The Effectiveness of Human Resource Management - Research Proposal Example

and Section # of INTRODUCTION Human Resources are considered the prime competitive advantage the organizations strive to achieve today. In the competitive business scenario, all other factors of business are imitable; organizations can get the best technology, the best raw materials at competitive prices from all over the world. The only thing that sets them apart is the human capital; that makes sure that resources are mobilized in such an efficient manner that it creates a win-win situation for the organization and its products (George, 2009). Due to the staggering importance of human resource, human resource departments now hold strategic importance in multinationals as well as domestic firms. The role of the human resource manager is evolving too. At first, human resource managers held administrative functions related to the employees. In this ever-changing environment today, HR managers are now looked upon as the harbingers of change management and are more customer centered than ever (Susan, 2010). Today, an HR manager, depending upon the structure and magnitude of the organization holds all the responsibilities related to training, organizational development, policy recommendation, team building, employee relations, coaching, performance management and many others. The effectiveness of HR managers in the field of business is more related to quality; usually quantifying the effectiveness in quantitative terms in the short run is not possible. However, the growing long term effectiveness of sound HR policies is now showing its fruits in multinationals; hence the HR manager now works as a strategic business partner in the organization (Barrie, 2010). The literature related to the effectiveness of HR managers is underdeveloped when compared to other management and business functions. Therefore, the research report will generally try to fill the gap that is present in the literature present today for organizations to savor in times to come. OBJECTIVES OF THE RESEARCH: The effectiveness of Human Resource Management was questioned a few decades back. Organizations considered it an added cost to their cost structure and avoided such departments in the organization. However, with the increasing knowledge regarding the importance of human resource development and how it has shaped success for many organizations, acceptance for this area of management is now gaining (John, 2007). However, there is a general lack of literature when it comes to effectiveness of human resource managers and professionals in the workplace. Although, organizations know the importance of the department, there is low research on how important it is to have a competent human resource manager how is ready to make the right changes, the right moves in the right direction for the organization in a proactive manner; so that he/she effectively generates value for the organization. The general aim of the investigation is to fill the gap in the literature regarding the importance and effectiveness of human resource professionals. Research Objective In an organization the human resource department serves different purposes and roles today. At first it was perceived to take an administrative role, however, the HR manager today is the leader in bringing change to the organization, for the development of organizational activities, for forecasting human resource needs in the future, for policy formation and implementation, for improving the employee relations with the organization, for advocacy and for recruitment and human resource building. These multitudes of roles have been recently acquired by the Human Resource Manager. The recent literature on human resource has focused on some of these aspects and how they are supposed to bring value to their organization and its man power. There is theory related to these aspects; however, there is lack of research related to its effectiveness in bringing value to the organization. This is the basic research objective of the research report; that the effectiveness of the various roles played by the HR professional and managers in today’s organization (Anshu, 2010). Practical Objective: The practical objective which is sought to be achieved through this research report is to help organizations today, understand the strategic importance of the role of human resource in effectively building an organization. Human resource is not just a department; it is a strategic partner is helping the organization get ready for the ever-changing world. Technical human resource activities are considered very important today by the external stakeholders (Mark, 1997). Organizations fail to realize the importance of firm specific HRM activities as crucial to HRM effectiveness in today’s environment. There is high tendency to believe that the human resource of an organization is supposed to provide them with leverage so that they are able to gain a competitive advantage. However, the strategic capability of human resource department is limited. The research aims to broaden to horizons of the literature so that organizations make HRM a strategic partner in business decisions. IMPORTANCE OF THE RESEARCH: It has been noted time and again, with the help of the limited amount of research that has taken place that the effectiveness of human resource management is the highest when it is coupled with providing a strategic position to this department. This research is of immense importance as it strives to fill the literature gap as well as serve as a convincing tool for organizations to understand the effectiveness of human resource management in organizations. PRIOR RESEARCH (LITERATURE REVIEW): Human resource management is considered as a vital organ of the organization today. However, to guarantee effectiveness of the programs that are initiated by the human resource manager, the HR managers themselves need to realize their position in the organization. The role of HR manager has changed from that of administrator to that of a strategic partner. Organizations are now working in line with the human resource manager to develop sound policies regarding organizational development and human capital to ensure that they are able to create a sustainable advantage for their organization through human resource. In this way, Human resource manager work today, in line with other manager, to fulfill and accomplish the goals and objectives of the organization, by providing the necessary expertise, organizational activities and manpower to the organization. The HR representative is expected to deeply understand the requirements of the work systems of the organizations and the best way through which the man power of the organization will be able to respond to it. Since the work systems for one organization differ fairly from that of another organization, HR management becomes firm specific. The needs and demands of every organization are different; this is why HR manager works are a strategic partner with the top management to ensure that the firm-specific goals and objectives are met together (Robert, 2007). This strategic level partnership between the top management and the HR enables synchronization of HR activities such as hiring, recognition and payment, performance evaluations and appraisals, career and success planning and others, with the ultimate goals and objectives of the organization. To be able to effectively contribute to the organizations today, HR managers are supposed to have knowledge regarding