Importance of Human Resource of An Organization - Coursework Example

HUMAN RESOURCE MANAGEMENT OUTLINE: I- The contemporary technological advancements have altered the very scenario of international business environment, which have given birth to new and novel trends and challenges in all departments of an organization, particularly the human resource department (HRM). These challenges include recruitment, allocation, placement, training, promotion, rewards and career growth. The most formidable challenge faced by the HRM is keeping the employees committed to the organization, because with the expansion of the industries and corporations, the large companies and firms look for the experienced and talented staff from other companies and corporations. It is really startling for the organizations, which have incurred the precious investment of their time, and money as well, on employees during their professional growth, formal and informal training and career development. II- There is a significant number of critics and economic analysts who refute the very idea that the grand brands and magnificent corporations do not have any fear regarding the quitting and resigning of the employees from the job, as demand generates its own supply on the on hand, and the educated and experienced personnel can be hired very easily on the other. In addition, since there is too much unemployment in every part of the world, no employee leaves his secured job for small professional jump while climbing the career ladder at all. III- But a keen, expert and minute observation reveals the very fact that career forms in modern age have taken noteworthy changes. In past, people used to stick to one single job throughout life, and did not yield their loyalty and commitment to their first job and organization. But switching to a better opportunity in professional life has become very popular today especially among the personnel who are in the beginning as well as the middle of their career. It is why, the companies face serious problems in respect of dealing with the highly qualified, experienced and brilliant personnel. These changes can be viewed in almost all occupations. a) Taking the example of media, it is evident that there were limited television channels and people seldom used internet. Print medium was the most reliable source of news, and journals and periodical were very popular among all folks. However, the growing information industry has opened new avenues in job market. Now, most of the young graduates join a small organization in the beginning; and as soon as they acquire confidence and experience, they do not make any delays in switching to some large organization, as prescribed by Erikson’s Socio Emotional Model of Human Development. b) Similarly, in banking sector, business generating personnel have least care of their loyalty to the institution, which has provided them with job opportunity without any experience even. The new banks are going to be established very speedily and the already existing banks and financial institutions are inaugurating their new liaison offices and overseas branches, which has opened wide range of job prospects to both the young and experienced job seekers, who obtain the work and training experience, and exercise for the better job opportunities in the job market without feeling any sign of repentance and remorse towards their mother institution. Hence it has become a challenge for the HRM to announce brighter career growth and financial development for their staff in order to keep them attached with their institutions. IV- Though the HRM personnel take it as a new and awkward challenge in the aftermath of modern business environmental changes, yet there exists a school of thought that refutes the very idea of betrayal of the personnel altogether. Such critics are of the view that some specific proportion of the employees has been there for decades, which serves as the fair-weather friend for his organization. On the contrary, an overwhelming majority of the employees, including managers, executives and even the labor class, prefers its mother institution and longs for working for the same organization till the end of his career. Such stratum strongly believes in the maxim that a rolling stone gathers no moss. So, they are of the opinion that working under the supervision of the same administration will be very fruitful for their financial, technical and professional uplift. Hence, the critics declare proper recruitment of the intelligent and honest personnel as the biggest challenge for the HRM in the contemporary era. THE ESSAY: International business environment has been in constant change, particularly for the last four decades, in the contemporary world of globalization, where fastest possible ways of communication, in the aftermath of revolutionary technological advancements, have determined innovative directions and introduced modern trends in local, national and multinational market scenario. The flow of rapid and accurate information and communication on the basis of such information wins imperative triumph, sound name and distinguished reputation for an organization. All enterprises articulate methodology to communicate properly with their staff members within the corporation and clients outside the corporation. A company has to communicate with its customers and act on what it learns in that communication. (Gates: 1999, 24) These trends have laid greatest effects in all areas of an organization, particularly the human resource department. Human resource department is one of the most influential departments of an organization, which is responsible for the hiring, recruitment, allocation, care and professional growth of the employees working in the organization. Since the department