Strategic Human Resources Management - Essay Example

RESEARCH Discussion HCT is an educational body which must balance and temper between ensuring quality in all entirety and aspects. The type or kind of education that would be given would have to be of high quality while at the same strive to ensure that it makes reasonable profits or returns on the same. It is important to note and mention that it would become practically impossible to achieve high quality and standards of education if the tutors are not qualified to offer the same. In the same line of thought and reasoning, it would call on the qualifications of the tutors to earn reputation for the school and in the long run attract more students. This is the reason as to why HCT as an organisation must strive to ensure that there is an articulate and rigorous criterion of recruiting, hiring or firing of the employees. It goes without saying or mentioning that the amount or type or creativity given by a tutor is directly dependent and related to the acumen or quality of the hiring officers. For instance, if the human resource department of an organisation does not consider merit and quality in hiring of people, then the direct output of the hired people would also be relatively less (Huselid, 1997). Secondly, the age of the hired people or staff must be favorable in the sense that the hired people must be able to serve the organisation for a long period of time before they retire or resign. In other words, the staff hired ought to be young, trainable and flexible to the changing demands and requirements of technology. Intuitively, the strategies implemented and fronted by the human resource department must be favorable and sufficient enough to accommodate the long run aim for HCT (about 2015). For instance, the employees being recruited ought to be well versed and equipped with technological skills and acumen since the world today has revolutionized along technology and all the happenings in the society must centered on. Intuitively, if the staff or employees hired are technologically aware, they would extend that skill and talent to the student who would be more productive to the society. In simple terms this refers to the fact that the students who would come from HCT would exhibit a higher level of productivity since they would be equipped by the necessary and requisite skills of technology which are relevant in the society. Accordingly, the working relationship between the students, support staff and the teaching staff must be favorable and good so as to allow for free flow of ideas. This is to say that the human resource department could involve the student body of the HCT in the hiring process so as to ensure that they would have a say on the people they would wish to have hired. At the tail end, it would be easy to have interactive processes between the students and the staff which would also be a direct contributor to quality and higher productivity (www.people.uwec.edu). Tied to the above point of increased productivity, it would be fair and thorough for the staff both teaching and non-teaching staff to be fairly remunerated or paid so as to get them motivated and encouraged in their line of career and job as a whole. Findings Accordingly, the research findings used brought to the front the issues of gender parity and fairness which would be used to realize the goals of HCT as an organisation. It is important to note and mention that males and females possess different natural abilities which must be harnessed and conjoined together so as to realize the desired goals. It is important to note and mention that HCT has almost same number of gender parity with light skewness in the number of females. This would ensure that the equal gender parity would make HCT cover the diverse abilities of the males and females. It was also found out that the teacher population or number is the highest in the institution. It implies that among the respondents who took the part in the research process, majority of them were teacher, over and above the student and employee population. The research also sought to inquire the relationship or the level of satisfaction that the research participants have with HCT. In brief, it inquired how the research participants would rate the performance and the relationship that they had with HCT as an organisation (Magazine, 2014). Most of the respondents gave a good mark on their relationship saying that the relationship they have with HCT is excellent and good. This is to say that most of the research respondents enjoyed a good or excellent relationship with HCT. The research process also realized the inference that when a vacancy occurs or arises from the institution, it would take reasonable amount of time for the position to be filled. This is to say that the process of recruiting or hiring other people would take a relatively longer amount of time to fill since the process is intensive. Most of the respondents also agreed that the vacancies that are left in the HCT are appropriately advertised for the public so that people who meet the merit would be inducted into the role. It is important to note and mention that more than fifty percent of the respondents agreed on the fact that the vacancies are usually advertised in an open and fair manner for the interested and qualified people to register their intention in the role. In the same line of thought, it was noted that the job description of the staff members of HCT is usually well articulated and explained so that there would be no overlap of roles and duties. It is to mention that the job requirements of the staff of HCT would be indicated and shown in their hiring contract so that there would be a clear understanding on the part of the hired staff on what they would have to do as stipulated in the terms and conditions of their hiring process. The mean rating on the concept was 1.87 in ration disposition. Similarly, half of the respondents agreed that the working conditions were favorable and conducive for the staff in HCT. In a rough estimation and almost seventy five percent of the research respondents agreed and confirmed that the working environment was favorable to the staff of HCT. Inferences on the remuneration rates of the HCT staff was also advantageous since most of the employees felt that the wages they received were competitive enough and equated their efforts or services. Averagely, 2.03 of the research participants confirmed that they feel that wages and remuneration that they receive is sufficient enough to cover their services and efforts that they receive (Seeds, 2014). In the same line of thought and reasoning, it is critical to mention