How HR Function Helps Shape up the Line Managers within an Organization - Essay Example

Making reference to appropriate theories and using examples from organization(s) of your choice, evaluate on the role of the HR function and its interaction with line managers in organizations Introduction The human resources (HR) function within an organization has a very significant role at dictating how norms and routines are run, and what kind of changes shall be brought to the fore. There is a dire need to understand how the HR function shall embody the basis of its success and how this organization will rein in harmony amongst its related ranks. What the role of the HR function is within such an organization is something that shall have to be properly incorporated within the length of this paper. The HR function is therefore mandatory to have because this shall makes the lives of the employees easier and they would know who to contact in case of a problem or query that arises within their realms. This paper shall discuss the basis of the HR function and how this helps shape up the line managers within an organization in this day and age. Moving ahead with the discussion, the organization’s HR department has a huge role to play whilst dictating the organizational culture to the employees, both old and new. It makes new laws and amends the old ones in order to have uniformity within the norms and procedures that are applicable at the workplace domains (Taylor, 1999). It is important to ascertain the exact gravity of these procedures in order to have a complete mesh between the already accepted norms and behaviors coming directly under the aegis of the HR department, as well as the ones which are being chalked up by the HR department for the sake of the entire organization (Boddy, 2005). It is quintessential that the organization’s HR department clearly understands its role because then only would it be able to decipher the purpose of having a sound organizational culture. From a moral perspective, it is important that the incoming and prospective employees are given the room to get acquainted with these rules and procedures so that there is no missing link within the related scheme of things (Saunders, 2004). The HR department within Microsoft takes care of the employees’ misgivings and strengths, all at the same time, as there have been efforts to make sure that Microsoft’s employees remain on track and let the HR department know where they are lagging from time to time. Furthermore, it is important that the HR department inculcates feelings of oneness and understanding within the contexts of the organization itself. What is needed now is a good measure on the part of the employees to have a proper feel of the cultural manifestations and representations at the workplace. Without this, there could be serious issues arising every now and then (Lee, 2004). An adequately sound organizational culture will bring out sound results on the part of the organization as the employees would very easily relate with the actions and behaviors that are asked of them by the organization courtesy the HR department. Also the HR department could issue circulars and conduct training sessions and seminars in order to properly detail the employees as to how they would go about doing their respective work regimes, keeping in line with the prevalent organizational culture, the values that are taught and the different representations which are usually practiced from time to time (Egan, 2001). The HR department within Wal-Mart makes sure that its employees develop an organizational culture where feelings and sentiments could be shared about in a mutual manner. This is the reason why Wal-Mart is renowned for its sophisticated organizational culture developed from the HR domains, all over the world. There is a very significant need to be on board as far as the understanding of the organizational values and principles is concerned. The organizational culture takes all these elements in due consideration and thus provides for a more advanced understanding of all such facets. It is the duty of the HR department to be proactive as far as teaching the values of its organizational culture to the employees. What this will do is to offer respite for the employees when they commit some mistake or even seek advice in the wake of confusions arising within the workplace regimes (Cooper, 2004). Managing people within any organization is indeed one of the most difficult tasks that there could be. Diversity of these people makes it even harder. There is so much to understand in the wake of their differences and styles that they bring to the table that the organizations face problematic situations whenever they hire new employees or retain old ones in the face of a changing culture (Greenlaw, 1994). Such is the nature of this quagmire that organizations are known to wilt under pressure from different quarters when it comes to having a clear cut understanding of the way people would react to a ‘change’ scenario and as to what their reactions would be in the wake of closing certain offices and more than that putting an end to their jobs. The managerial implication in taking good care of the employees within the organization is centered on the premise of the peculiar reinforcement strategies (Bjerke, 1999). These are followed in a very proactive fashion and that too on a consistent rate. The reinforcement phenomenon gets implemented when there are situations which ask of the organizational employees to give in their very best on a constant basis. The managerial input is helped by the proper implementation of the reinforcement regimes, all of which are focused on getting the most amount of work done in the least amount of time. This is efficiency personified as far as the managers are concerned. Managers must undertake steps which ensure that the people are properly managed and the resources utilized in a cost-effective manner. One should believe that the human resources management in an organization has focused on the modern day incorporation of organizational strategies, tasks and activities. The philosophy has changed and so has the working basis within the organizational regimes. The role of employees has been changed into one of a team one where the diverse workforce issue has received its importance from the fact that people work as a team rather than working alone yet they perform their own respective tasks and duties in their own capacities within the office environment for which there is no direct or indirect connection as concerns the groups and teams that they are working under from time to time (Reeves, 2000). There are a lot of hurdles that stand in the way of success so that organizations can best achieve their mission and vision that have been set right at the onset and the human resources management has the task to accomplish the very same. The goals are always in line with the set aims and objectives and for all these things to happen in the first place, it is of paramount importance to recruit the right kind of people – people who can deliver the goods when the going gets tough, and even when it is not that tough. As far as the aspect of recruitment and selection is concerned and whether or not the same benefits in one way or the other towards the diversity of the workplace is an interesting proposition to state in a mild way (Bassett, 1993). The aspects of selection require stiff challenges on the part of the recruiters, the organization’s human resources department and top management since they need to make the right decision when it comes to employees coming from different professional backgrounds (Sims, 2002). Conclusion In the end, it would be proper to state that an adequately devised organizational culture is appreciated by different employees more than a lose culture which does not get implemented on any given day. It is the responsibility of the top management realms within the organization to make sure that the HR department issues the correct organizational culture to each and every employee and also to make certain that the correct dictum gets implemented no matter how difficult it is to follow in the first place (Kim, 1999). There could be apprehensions on the part of some employees when it comes to the implementation of a new organizational culture, but a good HR department ensures that it meets these challenges in a head on fashion. Bibliography Bassett, G., 1993. The Evolution and Future of High Performance Management Systems. Quorum Books Bjerke, B., 1999. Business Leadership and Culture: National Management Styles in the Global Economy. Edward Elgar Boddy, D., 2005. Management – An Introduction, 3rd Ed. Cooper, C. L., 2004. Reinventing Human Resources Management: Challenges and New Directions. Routledge Egan, M. L., 2001. Workforce Diversity Training: From Anti-Discrimination Compliance to Organizational Development. Human Resource Planning, 24 Greenlaw, P. S., 1994. Applications of Expert Systems in Human Resource Management. Human Resource Planning, 17 Kim, P., 1999. Globalization of Human Resource Management: A Cross-Cultural Perspective for the Public Sector. Public Personnel Management, 28 Lee, M., 2004. Human Resources, Care Giving, Career Progression, and Gender: A Gender Neutral Glass Ceiling. Routledge Reeves, T., 2000. Leading Change by Managing Paradoxes. Journal of Leadership Studies, 7 Saunders, J., 2004. The Future of HR and the Need for Change: New Operating Models to Deliver Increased Value. Thorogood Sims, R. R., 2002. Organizational Success through Effective Human Resources Management. Quorum Books Taylor, P. J., 1999. Effects of Introducing A Performance Management System on Employees Subsequent Attitudes and Effort. Public Personnel Management, 28 Read More