HRM Concept and Employee Engagement - Essay Example

REFLECTIVE JOURNAL ON HRM CONCEPT By Reflective Journal on HRM Concept Introduction Human resource management (HRM) offers a better approach for the management of human resources within an organization. Employees and other organizational stakeholders become key resources for any organization. The HRM concept focuses on the wide dimension depicted with people. In this view, the acquisition, skill development, motivation for greater performance and sustenance of optimum levels of commitment stand to b essential requirements of HRM (mu.ac nd, p. 2). I have learnt a lot from this course, with an application of various concepts in real life situations becoming clear. This paper provides my personal reflection of the HRM concept in terms of ability to work as an effective group as well as the lessons learnt from the course and in interactive group based exercises. These entail an analysis of six aspects of HRM including the HR function, employee engagement, development of capabilities and skills, embracing diversity, reward management, and training and development. HR Function In recent times, diverse dimensions appear with the changing face of the HR function. Some of these perspectives point to a mutual connection with others, which only arises in organizations that are more complex (businesscasestudies.co.uk. 2014, np). In this view, organizations focus on increasing the values provided by the HR function in response to customer needs. For interactive group sessions that I have held with other school members, the need for increased pro-activeness by each individual has been of great significance. With improved participation, the quality of meetings becomes clear with improved grades for this unit. Of great significance is the need to achieve a strategic and business-oriented direction as pertains to the HR function (Reilly, Strebler & Tamkin 2006, p. 2). Through developing clear insights into individual roles, our group sessions have involved limited time. However, the response from individual members has been overwhelming. Thus, the need for enhanced HR function stands to be an important aspect for learning institutions. Certain limitations occur as organizations focus on improving the HR function. Firstly, the devotion of too much time on administrative processes, with limited time for change processes arises to be a key hindrance to enhancement of the HR function (businesscasestudies.co.uk. 2014, np). This prompts large and complex organizations to formulate such strategies aimed at consolidating the variety of business processes (Reilly, Strebler & Tamkin 2006, p. 3). I have learnt that change is an important approach that offers solutions to various challenges occurring for groups. My participation in the group gives me the opportunity to show case my capabilities in presentation. I have directed great attention to meeting the needs of the overall group, as well as in individual assignments offered in other units. Similarly, organizations direct great attention to automation and standardization of policies and regulations. The elimination of various activities from the HR function and their transfer to line management arises as a necessary move by organizations as they seek to encourage better performance. Consequently, the HR function stands at a better position of alignment towards responding to major issues arising from the workforce. According to Molloy and Whittington (2005), HR managers play a significant role in the overall process of reorganization, covering an estimated 66% of the survey under study. Another issue arising with the current changes in the HR function entails the contemporary culture that depicts HR as a rigid function of the organization. In this way, increased concerns stand out as relates to the position of HR in the firmament (Lawler 2014, np). Additionally, there exist genuine concerns as pertains to the impact of line devolution and outsourcing. With the transformation of the HR function, such issues stand to be addressed. This is clear with the additional role of HR in terms of focusing on the business processes and profile of the organization. In this view, areas of focus include corporate social responsibility (CSR) and employee branding. The goal of repositioning by such organizations stands as to be a key determinant of the need to offer solutions to a variety of issues within the organization (Lawler 2014, np). Employee engagement Over the last decade, the concept of employee engagement arises as an essential aspect of consideration by organizations. The idea occurs as a physical, emotional and mental internal state of being that incorporates traditional approaches to management: organizational commitment; work effort; work satisfaction; and optima experience at work (engageforsuccess.org. 2014, np). From the course, I have gained useful understanding in the need for active involvement in group sessions and completion of school assignments. The unit teaches that engagement ensures an enhanced individual performance. Common descriptions of employee engagement include the passion for work, heading the extra mile and recognition or valuing of employees. According to a CIPD study conducted on the Kingston Engagement Consortium, employee engagement defines into a positive being or state in the event of work performance, which involves the willingness to contribution of intellectual effort while perceiving positive feelings. In this view, three main views arise as pertains to the concept of employee engagement. Intellectual