Transformation in Human Resources - Book Report/Review Example

? Transformation in Human Resources Transformation in Human Resources Introduction It isthe role of Human Resource Department to establish a good work force in an organization so they can achieve organizational goals effectively. Manpower along with commendable management can play a crucial role in building an organization and creating values among the individuals. Through strategic planning, complex situations can be minimized and issues, which the management face can be addressed and measures can be taken to control their adverse effects. These issues may arise due to many reasons like performance management, ambiguity of information, interdependence and flux in work systems. Hence, it is the responsibility of the Human resources to make sure the performances are in accordance to the organization’s mission and vision (Randall, 1990). Scenario In this report, we have analyzed a situation in which a Chief Executive Officer who has a reputation for restructuring the organization and cutting surplus management posts is mentioning other organizations who are going through transformation in Human Resources to maximise efficiency and asking me, as a head of human resource department the purpose of this and how it could help achieve cost cutting and increase effectiveness in the organization. In order for me to explain what transformation in Human Resources means I will first highlight what transformation means for Human Resources. Transformation in Human Resources Transformation basically refers to changes which are instilled through Human Resources in work force in order to have a maximized outcome through restructuring the organization, enforcing new innovative techniques in recruitment, talent management, operations and other areas which carry out performance management practices (Armstrong, 2012). Through this behavior organizations and departments can improve their operations, address the challenges they are facing and take initiatives to control them (Oyeyemi, 2012). An Insight into transformation process Transformation in human resources help the organizations solves issues by creating values among the employees by providing advices and specialist skills to the individuals who require it. When human resources have undergone transformation they require to value manpower and are able to convey these messages through frequent communication with honesty. It is necessary that organizations consider the solutions which are provided by Human Resources and do not regard these changes as a one-time event. It is necessary that the consideration is taken with all the elements in order to increase productivity, for this integration and balance is the key (Monday, 2008). The main goal of this transformation is to create value and maintain to deliver services in a cost effective manner. Through transformation Human Resources can attract best candidates in the organization by comparisons of experiences with other companies and initiate progressive change within the organization by introducing effective management strategies (Higgens, 2007). Human Resources and management needs to work together in order to stay focused is on building better relationships between the different departments of the organization. Through this strategy more credibility can be demonstrated and the opportunity to enhance the talent among people can be made a priority while taking the economic climate as a means for improvement. The basic insight into transformation is to understand expectations from the business processes, which identify the main causes that are drive towards this change with a complete commitment towards it (Robin et al., 2009). Reasons of Transformation in Human Resources As a head of human resources I will further underline reasons for a need of transformation of roles in Human Resources is to cover the changes, which are being brought in the global economy, which mainly focuses on administrative processes, which need improvements constantly. The management may also lack few organizational skills and need to be held accountable. In the same way few behaviors of employees may pose a threat or a hindrance in carrying out organizational goals so human resources need to find these gaps and address these issues. This is why transformation is necessary. Through transformation the capabilities of management can be sought and can be improved. Moreover, through transformation management can undergo advancement through innovative techniques that provide to support and promote businesses worldwide (Madsen & Ulhoi, 2005). Transformation is also required in order to suggest changes in the organizational structure as well as in operations. Through effective management this can aspire to provide a variety of services in the organization such as a new business strategy, cost cutting, marketing and also change management and other operating and supply chain management. As there is a change through technological advancement this transformation is needed to avoid exploitation and depletion in the economy. These changes in the organization should be regarded as an asset, which can encourage employees to grow in their knowledge, skills and scope of their work in the organization (Hailey et al., 2006). Challenges faced by the Organization Most of the organizations are embracing globalization, technology and competition in their respective areas. It is responsibility of human resources to add value through these changes. As these labor markets are always subject to evolution and change so organizations need to acquire and develop a workforce to understand these factors, which are having an influence in their organization. This comes as a challenge to most of the organization and there is a need be open to new techniques through which an innovative change can brought in the organization (Bratton & Gold, 1999). Most of challenges which organizations face during transformation are; 1. Difficulty in embracing new practices and being resistance to change and refraining to develop new strategies due to fear that these practices could be harmful for them or for the organization. 