all aspects of business so that they are able to efficiently understand the responsibility of working as a strategic partner, helping in cost cutting as well as proper measurement and management of HR practices and processes (John, 2007). One of the most challenging roles of the human resource manager is that of a change agent. The organizations are constantly going through one change or another. Change is the only process which is constant; everything else keeps on changing. Therefore, to work in this changing environment, it is important for the HR manager to proactively bring about the change in the organization when it is needed so that the organization is able to meet the future challenges head on. HR managers today as expected to be change masters in their own domain so that they are identify the various changes that are taking place and take steps accordingly (George, 2010). Personal credibility in the eyes of the external as well as internal stakeholders is important; this can be achieved by the show case of value in the organization and building corporate and trust based relationships within the organization (Saba, 2006). HR manager as an employee advocate works for the people of the organization. The HR manager makes sure that there is sound communication going on within the stakeholders of the organization, so that they may not resist change in the organization as well as feel a part of the organization. The main objective is to build employee ownership in the organization. This can be achieved through profit sharing activities, timed communication activities between different departments, employee assistant programs and many more (Ying, 2006). However, many organizations today feel that the importance of HR manager is just related to the development of organizational development activities and to recruit and select individuals for the organization. The role of HR manager today has become more than that; it is that of an important stakeholder in the organization who works in unison with the top management to achieve corporate objectives and provide a winning situation to the organization. There is an analytical perspective to look at the HR roles and the way it is supposed to help the organization grow. The HR manager is to work with the major stakeholders to develop a policy to effectively contribute to add value to the organization there are links present between the effectiveness of HR practitioners and their organization, human and social capital, which will be sought to identify with the help of this research (Sunil, 2003). POSSIBLE RESEARCH APPROACH: The methodology used for this research report will consists of interviews and surveys from the line managers as well as human resource executive in organizations working in different fields. These surveys will include questions that would judge the kind of human resource management initiatives taken at the organization. The effectiveness of those initiatives will be judged by the relating it to various variables. The two most notable variables will be financial performance and employee satisfaction. It will also be judged that how the management of the organization is treating to human resource management functions. The effectiveness of HR will be judged through asking the respondents about how happy they were with the results that were currently being achieved. Then these will be gauged against the financial performance that the organization has achieved during that time period. To refine the research, other methods of research can also be used. For example, the effectiveness of human resource management can also be gauged by understanding if the other stakeholders of the organization are satisfied. The stakeholders such as the customers feel good regarding the policies implemented by the organization may help the organization to achieve a competitive advantage too. TIME BUDGET: In order to effectively conduct the primary and the secondary research, a total time of about 4 months will be required. Secondary research is vital for a good research report and searching through scholarly writings, books and other articles is a tedious job that would require about a month. This would include refinement of the literature to suit to needs of the research as well as development of the questionnaire to facilitate the next round of research. Primary research of surveying the line managers as well as HR executives will take about 1.5 months, allocating time for last minute cancellations for interview calls, or survey biasness etc. compilation of the results and analysis would further require another 2 weeks before the final research report can be presented for the audience. VIABILITY OF THE CANDIDATE: To embark upon such a project, it is required that the researcher should have sound knowledge in the area of human resource and has been able to gain exposure and experience in the required fields. I believe I am the best candidate to embark upon this research project for a number of reasons. I have previously worked for British Airways as a Human Resource Manager and provided them with my services. Also, my research capabilities were strengthened when I worked as field research executive with JFK NOP. Both these career experiences of mine are important and pre-requisites for a researcher who wants to work on such an elaborate and important research project. I have also had prior experience and opportunity of interviewing directors and manager for my Master’s Research project. Interest in this area of research, along with all the above mentioned qualifications, makes me the best choice for this research project. BIBLIOGRAPHY 1. Bohlander, G., Snell, S. (2009) Managing Human Resources. Cengage Learning. 2. Fitz-enz, J., Davison, B. (2002) How to Measure Human Resource Management. McGraw Hill Professional. 3. Mathis, R., Jackson, J. (2007) Human Resource Management. Cengage Learning. 4. Sims. R. (2002) Organizational Success through effective Human Resource Management. Greenwood Publishing Group. 5. Healthfield, S. What does a Human Resource Manager, Generalist, or Director Do? Available from http://humanresources.about.com/od/jobdescriptions/f/hr_job_mgr.htm [13 April 2010] 6. Goyal, A. (2010) Set of 20 Key responsibilities of HR Manager. Available from http://ezinearticles.com/?Set-Of-20-Key-Responsibilities-Of-Hr-Manager&id=443947 [12 April 2010] 7. Huselid, M., Jackson, S., Schuler, R. (1997) Technical and strategic human resource management effectiveness as determinants of firm performance. Academy of Management Journal. Available from http://www.markhuselid.com/pdfs/articles/1997_AMJ_Technical_and_Strategic_SHRM.pdf [13 April 2010] 8. Colakoglu, S., Lepak, D., Hong, Y. (2006) Measuring HRM Effectiveness: Considering Multiple Stakeholders in a global context. Available from http://www.sciencedirect.com/science?_ob=ArticleURL&_udi=B6W4J-4JXY3SD-1&_user=10&_coverDate=06/30/2006&_rdoc=1&_fmt=high&_orig=search&_sort=d&_docanchor=&view=c&_acct=C000050221&_version=1&_urlVersion=0&_userid=10&md5=a792e7c4b208ca56bb275ea0c957df61 [13April 2010] 9. Ramllal, S. (2003) Measuring Human Resource Management’s Effectiveness in Improving Performance. Human Resource Planning. Available from http://www.questia.com/googleScholar.qst;jsessionid=LH9T9hGbc225ThxW8zZn1Q5F5ptLsxQM5kpyQfb3xxp3xB49lqT8!-675626961!-1151704675?docId=5001901031 [14 April 2010] 10. Gross, B. (2010) The Importance of Human resource Audits. Available from http://www.allbusiness.com/human-resources/2975416-1.html [12 April 2010] Read More