HR paper - Essay Example

Comments (0) Cite this document
However organization across the world faces a serious scarcity in workforce capability as they struggle to meet the demand for the right skills in a highly competitive…
Download full paperFile format: .doc, available for editing
GRAB THE BEST PAPER96.4% of users find it useful
HR paper
Read TextPreview

Extract of sample "HR paper"

The Quest for Work Force Capability The Quest for Work Force Capability Organizations gain success mainly by having the right people with the right skills set for its objectives. However organization across the world faces a serious scarcity in workforce capability as they struggle to meet the demand for the right skills in a highly competitive global market. Due to this pursuit for workforce capability, Human Resource managers are left with an evaluation task to determine reasons for capability gap, challenges in building a workforce and how to develop a proper capability performance that meets the objectives of the organization (Emmerichs & Marcum 2004). As an HR, there is a great need to look into the above problem statement and redefine it to enable organization solve their current and future talent gaps as reviewed below.
Most organizations fail to assess the gaps in terms of competencies and right skills required to meet future goals. Eventually, this leads to lack of required staff resources in the right location to meet the current and future workload. This lack of right individual with the right skills widens capability gap and finally pose a threat to organizational achievements.
Additionally, most organizations fail to recognize employees as their greatest assets. They risks losing the few talented individuals to other competitors’ just because the organization fails to encourage, promote and invest in their staff resources. HR manager should lead the organization in rooting out this mentality and instead invest in continuous trainings that build capability workforce to address the organization’s future skill gaps.
Due to scarcity in skills, most organizations find it very expensive to hire staff to address the skills gap. Most critical skills attract a market premium for those organizations that fail to develop and retain key skills. The cost of training and developing critical skills has remained high for most organizations hence making such necessary expertise not affordable.
Rapid technological changes continue to remain a major challenge to most organization in addressing capability drive. This creates business environment with a more complex operations as skills evolve and become obsolete more rapidly. As an HR, there is a need to establish a proper knowledge and understanding of the global market and get the organization on toss with the changing market trends and technology so as to identify the relevant skills required in today’s world of production (Emmerichs & Marcum 2004).
Based on the fact that most graduates are “half baked”, they get employed with in adequate Skills and qualifications gap hence exposing most organizations to dilemmatic situation in determining whether the significant gaps in skills in scientific, technical, engineering and mathematics disciplines can be met by hiring a given personnel.
With great need for a workforce that satisfies the competitive demand of the contemporary work environment, the following contributions ensure HR involvement in building and developing workforce capabilities. Human resource managers should concentrate on their quest for the right skills by promoting an attitude of training and constant learning in our existing workforce (Emmerichs & Marcum 2004). This will enable them identify critical talents while focusing on meeting the changing demands of expertise in the future.
Moreover, HR should foster on Policies and employment programs aimed at attracting, promoting and nurturing required skills in a bid to seal the current and future skills capability gap. He / she should organize for both internal and external field and technical events to enable the organization tap some critical talents from external business to build on skills hub.
Furthermore, managers should ensure that strategic workforce planning document is in place and fully adopted to enable organizations to have a proper understanding on existing workforce as well as the required skills for execution of its strategy purposely to achieve its predefined objectives. Adoption of this will enable the organization to decide on the right number, talent, place, level and cost of expertise needed to steer head it towards its goals.
In conclusion, adoption of workforce capability gap in regard to the outlined solutions will eventually enable the organizations to sustain the highly competitive market skills to achieve their objectives and improves the organization’s understanding of the global market and get the organization on toss with the changing market trends and technology so as to identify the relevant skills required in today’s world of production.
ReferenceTop of Form
Emmerichs, R., & Marcum, C. (2004). An operational process for workforce planning. Santa Monica, CA: Rand. Read More
Cite this document
  • APA
  • MLA
(“HR paper Essay Example | Topics and Well Written Essays - 500 words”, n.d.)
HR paper Essay Example | Topics and Well Written Essays - 500 words. Retrieved from
(HR Paper Essay Example | Topics and Well Written Essays - 500 Words)
HR Paper Essay Example | Topics and Well Written Essays - 500 Words.
“HR Paper Essay Example | Topics and Well Written Essays - 500 Words”, n.d.
  • Cited: 0 times
Comments (0)
Click to create a comment or rate a document


The Impact of Using oil Base Mud in Oil Drilling Rigs

33 Pages(8250 words)Dissertation

Major Innovation Developments in NHS

8 Pages(2000 words)Essay

HR Management Term Paper

...? HR Management The human resource department of any organization has become an important business facet in ensuring business c competitiveness and survival in the dynamic organization. Before, the HR department was known for executing administrative duties that ensured the daily operations of the organization were effective and efficient. The drastic changes in the market place has seen the department transform from merely executing administrative function to one that is indispensable in formulating strategic roles hence ensuring future success of organization. HR history can be traced during the industrial revolution in which workers related closely with their mentors in order to...
3 Pages(750 words)Term Paper