directly deals with the people responsible for the development and success of the organization, it has to play the most dominant part while performing its obligations in a professional way. There was a time when the HRM was limited to the narrow tasks of announcing the names of newly recruited staff and designing of the annual confidential report for the promotion of successful and target-oriented employees. But the modern alterations in the business environment have significantly affected the human resource department. The current trends and challenges have added so many additional tasks for the HRM, which include the talent hunt out of the most brilliant and talented fresh university graduates, arrangement of formal and informal training sessions for the old and new staff members, proper allocation of the right person at the right place and placement of the senior members of staff at the overseas offices in the present state of perfect competition all over the globe.  The foundation of an organization rests on the philosophy, values, vision. mission and goals of the management. The organizational behavior supports the companies in devising a marketing strategic plan by setting specific goals and focusing on their resources, strengths, weaknesses, opportunities and threats. There are many concepts within the fold of organizational behavior, which are responsible for the success or failure of the organization. These concepts include motivation, decision making, change management and others. Examining the organizational behavior and analyzing the strategic plans surely unfolds new dimensions of success and accomplishments for the companies even in the state of perfect competition of contemporary times. The present study has been conducted within the framework of organizational behavior of world famous Microsoft Corporation. The study concentrates on three basic concepts of organizational behavior related to world great organization, which has made amazing achievements in the field of computer sciences and information technology. It is estimated that Microsoft Network maintains more than four-fifth of the whole computer industry. Not only this, but also it possesses many hundreds of the products relevant to computer technologies including CDs, MP3, latest internal and external modems, windows 98, 2000, XP and other versions, games and offices in word, excel and other formats, and much more. The human resource department of the Microsoft Corporation has articulated a noteworthy scheme for the job satisfaction and career growth of its employees. It announces incentives on different occasions for the staff. The corporation takes special care of the managerial staff and provides them with the company vehicle and credit card facility, which is a token of reward against their performance and services rendered for the corporation. In addition, the company offers traveling allowance on business and even recreational trips. These steps resemble with Victor Vroom’s Expectancy Theory in which the theorist has presented the concept of rewards as an important motivational factor. Additional benefits and incentives like company vehicle and credit card are sign of reward and an important motivational factor. In addition, safety and quality incentives are also offered by the company to the employees just after six months of joining the Microsoft Corporation. In addition, the company gets its employees insured by reputed insurance companies. The company also supports even its grass-root level employees in respect of purchasing automobiles and other commodities of domestic and personal use. Furthermore, the Microsoft Corporation management helps the staff members for acquiring house building finance loans too. It also looks after the personal problems of the staff members and has established an atmosphere where everyone can share his personal concerns with other members and management, which is highly supportive in his restoration to normalcy. It is because of all these benefits and incentives that the employees and workers of the Microsoft Corporation work day and night utilizing all their energies and capabilities to earn more profit and fame of their organization. Teamwork under the shadow of wonderful motivation has made Microsoft Corporation an international organization of highest esteem. It is the fact beyond doubt that motivation always results in positive. Every company introduces its own norms, values, traditions and traits in the organizational set up, which are called the corporate culture of that company. Though leadership and top management dominates in this regard, yet labor-staff, employees and workers of the organization also influence this culture while interacting with other members of staff. Both individual as well as collective behavior becomes the identity mark of a corporate firm. Looking into the history of all the great companies and firms, it is evident that their success is the outcome of long and continuous struggle, where so many fluctuations and crises come in their way to haunt and sabotage the journey towards progress and triumph. If an individual is devoted to his work, precise and polite in his behavior and committed to his goal, he gets achievements in his work-place. His commitment to the cause and hard efforts to achieve his destination is the source of permanent motivation for him. Being the member of such an organization where he obtains additional motivation is an extra advantage for him. Every one’s role and performance make up the motivation in the corporate firm, though big and multinational organizations encourage and appreciate their workers by motivation. It is the motivation that accelerates the profit as well as good name and fame of the organization from where he is earning his bread. Motivation