). It also involves background characteristics including geographic origin. This means that work diversity bring people from different backgrounds together, which allows them to exchange ideas, which is important in attaining creativity in organization. Increased creativity lead to creation of new ways of undertaking different tasks in the organization, which helps in increasing efficiency in creating high quality products and services required by the customers in the market.
Increased creativity is important in the workplace because it enhances work efficiency, which improves the speed of completing different tasks. When different tasks are undertaken with the set timeframe, the organization can save time and other scarce resources (Schuler, Jackson & Tarique 2011). By saving time and other resources, the organization can reduce the operational cost, which helps in increasing the competitiveness of the organization. Thus, SHRM plays an important role in managing work diversity, which ensures that organization maximizes on the benefits of creativity in the organization.
Another global trend of upon organization relates to the changing skill requirements particularly in human resource management. With increased work diversity, human resource management has become more complex because the head of HR department has the duty to take care of all issues affecting people in the workplace (Burke, Martin & Cooper 2011). Thus, to ensure that the right individual is employed to oversee the operation of human resource department, SHRM has come up with a strategy of ensuring that the individual employed in HR department has the knowledge to deal with people from diverse backgrounds.
Another global trend of SHRM relates to continuous improvement program, which focus on improving the operation of the organization. Increased competition in the world market, SHRM has introduced a strategy, which ensures that the organization focused on quality improvement (Wright & McMahan 2011). By improving the quality of services and product that the organization offers to the customers, it becomes easy for the business to serve the customers effectively. The process of continuous improvement involves various strategies. The main strategy involves employing quality individuals who have the capacity to meet the needs of all customers (Burke, Martin & Cooper 2011). The other strategy involves carrying out market research so as to ascertain the needs of the customers, which help the organization to decide on the changes, which need to be implemented in the organization.
Impact and Implication of Changing Demographic
There are many changes in the current dynamic world, which influences the operation of human resource department in different organizations. Continuous change in different sectors has made the labor force to become diverse, which demand for the new approach to human resource management. Demographic change has created the need for employment of new approaches of managing employees in the organization (Rowley & Warner 2013). Considering the fact that demographics are constantly changing, at a rapid pace, there are greater challenges for HR mangers as they hire, manage, train and retain a new generation of workers. The main impact of changing demographic relate to replacement of human resource management approach because employees population in different organization has become extremely diverse in terms of age, gender and cultural background.
The changing employee demographic includes ageing population. In developed world, people are believed to live longer because of healthier lives. Aging population has a great implication for human resource organization in the future because it will be required to come up with strategies of dealing with aging group of employees in the organization. Different countries, particularly the European countries have come up with a strategy of raising pensionable ages so as to encourage people to work longer and therefore minimize the pressure on their state pension’s scheme (Bamberger, Biron & Meshoulam 2014). Thus, aging population necessitate the HR management in the organization to reconsider about how HR departments deals with matters relating to recruitment and training, and health and employee benefits. It is also important for the HR managers in the organization to come up with strategies of dealing with intergenerational conflicts in the workplace, which would be as a result of the perception that older employees are blocking the path to development of younger employees (Snell, Morris & Bohlander 2015).
Most developing countries have youthful labor force that includes people from the age of 16 to 24 years old. These are individuals in generation Y or the millennials. Thus, there is need for the HR management in every organization to come up with a strategy of dealing with this group of young employees. Employees in generation Y are known to have immediate expectation from their employers rather that long-term, and they are keen on maintaining positive work-life balance (Berman et al. 2015). Thus, there is need for employment of SHRM in the organization so as to promote strategies, including training, which is important in retaining most employees in the organization and control staff turnover.
In the 21st century, there is increased number of female employees working for different organizations. The study conducted by consultancy firm, Booz & Company, shows that over 865 million female employees will have entered the job marker between the year 2010 and 2020 (Marler & Fisher 2013). The increased number of female employees occurs mainly in developing countries because of increased focus of female education, and increased equality between the male and female genders. Increased number of female pursuing higher education leads to the increase of female qualified for various positions. This means that there is need for employment of strategies by the HR management to introduce practices, which will cater for the needs of females. It is also important for the HR management to come up with a strategy that will ensure harmony and parity between male and female employees at the workplace.
Effectiveness of Employees Engagement
The successof the organization depends on the employees because they are involved in different operations, including production, marketing, distribution and sales. Considering the fact that employees are involved in the day to day operation of the company, it is important to involve them in decision making process (Marler & Fisher 2013). Employees have clear understanding of how the organization operates. Having worked for the organization for a lengthy period, some employees have witnessed the growth and development of the business. As a result, they understand the areas that need to be adjusted so as to improve the performance of the organization. Thus, it is important to employ SHRM so as to create a platform, which allows the employees to make contribution in the management of the organization.