engagement entails the willingness of employees to direct great focus on work with the need of enhancing performance (engageforsuccess.org. 2014, np). In this view, our group members have highly stressed on meetings having an influence on learning approaches. Recently, every group member participated in presentation of different aspects influencing on the performance of managers as key driving forces within an organization. Affective engagement describes the feelings displayed by employees and entails a positive attitude towards work performance (Bersin 2014, np). My interaction with various group members gives me the capability to be an active member, which has resulted to my increased desire for group involvement. Lastly, social engagement involves the interactions with other colleagues, which stimulates active participation and discussions oriented towards improving on work performance. Further, the concept incorporates the features of dedication, absorption such as enhanced concentration, and vigor involving effort and resilience. Personally, I attribute the improvement on my unit’s grades to enhanced engagement and involvement in the class sessions, individual and group task assignments and exams advanced for the semester. Employee engagement also stands to be important in the provision of a clear insight into the business scope as relates to individual roles and the overall performance of the organization (Bersin 2014, np). In this view, employees gain an understanding of their specific role and its correspondence to the organization’s goals and objectives. An outline of the specific roles and duties for each member of our group provides a clear guideline that reduces on time expenditure as well as quality presentation, depicted with the improved quality of member task performance. This replicates in other units that I am undertaking in this semester. For our group sessions, our leader has recently introduced change in administration, which seeks to encourage individual development of leadership skills. Here, each member has a special role, which changes for every session. Developing capabilities and skills HR activities involving the management of staff as well as sourcing for labor arise to be key challenges for organizations. The processes appear exhaustive in times of shortages in skilled workforce. A recent study by the SHRM has shown that the issue of such shortages in the existing workforce depicts a growing trend in most organizations. The survey results show that 58% of HR expertise agreed to the fact that some employees depict limited skills necessary for quality work performance (shrm.org. 2008, p. 4). In my view, the development of individual member skills stands to enhance the overall performance of our group. My presentation skill improved due to greater participation, allowing me the opportunity to make required assignment presentations on behalf of the other members. From the classroom perspective, the creation of a suitable learning environment allows student to concentrate their potential towards achieving desired results. The need for employment of appropriate approaches addressing the issue of shortages in the short run is important (Amos, Pearse & Ristow 2009, p. 170). Great focus should be directed towards such solutions portraying direct advantages to the existing labor force as well as the general economy. Today, the workforce is highly dynamic, requiring the upgrading and sustenance of employee skills in order to keep up with current trends, as well as continue to meet the needs of employers (shrm.org. 2008, p. 4). This need demands for a clear understanding of the skill needs and the related resources necessary for ensuring the development of employee competencies. In this view, my approach to the assignments and examinations offered for this unit involves the determination of the necessary revision skills and research skills necessary for gathering useful information. For organizations, such insight provides HR professionals with a platform for effectively implementing the training of capabilities and skills, as well formulation of such initiatives geared towards stimulating professionalism in the existing workforce (Amos, Pearse & Ristow 2009, p. 170). These activities enable organizations to provide short-term resolves, with a future vision that seeks to address expected changing needs of the workforce. Following on this approach, I have suggested that role changes within our group as necessary. Other members agree to this, and see the need for such changes in ensuring individual potential growth and identification of unrealized skills and capabilities. In today’s workforce, the workplace capability for experienced employees as opposed to new employees arises as an essential nee in organizations. Of great significance are the features of adaptability and critical thinking in the workforce (Mauritius Police Force nd, p. 12). In our group, each member has a key role that affects the performance of other tasks by other members. Co-ordination of individual activities encourages the improvement of our assignment presentations. An evaluation of member skills occurs prior to delegating tasks (Mauritius Police Force nd, p. 15). In this view, the determination of employee skill gaps requires that the organizations employ performance evaluation approaches to gather reliable data. Training of skills in organizations occurs in a number of ways. These include workshops the arrangement of workshops, job training while at work and progressive learning courses in universities and colleges.   