The Changing Nature of Work and Employment - Essay Example

HUMAN RESOURCES AND THE CHANGING NATURE OF WORK AND EMPLOYMENT HEADING PAGE I. Introduction II. Human Resources………………………………………………………..1 III. Changing Nature of Work and Employment…………………………….4 IV. Changes and Succession Planning ………………………………………6 V. Ownership Program……………………………………………………...7 VI. Employee Knowledge Enhancement Opportunities……………………..8 VII. Conclusion……………………………………………………………….8 VIII. Bibliography……………………………………………………………..10 I. Introduction: “Setting a goal is not the main thing. It is deciding how you will go about achieving it and staying with that plan.” 1-- Tom Landry In the present backdrop of globalization as trend-setters and intensive competitive market, the Human Resource department is not confined to the mere recruitment and payroll management instead the HR business function has contributed immensely to the timeline adherence with high-qualitative and more productive deliverables which has become imperative day by day. This in line has prioritized the HR to fulfill the need to educate, train and organize resource-planning and imbibe in the common company-culture and creativity to team-up to yield an energetic high performance network. Thus the knowledge-assets of organization nurtured by the HR department – are driven by like-minded individuals who share the passion, vision and mission of the corporation and hence increase the brand-endorsement and market-value manifold compared to any tangible assets. Amongst the top priority lists in the agenda of any successful HR department is effective talent acquisition to employ, deploy, train and retain the best individuals. In this research article the case study of the Human Resources Department has been scrutinized and analyzed with the focus on the changing nature of the work and employment in HR. II. Human Resources: The deployment and retention of suitable acquisition of talents in an organizational workforce is the supremely important and the most challenging tasks of the HR and the Management – which in the long run has proven to be the key to organizational success. Planning is the cardinal key to success of any organization and hence job description, task analysis worksheet, KSA (knowledge, skill, or ability) identification, and job specification are the primordial and primary requirements of Human Capital Management, and thus hiring and retaining the best people in the industry. This is achieved through very strong recruiting efforts which stresses on the overall career and economical development of the workforce, re-recruiting and internal branding, rewards and recognition, personal motivation, team events, periodic onsite deputation and rotation policy. Hence the primary focus of the HR department can be tabulated as: Fresh employment necessary for a vacancy generated. Former workforce needs to be revamped to actualize organizational profit. Specify and define the employee responsibilities and roles. To determine promotion and compensation revisions. To establish impartial standards and specifications (essentially for women, underprivileged, minorities, and mentally or physically challenged). The HR hence in the process can prioritize and organize the following: Employment Estimation and Evaluation: Performance Appraisal, Systematic Disbursement of remuneration and revenue allocation, Establishing Salary Levels Talent Acquisition: Designing appropriate job descriptions and specifications in order to recruit employ and retain the best talents in the industry Nurturing organized and competitive employment relationships: Constituting reporting hierarchy and Creating crystal clear correspondence communion Establishing motivated fulfillment of absolute talent management: Systematizing, Strategizing, Supervising pertinent manpower budget and cost control Validating able Performance Management: Abstracting the best talents out from the workforce through training, mentoring, orienting and employee assistance programs The best way to implement Performance Management Program is through Motivational Development Planning. The Motivational Development Planning in HR is achieved on tete-a-tete interaction between the employee and the reporting project lead in presence of the HR to come to a win-win negotiation on some critical issues within the department. Through need-analysis and situation control management methodologies a plan is chalked out and monitored over a period of time to optimize productivity of the overall function and the workforce in question. This helps in the overall development and career building of the employee coupled with the holistic organizational development. This also motivates the team in standing out in the crowd and thus the team spirit surges ahead with commitment to give the best. Changing Roles of HR Management (© 2007 Thomson/South-Western. All rights reserved.) 2 III. Changing Nature of Work and Employment: In succession of time as the company develops from its ground-zero position to a stable advancement – ultimately reaching the pinnacle of success – a series of alterations, innovations, and changes in the functionalities and workforce is destined to happen. In order to manage such transition of events through sound and solid succession planning the organization need a strong leadership and management under the supervision and control of the HR department. It is imperative that the process to follow in facilitating innovation within the organization is motivating and interacting in a positive tone with the existing workforce educating them on the introduction of a new innovative product and/or services quite some time in advance and sharing with them about the advantages and benefits of the said innovative approach. Thus providing an open-ended and continuous assistance, encouragement and all kinds of support alleviates the transition impediments in the path of practical implementation and testing of any innovation plan. The careful study and understanding of industrial developments in the field of the company’s interest and the socio-cultural impact related to any innovative plan or product introduction will ultimately pave the path for the overall advancement and its visionary sustenance. Such types of innovation planning have facilitated the HR vis-a-vis the organization to the new era of technology and development. A detailed examination is conducted on the relation between Human Resource Management and Succession Planning to nurture and cultivate the art of talent acquisition and intrinsic human capital sustenance for identifying leadership capabilities to take the responsibilities of key positions that may be available due to retirement, expected or unexpected separations. With growing global rat-race, baffling business processes, hi-tech technologies and ever-demanding customers have motivated the organizations and its business heads implement practical methodologies, tools & techniques to aid in constant advancement of business qualities, manpower efficiency & productivity in improving the bottom line, solving intricate issues, developing new products/services in time. In order to educate & train world's most successful process quality improvement approaches to the concerned employees, it is required to arrange for the requisite technical as well as soft skill trainings which are case specific by charting a competency matrix. It is also necessary to have a solid and strong base of interaction and discussion with the existing quality assurance team within the organization to maintain and adhere to the quality control norms and policies upheld by the HR department in order to facilitate a smooth transition for any innovation. It should be strictly observed that any change in the current set up is in complete persistence with the Quality Statement, Quality Mission and vision of the organization. Access to plan in terms of quality issues and information when shared with every team member ushers in a progressive environment for development and innovation. Thus through effective team communication and education a progressive blueprint for success is holistically welcomed within the corporation. Strategic HR Management Process (© 2007 Thomson/South-Western. All rights reserved.) 