is a source of inspiration for both ownership and the workers. ORGANIZATIONAL CULTURE AND HRM OF MICROSOFT CORPORATION Organizations maintain some specific cultural traits which distinguishes them from other firms and corporations. Organizational culture is the central part of a company’s organizational behavior and is highly beneficial for the leadership. It is HRM that establishes and promotes some particular cultural traits in an organization. Since business activities are not limited to one specific area of the world and have attained the position of multinational competition between the companies; it is therefore the companies have also examined all aspects while making decisions regarding internal and external policies and organizational behavior. “Business has”, Ball & Wendell (1999:6) submit, “entered the era of the one-world market. Increasingly, companies are going overseas to attain sales and profits unavailable to them in their home markets.” The corporate culture of multinational companies and organizations, designed and planned by the HRM, rests on the foundation of internal and external factors. The human resource department of the Microsoft Corporation has introduced collective and group work rather than individual efforts especially in its business culture. It is therefore, the Corporation is recognized and celebrated for its developer-centric culture. In addition, the HR department of Microsoft Corporation has invested a huge amount of money, specified in the budget, to hire the services of the fresh Microsoft university graduates and appoint them against various posts. It not only provides the company with fresh talent and energetic environment, but also it is extremely supportive for the company in respect of extracting innovative ideas and unique strategic schemes in introducing something new and novel for the millions of its customers, consumers and end users. In addition, it is also helpful for Microsoft Corporation to prevaricate the budding genius join rival organizations and companies. It is therefore the Corporation faces no rival of such a great level who can manage to challenge the Corporation for the future years to come. In addition, the human resource department of the Corporation always keeps in view the very reality that the talented personnel from the local population should be hired for the overseas offices and administrative structure of the Corporation. It is undoubtedly a wonderful idea that adds to the popularity of the corporation. Moreover, the HRM always lays stress on the use of the corporation’s own products at offices and administrative structures and they avoid the products of the competitors. The same strategy has been devised by the Coca-Cola Beverage Industry, Red Hat, Virgin Atlantic, and Honda Automobile Industry. Consuming the company’s own products exploits sense of accomplishment and achievement in the staff members and they feel pride while using their own products and their morale observes a significant boost. ORGANIZATIONAL COMMUNICATION OF MICROSOFT The communication system of an organization is very important in the world of today both in customer-focus and competitor-focus strategy, and serves as a great challenge for the human resource department as well. Bill Gates himself has declared communication, knowledge and information a reason, which distinct an enterprise from others. “The most meaningful way to differentiate your company from your competitor", Gates argues, “the best way to put distance between you and the crowd, is to do an outstanding job with information. How you gather, manage, and use information will determine whether you win or loose.” (1999:1) Business communication is an imperative part of organizational behavior, which provides the fundamentals of communications and correspondence within an organizational structure. Management of Microsoft Corporation has devised a methodology according to which all the communication between the staff is made keeping in view the technical terminology and jargon introduced and applied by the Microsoft Company. Gates looks for speedy, urgent and quick flow of information regarding any changes taking place in the corporate environment. Gates declares rapid current of each and everything new in the market and expects the same from the staff. It is therefore, the HRM of the corporation has connected the staff members under the tie of constant and continuous communication. No staff member finds himself as an alien; rather, he can easily share his problems and difficulties with the HRM, which is responsible for the career, emotional and individual satisfaction of every employee. Hence, the HRM is paying imperative heed to its duties and obligations; it is why it has successfully accepted and fulfilled the latest challenge of the commitment of the staff members. The employees of the Microsoft Corporation are as committed as rock to their organization, and the credit certainly goes to the human resource management, which leaves no stone unturned to provide the employees the best possible business environment and wide range of mental, financial and professional growth. REFERENCE LIST Ball, Donald A. & McCulloch, Wendell H. (1999) International Business: The Challenge of Global Competition. 7th Edition. IRWIN/McGraw Press INC. p 643. Gates, Bill. 1995. The Road Ahead. Quebecor Printing/Fairfield Inc. New York Gates, Bill.1999. Business @ The Speed of Thought. Using a Digital Nervous System. Warner Books, USA. Goetsch, David L & Davis, Stanley B. (2005) Quality Management - Introduction to Total Quality Management For Production, Processing And Services. Fifth Edition - Pearson Education International - Prentice Hall. Microsoft Corporation http://www.microsoft.com/presspass/exec/billg/bio.mspx Read More