Embracing Diversity There is great need for organizations to develop a culture of diversity as well as allowing for the incorporation of the workforce into the organizational culture. Today, the changing workforce requires that organizations embrace a diverse culture that ensures the success of business processes (Bell 2012, np). Our group incorporates students from diverse backgrounds, gender and religion. In view of gender, the proportion of members divides equally in terms of the number of males and females. Employee differences related to gender, religion, generation and race require a suitable environment embracing such diversity. In this manner, employees become motivated, leading to improved individual work performance, which translates to the overall performance of the organization (Bell 2012, np). The outcomes depict future growth and success of the organization as employee engagement and motivation become stimulated. With such diversity, the quality of assigned work results to positive outcomes, which become clear with the continued performance of the group. The creation of such memorable experience for new entrants I the workforce while onboard stands to provide for a favorable business environment. Managers and leaders have a key role to play ensuring that effective practices develop and remain sustained (Mello 2014, p. 92). This provides an environment that allows for enhanced learning across the diverse workforce. Various strategies apply in the development of a diverse culture within an organization. The organization focuses on developing an active process for recruitment of employees (Bell 2012, np). In this view, the recruitment process for my group involves an evaluation of student minor backgrounds, mainly relating to sex and county of origin. Another approach entails the use of mentoring programs, especially for new entrants into the workforce. Existing employees as well as managers have a great task of ensuring that new entrants into an organization feel welcome. An ideal strategy involves grouping of new employees with experienced ones in the event of team formations. For new members, an orientation process occurs where an existing member has the responsibility of directing the new member to enhance their familiarity to the group An open-door policy stands to be an effective approach by the HR department in any organization. This leads to a highly motivated workforce, which translates to improved employee engagement and commitment (Mello 2014, p. 92). Employees feel as being part of the organization since their issues become addressed. Personally, the case of new students in school arises as proper case of examination. Here, orientation programs developed by the school institution allow such students to adapt to the new environment at a fast rate, thus, stimulating early focus to learning (Bell 2012, np). In this view, change arises as a possible and important need from the organization. Resultantly, the management of such change across the diverse workforce stands to be less challenging for the organization. Immediate resolves for arising issues is necessary for all degrees of problems including organizational and personal issues. Interaction stands to be key determinant for enhanced individual and group relationships within an organization. Leaders and managers should focus on developing better relations with the employees as well as encouraging such relations between the employees (Mello 2014, p. 92). Reward Management Reward management involves the designing, execution, sustenance and communication of reward practices, which allow organizations to enhance performance, thus, meet their overall goals. These processes base on reward strategies and values in addition to policy frameworks that offer guidelines and procedures necessary for provision and maintenance of proper pay systems (wordpress.com. nd, np). In this view, the financial reward system entails development of processes and procedures necessary for tracking the rates at the market, development of pay frameworks, measurement of job values, and payment for performance. Additionally, the payment for capabilities and skills as well as providing for employee benefits arises as an important move for any organization. Non-financial rewards stand to be essential for employees in addition to the financial rewards (wordpress.com. nd, np). For our group, these non-financial instruments of reward become effective since there is a constraint on the provision of financial rewards. Generally, the use of recognition arises as our main form of rewarding members. Additionally, recognition entails the provision of specific tasks that challenge members to enhance quality of presentation. A number of issues pose great challenges to reward management in organizations. Organizations have a huge task of ensuring that reward management approaches support the achievement of business strategies while meeting the needs and expectations of the workforce as pertains to career development, stability and tenure. A determination of the approach to employ in relation to achieving equity and enhanced competitiveness becomes necessary for the organization. With changes in individual roles for each given assignment, each member of our group has an opportunity of perceiving a form of reward as these present different challenges to the students. In this view, students become highly motivated and direct great focus towards more learning. Another challenge remains with the need to respond effectively to changes in the pay market while maintaining