...?Chapter 15 Evaluating the material In the modern era of competition and globalization, choosing and retaining a diverse workforce has become a necessity for every business organization to deliver the best service to its customers. Diversity in workforce can be often regarded as a positive force paving the way for the efficient team functioning. Diversity gives rise to variety of ideas, innovation and creativity, thus resulting in enhanced team performance. Thus, it is evident that a diverse team includes people with different skills and competencies and together they form a creative unit with lots of new and innovative thoughts. Diversity in the workplace mainly encircles people from diverse cultural backgrounds, language, gender...
5 Pages(1250 words)Research Paper


...? HUMAN RESOURCE INDIVIDUAL ESSAY HUMAN RESOURCE INDIVIDUAL ESSAY Thesis and Overview As long as the need for organizations to make use of their human resource base in achieving various forms of organizational goals, management as a human resource principle will not die any time soon. This is because according to Westphal and Fredickson (2001), management is a complex phenomenon that entails both an art and a science, revolving round the utilization of human resource and human capital to achieving organizational goals. As an art, management can be said to be the practice of making people more effective than they would naturally be in the absence of any management in place (Tushman and Nadler, 2009). Meanwhile, the twenty-first... HUMAN...
5 Pages(1250 words)Essay

Business HR Research Paper

...? Compensation Systems and Strategies Human Resources The objective of this paper is to provide discussions and arguments on systems and structures of compensation of employees with a view of human resource relations. The paper talks about the different types of compensation and the differences that exist between them. Discussions on the factors determining the structure and nature are included in the essay and portray that the nature of the compensations rely on both internal and external aspects of an organization. Research for the information encompassed acquiring information from relevant books, which yielded the core principles on which the paper’s arguments are based. The major findings of the research showed that the system... of...
4 Pages(1000 words)Essay


...quality of the employees, retaining key employees, and incorporating technological advances. “An employee in need of career guidance can speak to the HR director of his or her company” (Jeffress, n.d.). 3 Some of the most effective learning theories that HR planners use to improve employee learning include reinforcement theory, social learning theory, and goal theory. Some of the learning styles used in the process of learning include divergers, assimilators, convergers, and accommodators. Employees learn through observation, experience, and interactions. In employee development process, HR planners help employees identify their needs and development goals in order to make them initiate...
1 Pages(250 words)Essay

HR Law Research Paper discriminate an employee or deny him or her opportunity to benefits from the privileges of employment on the bases of sex, religion and color. This paper seeks to discuss Title VII and sexual harassment including Quid Pro Quo, Hostile Work Environment and Court Decisions. Current issues surrounding topic Title VII specifies that a violation is undertaken only when a sexual conduct is on the conditions of employment. One of the major types of sexual harassment is quid pro quo. This kind of harassment takes place when hiring, promotion, grading and salary increment among other aspects are based on the employee’s submission or rejection of sexual favors and advances. This implies that for a quid pro quo to occur, an...
7 Pages(1750 words)Essay

HR adopt the telecommuting model due to the lack of control it gives the employers and the chances of work inefficiency due to lack of supervising authority (Brewer, 2000). Other firms have successfully adopted the system and enjoy low costs with a dedicated and satisfied workforce. The aim of this paper is to shed light on the various facets of telecommuting, its implications, work management tools and a pilot program suggestion that incorporates all the necessary elements for effectiveness. TABLE OF CONTENTS Resource Management- TELECOMMUTING 5 INTRODUCTION 5 BENEFITS OF TELECOMMUTING 6 BENEFITS FOR EMPLOYERS 6 BENEFITS FOR EMPLOYEES 7 PILOT PROGRAM 7 CONCLUSION AND RECOMMENDATIONS 9 REFERENCES: 10 Resource...
6 Pages(1500 words)Assignment


...Human Resources Human Resources The operation of many modern organizations majorly relies on the activities of HRM. The responsibilities of HRM are categorized into three main managerial areas: employee compensation, job designing and staffing. The main aim of HRM is to improve the output of an organization through maximizing the effectiveness and reliability of the workers. One of the main constituents of HRM that is applicable to many organizations is job designing. Job designing can be defined as the act of putting tasks on some jobs by equally putting into consideration the interdependence of the tasks with the other jobs. Job designing is aimed at improving the progress of an organization, for example by reducing... Resources Human...
2 Pages(500 words)Coursework
sponsored ads
We use cookies to create the best experience for you. Keep on browsing if you are OK with that, or find out how to manage cookies.

Let us find you another Essay on topic HR paper for FREE!

Contact Us