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HR - Essay Example

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Managing people for competitive advantage Human Resource Management (HRM) is a process of managing the employees and workplace of an organization with innovation. The process includes organizational management, staff administration, manpower management and industrial management…
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Managing people for competitive advantage Human Resource Management (HRM) is a process of managing the employees and workplace of an organization with innovation. The process includes organizational management, staff administration, manpower management and industrial management. Organizational strategies are based on areas of strength of an organization. Core competency is a unique capability of an organization which assists the firm to create differentiation from its rivals and higher value. Here HRM plays its part and helps to give a competitive edge by properly managing workforce as well as the workplace. HRM is a complex interlinked process amongst activities which are significantly affected by external factors like legal, economic, political, geographical, social, technological and global environment and these activities are managed, designed and changed accordingly. The most important HR activities are: Strategic HRM, equal employment opportunity, staffing, talent supervision and progress, determining total incentives, risk management, workers’ protection and employee-labor relationship. Core competency offers an organization competitive edge by creating a differentiation and generating high value from their competitors. Some of the renowned global organizations like FedEx, Dell and Nordstrom focus on HR. Special focus on HR helped them attain special strategic values. Administrative, operational, employee advocate and strategic roles are performed by the HR department. High degree of alteration in role is observed in the process of traditional HRM and new forms of HRM. This new form, SHRM (Strategic HRM) creates a value for the organization. If we cast light on the two different processes, HRM and SHRM, it is evident that in traditional HRM, administrative role constitutes 50%, whereas operational role comprise 30% and strategic role comprise 20% of the processes involved. While in SHRM, the main stress is on strategic role which constitutes 60%, operational role 30% and administrative role a mere 10% of the work. The priority is observable in figure 1. The changes that occurred in the HR roles contributed vastly to mergers and acquisitions, structural changes and staffing needs. It also helps in anticipation of retirement of employees, workforce expansion and total reward system which includes compensation, incentives and appraisal of employees. In this way, HRM generates value for the organization. Many large nationwide banks have automated helpline to provide customer support for banking problems. In contrast, many small and medium sized community banks are still providing human assistance to their customers and their HRM policy is helping to develop strong personal relationship management. Working in such a mid size firm, I experienced a management which has been able to build strong relationship by addressing employees’ problems individually. I received assistance from the HRM whenever I faced any technical problem. Despite some strictness about absenteeism, flexibility in work timings was present which enabled an employee to adjust his schedule accordingly and at times attend personal problems. From my view point, each and every manager is a HR manager within an organization. It can be a sales manager, drafting supervisor, chief nurse of a hospital, a dean of a college and an accounting manager. Organizational success depends on their effectiveness. The reason is that all the positions mentioned above have some staff working under them and the performance of their sub-ordinates fall on their shoulder. An organization depends on their skills of managing their sub-ordinates. It is an unrealistic expectation that they will have knowledge about the finer nuances of strategic role, equal employment opportunity regulation or how to design compensation, appraisal and benefit systems. This is the reason for the existence of HR department, as it is specialized in the above activities which sales manager, drafting supervisors, head nurses, college deans and accounting supervisors cannot perform independently. Human capital is the most important aspect of an organization and it requires a balance between treatment of the people and long term effect on the bottom line of company. So, HRM course provides very fast growing career option with lucrative opportunities. The number and prospects of HR management jobs are expected to increase in future. It also provides vast scope for job in recruitment, learning and development, performance evaluation, industrial relations and consulting arena of the HR field. Not only quality knowledge base, but real life situation handling skills, personal grooming, case study solving, and soft skill development are also expected from this course to incorporate professional qualities within a future HR manager. My contribution to the learning class will be related to my individual experiences in my workplace. Sharing them with the class shall bring up new aspects to be considered and new solution measures to be implemented by the future Human Resource Managers. The most important thing in HRM is effective communication skills. As a HR Executive or HR Manager the main part of the communication should be that of a listener in order to perceive the situation clearly and investigate the problem for arriving at the solution. He needs to be empathic towards the grievances of the employees so that an acceptable solution can be provided to them. Read More
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