2. Difficulty to initiate transformation as the organization maybe facing shortfall in meeting global requirements. 3. Unwilling to change the business trend due to ambiguity in information. 4. Failure to upgrade talent and skills development Analysis of Current Challenges through Transformation Model Transformation model can be given in four steps 1. In order to increase productivity, human resources need to redesign the organizational structure through updated and latest trends and technology, which are being adopted worldwide. This step will define how transformation is carried out. 2. Through accountability from Human Resources this step will provide who will approve these changes. 3. Effective business contexts through communication need to be conveyed to all the employees so these changes can bead opted with clear instructions to it. This step will provide all the answers to the challenges, which are being faced during transformation. 4. These operations will in return give rise to effective workforces, which reflect new goals that are introduced in the organization (Dave, 2009). Innovation in the field of Information Technology enables human resources to monitor the working performances of individuals and also help them track the changes arising due to complex transactions taking place in the organization (Gold et al., 2013). Evaluation Through analyzing the complexities in transformation processes we can conclude that every organization goes through different stages when a change is brought in the organization. In order to have a complete transformation in human resources it is necessary to plan for this change in advance and make the employees aware of the situation as they can show resistance or ambivalent behavior towards a sudden transformation. Hence, there is a need to provide good management skills and also keep the changes updated covering all the redundancies that may occur during transformation (Krishna & Prasad, 2012). How Transformation can add value in Human Resources The leadership skills gets instilled in Human Resources during transformation as firstly they are mostly advisors to business stake holders and through changes in human resources the managing skills of the workforce increases through them. Transformation determines shortages, which fall in the organization. As a human resource head I will convey to the Chief Executive Officer that investments in human resources through transformation will provide a steady flow to drive products and services of the company by providing assistance to the workforce (Snape et al., 2007). Cost Reduction in Organization Any organization can initiate a plan to cut costs if they are willing to restructure their organization and take account of current and projected marketplaces to understand their company’s financial situation under these circumstances. Hence, it is necessary that the management and Chief Executive Officer along with Human Resources are made aware of these facts to maximize positive outcomes and through a strategy they can drive to create value activities within the organizations while cutting costs and still be able to meet clear financial goals within a time frame (Laroche & Rutherford, 2013). Changes in Human Resources through transformation can be dramatic for an organization. In order to cut costs there is a need to identify new ways to deliver support to the different departments of the organization such as operations, IT and finance etc. by reduction in their allocations and finding new strategic ways that do not effect production. It is necessary to organize such activities and promotional programs through which the employees can provide a maximum outcome with minimum impact on finance. In order to initiate cost cutting the organization need to base this through a fair process and be able to establish rational solutions through motivation and commitment to build and sustain cost reduction strategies (Dowling, 2008). Transformation in Human Resources and Cost Reduction When employees hear about cost cutting from their senior management it is necessary that they are given clear reasons for this initiative. There is a need to be a motivational approach towards costs cutting which are visible to all the employees through a credible and objective reasoning. While the human resources are making efforts for cost cutting, confusion can be created in the minds of employees. It is then necessary to place clear set of rules and responsibilities with explicit decision making processes through which this transition can be made easier so that there is a clear vision and motivation towards this behavior of the management and through understanding they get