It is important for SHRM to encourage employees to air their views and suggestions to the top leadership to ensure that they contribute in decision making process. The HR manager can create a communication channel, which allows the employees to make recommendations relating to various operations in the organization (Gruman & Saks 2011). This would create a situation whereby the top management would review suggestions, views and opinions made by the employees before making any decision.
Involving employees in decision making process helps in motivating the employees makes them feel appreciated in organization. The opportunity offered to them to contribute in decision making process makes them feel that they are part of the management team in the organization, and their contribution is valued by the top management (Jackson Schuler & Jiang 2014). This increases their confidence while working for the organization, and as a result, they are encouraged to use their creativity in ensuring that they work toward realizing the organizational goals. Thus, it is important for the SHRM to support the initiatives, which promote increased effectiveness of the employees’ engagement in various operation of the organization, including decision making process.
Involving employees in the management of the organization plays an important role in safeguarding organizational culture. It is culture of most organization to provide high quality product and services to the employees so as to increase their satisfaction. Having learned through their experience when working in the organization, most employees understand the needs of different customer (Gruman & Saks 2011). As a result, given chance, they can make contributions that are aimed at ensuring that needs of all customers are met. By focusing on the customers’ satisfaction, employees help in improving the performance of the organization because once the customers are satisfied with products or services, they refer other customers, which lead to increased sales and profit margins. This means that there is need for the SHRM to ensure that employees are supported in suggesting or implementing measures, which promote customers’ satisfaction.
SHRM’s Social Responsibility
Although strategic human resource management is focused on the management of human resource with the aim of increasing organizational performance, it also has social responsibility to the people in the community. SHRM can contribute in the management of human resource in different companies so as to reduce operational cost and increase the profit margin. Human resource involves the largest portion of operational cost in many organizations (Purce 2014). Thus, SHRM can help in teaching business owners and managers on ways of managing their workforces so as to increase work effectiveness with the aim of attaining improved results. It is important for SHRM to organize seminar, workshops and conferences, which focuses on training businesspersons about ways of managing human resource.
Another social responsibility of SHRM to the members of the community relate to taking care of less fortunate members of the society. There are many people in the community who lack work skills, which is necessary in the current competitive world. Thus, HR management in different organizations need to organize a program that will involve employees offering training the members of public so as to equip them with necessary skills, which can be employed to earn a living (Sharma, Sharma & Devi 2011). Additionally, it is important for the organizations to offer internship program to help new graduates to acquire experience in the workplace.
It is also important for the SHRM to promote the culture of giving, particular to the needy in the community. It is important for the HR departments to organize sizable donation to foster homes and homes for the elderly so as to help them with basic necessities they require to survive (Purce 2014). Considering the fact that the main objective of most businesses is making profit, it is important for the HR management to support spending of a portion of the profit in the development project so as to benefit people in the community. Some companies build roads, schools or health centers, which helps in improving the living standards of the people in the society.
To conclude, human resource management plays a key role in managing human resource. Due to the important of employees in the growth and development of the organization, every organization has a human resource department, which is responsible for issues relating to employees. Human resource department in every department do not operate independently, but instead it interact with other departments so as to come up with strategies which will ensure that organizational goals are realized. The emergence of needs to improve the operation of human resource management, organizations have adopted strategic human resource management, which is focused on matters relating to employees and organizational goals. The Strategic HRM focuses on employing the opportunities in human resource department so as to improve work efficiency in the organization to ensure that the set goals are focused on at departmental level to ensure that the whole organization can attain the those goals.
Strategic HRM is important in the organization because it focuses on develops its plans relating to the recruitment, training, and reimbursement of employees based on the organizational goals. The human resource manager in the organization has the duty to inquire from other departments so as to ascertain the performance of various operations. As a result, the human resource manager can identify the need for additional human resources so as to improve the operations and increase the performance of the organization. Having ascertained the areas that need additional employees, the HR manager comes up with the strategies of hiring the suitable employees who would offer the required services.
SHRM in the organization relates to rewarding and retaining of the employees so as to motivate them and ensure that they work hard so as to ensure that organization realizes it full potential. The HR manager always makes continuous assessment of the employees’ performance to ensure that all top performing workers in the organization are retained. Additionally, SHRM always comes up with strategies of improving the efficiency of those teams by ensuring that there ids improved communication and coordination. Strategic human resource management ensures that human resources are managed effectively so as to ensure that the organization attain the full success. It is important to support the human resource management to continue contributing in the growth and development of the organization.
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