that the staff or employees who do extra work feel covered for their extra or additional work. This ranges in the aspect of the overtime payments or bonus that the staff get for their efforts and additional work over and above what is articulated in their work contracts. On the other hand, an estimate of 2.18 of the respondents believed that the human resource department of the HCT as an institution has appropriate measures to cover ineffectiveness of the workers. This is to say that more than seventy percent of the respondents agreed that there are effective means and measures to cover the underperformance or the ineffectiveness of the staff of HCT. Touching in the aspect and notion of growth, it was a fair split for the respondents who disagreed on the notion of career development programs being offered by HCT (Lengnick, 1988). It is to say that the opinion was divide on the notion of whether HCT offers appropriate and effective training and development programs which would ensure that the career paths of the staff of HCT would move in the right direction. Tied to the above argument and logic, most of the respondents opined that the HCT ought to introduce more training programs which are relevant to help grow their careers and develop their personalities. There is a general concurrence of average of 3.07 rating from the respondents that such trainings and development programs are critical to ensure that the staff are equipped so as to raise their productivity and outcome. This would also imply that the staff would be empowered so as to grow in their various lines of careers and also help them to perform and grow better accordingly. Similarly, there is the feel that HCT ought to provide tenure of employment for a period of time such as five years so as to ensure job security for the staff. Another inference that cannot escape attention is the aspect of treating the staff with respect, giving them occasional training to increase their expertise and productive for HCT and the organisation by extension (www.jstor.org). Qualitatively, there was concurrence of sorts that there was some sort of favoritism where only close associates and cronies are rewarded with promotions. As a result, effective measures ought to be taken to ensure that merit and excellence are considered over and above other fraternal considerations (Pettigrew, 1990). Subsequently, there was the intuition that the central human resource department is not in sync with the realities of the harsh conditions of the other workers and thereby enforce rules and considerations which are not alive to the realities of such places. Another finding that cannot escape attention is the fact most of the respondents confirmed that the people who find themselves in HCT are equally qualified to work or learn in it. Thus, all the staff-both teaching and non-teaching staff are in HCT by merit and qualification. Thus, just the necessary changes ought to be taken to ensure that the full potential of the staff and students of HCT is realized to the fullest. Recommendations In order for HCT to continue to enjoy continued success and even attain higher heights of academic excellence and achievements. It would be proper to continue to enforce the fifty-fifty gender parity or rule where both the skills and natural abilities of the males and the females would be ensured. Thus, I would strongly recommend that the aspects of gender parity ought to be considered and enforced accordingly. I would also front the idea and notion of increasing the enrollment rates for the students of the HCT (www.management.pamplin.vt.edu). This is to say that the human resource department ought to roll out effective marketing programs to ensure that the public understands and knows the kind of services or quality that the HCT offers to the society in terms of education. At the tail end, there would an increase in the profits or returns. In principle, effective marketing programs ought to be taken to ensure that the student population rises accordingly. At the same time, it would be prudent for HCT and the human resource department specifically to have interactive sessions where the students, staff and tutors meet so as to ensure that their productivity increases. In line with the existing policy, it would be imperative for HCT to fill the vacant positions promptly so that no time is spent with a vacuum (Faragher, 2014). This would be done by speeding up the process of hiring the qualified candidates or the staff. It is also critical to better the working conditions such as ample working time, laxed dress codes and competitive or fair remuneration for work done including the overtime work covered. At the same time, under-performance ought to be sanctioned such as reducing their bonuses proportionate to the below par performance of the concerned staff. During promotions, I recommend that merit, experience, productivity and period of service ought to be considered over and above fraternal considerations or friendships and that only qualified people should be rewarded accordingly. Conclusion The above essay has articulated the discussion, finding s and recommendations as they relate to HCT as an organisation. It is important to note and mention that as much as there are issues and notions of discontent in some aspects, the general mood of the respondents smacked of satisfaction and contentment by the working environment of HCT. However, in order to realize a higher level of output and productivity, it would be critical to consider merit during promotions, hire qualified staff, and increase the interactive sessions between the staff and students of HCT. In the same line of thought, the remunerations being offered ought to be up scaled so as to ensure that the staff of HCT are motivated accordingly. References about. (2015, Feb 15). Retrieved from hct.ac.ae: http://www.hct.ac.ae/about/ FARAGHER, J. (2014, Aug). Meet your next executive assistant http://www.management.pamplin.vt.edu/directory/Articles/Arthur8. http://people.uwec.edu/piercech/researchmethods/data%20collection%20methods/data%20collection%20methods http://www.jstor.org/stable/pdf/258092.pdf?acceptTC=true Huselid. (1997). Technical and strategic human resources management effectiveness as determinants of firm performance. Retrieved from markhuselid.com: Lengnick-Hall. (1988). Strategic human resources management. Magazine, H. (2014, Apr). Record Retention: Tasty Caterings Team Spirit. SEEDS, D. (2014, Apr). Workers, wages and wellness. pettigrew, A. M. (1990). Longitudinal field research on change. Retrieved from Sce.carleton.ca: http://www.sce.carleton.ca/faculty/tanev/TTMG_5004/Session_6_June_2/Pettigrew_1990 Read More