committed towards working effectively in the organization (Henderson, 2011). Firstly, in order to cuts costs the organization needs to find out if they are producing unnecessary deliverables due to which there is unnecessary costs associated with it. Secondly, the role and responsibilities of the employees need to be examined to find out how through cost cutting would affect their productivity. Thirdly to find out other opportunities through which organizations can perform their activities that can cause cost reduction. The behaviors of employees may also cause excessive costs. Hence, it is necessary to provide solution through redefining responsibilities of the individuals (Heneman & Greenberger, 2002). How Transformation can maximize efficiency and effectiveness in organization Human Resources Transformations can maximize efficiency and effectiveness in organizations by centralizing their authority to cuts costs and making plans to embrace new technology in their businesses. Transformation should be enhancing strategic capabilities of the employees through training and development programs (Nordhaug, 2007). There is also a requirement to be able to meet the global challenges and take effective measures to reduce their adverse effect. For an organization to undergo transformation process in Human Resources can result in turning the whole organizational structure the other way around as this department is solely responsible to perform scrutiny in the workforce. Through scrutiny Human Resources can take part in improving efficiencies across different functions and respond to the challenges that the organizations face to carry out their duties effectively. These changes, which are occurring through manpower, can give rise to effectiveness in the organization in a variety of ways (Rothwell, Prescott, & Taylor, 2010). 1. Proactive transformation gives rise to revival of production in the organization by addressing those issues which are acting as a constraint in carrying out the operations 2. Transformation also gives rise to accountability to the employees as well as the customers which is an important role of an organization 3. Unplanned change in the organization always give rise conflicts so through transformation in Human Resources employees can be prepared to value these changes as an important feature for organizational development 4. Transformation in Human Resources also improves relationships between the employees Conclusion Being a head of human resource department I will provide an insight into transformation and its impact on human resources and will influence the Chief Executive to initiate the same by providing the above reasoning, which may help employees to carry out organizational goals effectively. Moreover, an effective cost cutting strategy through Human Resource will provide an insight towards increasing productivity without having an impact on the finances. List of References Amos, ?T., Ristow, A. & Pearse, N,. 2008. Human Resource Management. Cape Town: Juta and Company Ltd. Armstrong, M., 2012. Armstrong's Essential Human Resource Management Practice: A Guide to People Management. London: Kogan Page Publishers. Bratton, J. & Gold, J., 1999. Human Resource Management: Theory and Practice. London: Lawrence Erlbaum. Dave, U., 2009. HR Transformation. TMTC Journal of Management, 5(3), pp.2-5. Dowling, P., Festing, M. & Engle, A., 2008. International Human Resource Management: Managing People in a Multinational Context. London: Cengage Learning EMEA. Gold, J. et al., 2013. Human Resource Development: Theory and Practice. New York: Palgrave Macmillan. Hailey, V., Farndale, E. & Truss, C., 2006. The HR department's role in organisational performance. Human Resource Management Journal, 15(3), pp.55-60. Henderson, I., 2011. Human Resource Management for MBA Students. London: CIPD. Heneman, R. & Greenberger, D., 2002. Human Resource Management in Virtual Organizations. Ohio: IAP. Higgens, N., 2007. Real HR Transformation. Journal of Applied Human Capital Management, 1(3), pp.16-18. Krishna1, G.S.R. & Prasad, 2012. Transforming HR Professionals into Business Partners. European Journal of Business and Management, 4(4), p.32. Laroche, L. & Rutherford, D., 2013. Recruiting, Retaining and Promoting Culturally Different Employees. Oxford: Routledge. Madsen, A.S. & Ulhoi, J., 2005. Technology Innovation, human resources and dysfunctional integration. International Journal of Manpower, 26(6), pp.450-55. Monday, 2008. Human Resource Management. New Delhi: Pearson Education. Nordhaug, O., 2007. Human Resource Provision And Transformation: The Role of Training And Development. Human Resource Management Journal, 1(2), pp.17-26. Oyeyemi, K., 2012. Impact of Globalization on Human Resource Management. Science Journal of Business Management, 2012(3), pp.3-4. Randall, S., 1990. Repositioning the Human Resource Function: Transformation or Demise? Academy of Management, 4(3), pp.49-60. Robin, L., Jason, G. & Marty, D., 2009. A New Approach to Global Human Resources Transformation. IHRIM Journal, 13(3), p.24. Rothwell, W., Prescott, R. & Taylor, M., 2010. Human Resource Transformation: Demonstrating Strategic Leadership in the Face of Future Trends. Mountain View: Nicholas Brealey Publishing. Snape, E., Redman, T. & Wilkinson, A., 2007. Human Resource Management In Building Societies: Making the Transformation? Human Resource Management Journal, 3(3), pp.50-60. Read More