3 IV. Changes and Succession Planning: The Succession Planning is the organized evaluation and systematic advancement of employee’s professional talents. In order to fulfill the vital vacancies that may have aroused due to retirement, expected or unexpected separations, leadership talents are being nurtured and properly encouraged to flourish and grow in the right direction. Estimating the criticality of the position and the seniority of any talent Succession Planning is achieved keeping in mind all the legal liabilities and the international human capital management rules and regulations. After identifying and recruiting a suitable talent based on on-line resumes of candidates, job preferences, development plans, past results and the greatest challenge lies in retaining and sustenance of the same with the provision of suitable potential back-ups as the functionality develops. The Human Capital Development is progressing with the evolvement of the latent talent investment amidst the economical advancement in the corporate world. Keeping in pace with the growing economy and state of world affairs, it has become imperative that individuals in their learning phase take the organization to the level of being innovative, imaginative and creative towards their mode of approach and outlook. Connecting with hi-tech technology means that all employees must stay competitive and up-to-date with technical skills and training. HR department’s dynamic work culture stresses on building up a diverse, innovative, dedicated, motivated and pioneering team with heightened knowledge-base and high ethical standards. To win any barrier towards innovative changes it is highly important to integrate an educative and brainstorming training and development methodology be inculcated. This could be achieved in a series of group discussions by “storming”, i.e., brain-storming, by “forming”, i.e., formulating, and by “norming”, i.e., normalizing taking into consideration any aspect of the situation. In order to visualize and implement any breakthrough results above the age-old practices and beliefs, it is definitely necessary to conduct the strategic operation with great patience, calculative risks, intensive research, backup plan, long-term plan, extensive training, aggressive positioning and global branding. This whole process becomes more evident and elaborated following the developmental pattern of the HR department and the path-breaking achievements of the organization. V. Ownership Program: The foundation of a strong team lies in the leadership system with smooth communication, motivational strategies, timely succession planning, collaborative negotiation and periodic knowledge enhancement and enjoyable work culture environment. Short term appraisal sessions with reward and recognition programs motivate a team member with renewed responsibility to fulfill the team objective in a spirited manner. Participation of each and every employee in skill-development techniques with careful and documented tracking of progresses and implementation of efficient skill-augmentation programs should be highly encouraged by the Human Resource department. This takes the organization to its next level of advancement in respect to its competitors in the industry. VI. Employee Knowledge Enhancement Opportunities: It becomes necessary for the organization to implement Learning and Knowledge Enhancement Opportunities for every employee – accommodating with each stages of their individual achievement to take them to the next higher level vis-a-vis the organizational growth. Such Knowledge-Augmentation programs are skillfully maneuvered. This gives an edge to the organization from time to time paving the path for effective breakthrough in its field of excellence. VII. Conclusion: Reflecting on all the aspects discussed in this paper, it can be boldly declared that an able and solid foundation of Human Resource Department – following all the techniques, methodologies and processes as mentioned above – have aided altogether in the strong and successful establishment with the changing nature of work and employment. The cardinal factor behind every success secret is the leadership and sustenance of workforce and progress sustained and supervised under the HR business function. However may be the technological advancements and hi-tech discoveries of an organization, yet it is the ‘People’ whose relentless endeavors are behind such innovations and developments. And to drive these individuals as a team towards the coveted goal – the secured and steadfast directives and guidance of a competent HR department is imperative in every esteemed organization. Prioritizing objectives and projects, strategically resource-planning and development, imbibing a common and transparent work culture, and facilitating innovation and change through constructive educative and encouraging training sessions – are all the time-tested attributes of a powerful Human Resource planning which are the foundations for any successfully established organization. These HR strategies can position any organization amongst the most powerful companies in the area of its expertise, and in the long run will also be ascribed to its invincible success – thus paving the path to the sky-high technological advancements and future of humanity. VIII. Bibliography: ASTD Competency Study, (2004), Trend Analysis 2004-2006 for Learning Professionals, UMBC University in Maryland Buckingham, Marcus, & Coffman, Curt, (1999), First, Break All the Rules: What the World's Greatest Managers Do Differently, The Gallup Organization Cascio, W. F., & Aguinis, H. (2005). Applied Psychology in Human Resource Management (6th Edition) Collins, Jim, (2001), Good to Great: Why Some Companies Make the Leap... and Others Don't, HarperCollins Publishers Inc. Mathis and Jackson, (2007), Human Resource Management Essential Perspectives: Changing Nature of Human Resource Management, Thomson/South-Western, Fourth Edition . Motivational and Inspirational Corner Motivational and Inspirational Quotes about “Planning” [online] Viewed 09 April 2010 Available from: Noe, R. A., Hollenbeck, R. J., Gerhart, B., Wright, P. M. (2004) Fundamentals of Human Resource Management The McGraw-Hill Companies Inc. p 30-100, 101-133, 134-170, Torrington, D., Hall, L. (2008) Fundamentals of Human Resource Management: Managing People at Work Pearson Education Canada Wald, Bonnie & Marsden, Ann, 2003, White Paper released by CC Pace a Technology Consulting firm headquartered in Fairfax, Virginia on Prioritizing Projects to Maximize Return on Investment: http://www.ccpace.com/Resources/documents/maximizeROI_whitepaper.pdf Wilson, Daniel Gray, (2009), Leading Teams to Effective Decisions: The Vital Role of Framing, Emerald Group Publishing Limited Read More