Organizational Strengths of Human Resource - Coursework Example

SWOT Analysis Name: Institute: SWOT Analysis Strengths Determining organizational strengths of human resource practices entails examining how well the HR personnel manage worker requests. A staff that is ready to be questioned by applicants and workers, exhibits noticeable strength rooted in HR's goal to offer resourceful customer service to workers. Additional probable strengths consist of HR staff functional know-how as well as HR disciplines knowledge. HR professionals, whose knowledge of best procedures as well as practices can perform tasks that support the goals of HR department, are all measured as internal factors or strengths that have an effect on HR practices. Analyzing HR practices strengths permits managers to comprehend what the company does properly. Having a well-built recruiters’ network or developing a matchless system for online recruitment that ease the process of application from for potential employees is a good example of strength from HR recruitment practice. Such strengths have offered the company a competitive advantage over its competitors. Subsistence of earlier efforts to strategic Human Resources planning presents a number of innovative solutions for the company. Human resource planning focuses on satisfying the purposes of manpower need, and it assists to drum up the recruited staff for activities that increase productivity. Undoubtedly, the human resource planning is a vital process intended for connecting business operation together with its strategy. It makes certain that individuals are present to offer the sustained smooth organizational operations (Wilson, 2005). It connotes, human resource planning is an instrument that pledges future accessibility of manpower to perform activities within the organization. What’s more, it establishes the future necessities of manpower with regard to kind and number. Besides that, HR department is imperative in coping with the change related to the external environmental issues. It assists examine the present human resources by means of HR inventory and adjusts it to shifting economic, socio-cultural, political, and technological forces. An additional role of HR department is to recruiting and selecting personnel who have the needed skills to fill the available job vacancies. HR department usually determines the needs of the human resource examine the accessible level of HR inventory and lastly hire the staff required to carry out the job. Additional strength of HR department is development of human resources: HR department recognizes the skill requirements for diverse jobs levels. Afterwards it organizes diverse development as well as training campaigns to pass on the needed ability and skill in workers to carry out the task resourcefully and efficiently. Appropriate use of human resources is an additional strength on HR department since it measures that the company gets and uses the manpower efficiently to realize organizational goals and objectives. Evidently, HR department assists in recruiting and assessing and skilled human resource. It concentrates on the most favorable usage of human resource to reduce the overall production cost. The last noteworthy strength is reduction of uncertainty. HR department concentrates on lessening uncertainty caused by unplanned changes in procedures as well as processes of organizational HR management. Weaknesses In-house weaknesses threaten the effectiveness of a number of HR practices. For instance, if the HR department fails to have the needed technology to process employment actions, it gives rise to incapable HR department that cannot accomplish its responsibilities. Similarly, HR practices endure setbacks when employees lack the needed knowledge base for processing the employment actions or the needed technical know-how. Budget constraints are the other considerable internal factors that threaten feasibility of HR practices that always stop Human resource from outsourcing jobs, which can be handled more productively by an outside supplier. Notably, weaknesses of HR practice offer the company a depiction of what to be improved concerning its HR practices (Deb, 2006). Whereas strengths of HR practice draw attention to the company’s probable advantages, its weaknesses underline the company’s possible disadvantages. An instance of weakness in HR practice can arise if the company has a pitiable reputation, and this poor reputation will negatively impact the recruitment activities as well as place the company in a weak position on matters regarding staffing. Evidently, scores of companies have feeble HR departments considering that there are noteworthy costs related to a weak human resource function. The most understandable is that the quality of decision in human resource areas is compromised. Most HR managers do not like the fact of being asked a question and this may as a result create a weak line between the HR department and workers; ultimately leading to reduced productivity (Wilson, 2005). The assumed belief is that people who make decisions require little or no research proof to make HR decisions. Arguably, that belief is incorrect and baseless since the belief has no convincing evidence that disagrees with commonsensical conclusions. In addition, weak HR departments endure challenges while attracting top human resource talent. Therefore if companies work hard to strengthen their HR departments, then they will not just achieve productivity but as well top talented staff. Opportunities Opportunities are outside factors that can sustain or improve effectiveness of human resource practices. An improbable feature that can have a remarkable effect on HR practices is a labor market flooded with human resource practitioners. This is for the reason that when accessibility of HR practitioners is high, it indicates that salaries will probably be lower as compared to when there are less HR experts accessible in the labor market. Online technology such as social media has done wonders in almost all business organization, and therefore, offers a good opportunity for HR department to search for talented HR staff and remain updated with what is happening in the field of HRM across the globe. Through social media and other online platforms, HR departments can secure talent that brings creative and innovative solutions for organizational development. Furthermore, HR practices opportunities consist of heightened profits for the company that can drip to extra financial support for HR activities. Opportunities for HR practice offer the company with the ability to advance their human resource practices. New opportunities, for example, may entail novel geographic markets for recruiting or new-fangled technologies to improve efforts of recruitment. An organization must seek to make use of its strengths to build on possible opportunities for human resource practices. For example, if the organization has well-built technological capabilities, it can long to make use of new technological opportunities to advance its recruitment, like c developing a potential recruits’ database. Threats Factors that make threats to the HR practices originate from loss of the business and the ensuing budget cuts that may come as the result. What is more, threats to the services efficiency to workers are opposing businesses that may be providing extra viable salary and in so doing recruiting talent from rival organization. External factors may as well present some threats like unsuccessful outsourcing services that coerce human resource experts to question why human resource activities were outsourced. Threats originate from up-and-coming competitors, uncertainty in the market economy or factors like reduced labor pool as well as insufficient opportunities for training and development for human resource workers. Basically, a threat to a human resource practice is the likelihood that the practice could no more be feasible. This may take place thanks to economic changes, changes of employees as well as changes within the political environment (Deb, 2006). For instance, in case a company makes use of the recruiting to hire university graduates who are highly educated, a threat surface in terms of declining supply of skilled graduates or heightened competition for skilled graduates. For this reason, companies have to be able to acknowledge such threats In order that they can stop them or change their human resource practices in view of that. References Deb, T. (2006). Strategic Approach to Human Resource Management. Daryaganj, New Delhi: Atlantic Publishers & Dist. Wilson, J. P. (2005). Human Resource Development: Learning & Training for Individuals & Organizations. London: Kogan Page Publishers. Read More