reasonable structures of payment. Organizations have a great need of focusing on providing rewards for output as well as improved quality measures. The motivation of teams and groups in organizations becomes an important requirement. Organizations direct great focus on introducing appropriate strategies for rewarding individual performance. Today, organizations depict various changes in their rewards management systems (peoplecycIotron nd, np). There is a growing trend focused on the employees and on the appropriate approaches for rewarding them. In this view, organizations display greater sensitivity to practices in both functional and sector markets. This enables organizations to achieved greater market positioning ensuring increased attraction and retention of an efficient workforce. Further, payment structures in organizations involve team payment that seeks to improve on group relationships, thus, improved group work (peoplecycIotron nd, np). Flexible pay systems have evolved in organizations, and base on the employment of wider pay curves. Organizations incorporate integrated pay structures that extend to all categories of an organization’s workforce. Training and Development The concept of training and development is important for consideration by organizations. The practice describes such processes directed towards the provision of training, coaching, mentoring, workshops and learning to an organization’s workforce (childwelfare.gov. nd, np). This activity aims at motivating and challenging employees and encouraging higher performance for individual tasks and roles through enhancing their capabilities. Further, the dynamics of the workforce poses certain challenges for an organization. Managers play a key role in ensuring the development of employees. Group leaders in school are expected to induce the growth of individual members by encouraging their participation and improved work performance. On this note, student members perform different tasks that combine to form a complete presentation of advanced assignments. Organizational development entails a process that seeks to build the organization’s capacity for change in terms of management and sustenance (childwelfare.gov. nd, np). From this perspective, an organization analyses its current business environment, and determines such strategies aimed at enhancing the overall performance. Other situations present future possible issues, thus, the need to develop and improve on existing frame works and relationships (Salvi nd, np). When greater performance is need by an organization, development arises as an appropriate approach. Each member in established class groups is required to interact well with other members. Training entails a process of learning for an organization’s workforce. Through group sessions, various activities that entail learning processes occur, such as those involving presentation skills. With the global changes in today’s workforce, there is need to ensure theta employees gain new knowledge as well as reinforcing on existing intellectual capital (ucsf.edu. nd, np). With effective training approaches, organizations stand to gain immensely from the availability of necessary information. In this view, relevant data is delivered, which ensures that employees remain informed and improve on their skills. Such changes allow the development of positive attitudes to work by the workforce, translating to enhanced performance. The main purpose of training entails the creation of long-lasting effects that become sustained even with the end of such programs (ucsf.edu. nd, np). In this way, organizations have an opportunity to direct great focus to the ‘people’ components through recognizing their talents and abilities in the workplace. The process involves the development of skill for both individuals and groups in the organization. This practice becomes a key determinant of organization behavior as portrayed by the individual employees and existing teams (Salvi nd, np). Conclusion The concept of human resource management (HRM) replicates in a number of applications in real life situations. This gives me a great opportunity for learning and growth in various fields. Human resources arise as essential component of any organization. Students have an opportunity to gain a lot from this knowledge as pertains to improved participation and capability development in individual, class and group situations. To achieve this, change arises as a necessary move in order to provide for a clear understanding of individual expectations and responsibilities. Task performance in school situations requires that students as well as groups focus on developing the skills of members in order to ensure quality improvement in the overall learning process. Bibliography Amos, T, Pearse, N.J. & Ristow, Human Resource Management. Juta And Company Ltd. Claremont, 2009 Bell, M. Ethnic Diversity in the Workplace: The Business Benefits. July 16, 2012. Accessed from [accessed May 1, 2014] Bersin, J. It is Time to Rethink ‘Employee Engagement’ Issue. Forbes. 2014. Accessed from [accessed May 1, 2014] Businesscasestudies.co.uk. How Roles and Functions Contribute to Competitive Advantage. 2014 Accessed from [accessed May 1, 2014] Childwelfare.gov. Training, Development and Human Resources. nd. Accessed from [accessed May 1, 2014] CIPD. Employee Engagement. nd. Available at < http://www.cipd.co.uk/hr-resources/factsheets/employee-engagement.aspx> [accessed May 1, 2014] Engageforsuccess.org. 2014. What is employee engagement? 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