Sort of Success for the Employees - Case Study Example

Fundamentals of HRM Introduction The role of the HRM within recruitment and selection of employees is a quintessential one. This is because it is itspertinent duty to select individuals which would take care of the mantle of the organization and safeguard it from any problems and issues that come to the fore every now and then. The HRM therefore has to find the perfect mix of employees when it is dealing with them so that the ones who get recruited know exactly what is expected of them and how they will go about performing their respective tasks, in line with the rules, codes and policies of the organization that they are working for. The HRM has to make sure that the employees know what avenues of social networking are allowed and which ones would be seen as abstained right from the beginning. Also proper codes would be issued out by the HRM to make sure that the employees know beforehand what is expected of them and how they will go about delivering the very same. On that token, there are both a number of positives as well as negatives with regards to the use of the social networking websites at work (Sims, 2002). They can actually get to know more about their line of business and explore new business possibilities. But then again this could be marked with wasting time on the social networking domains and indulging in unwanted meetings and discussions on them. Both positives and negatives need to be taken on side by side to derive any sort of success for the employees and indeed the organization in the long run, and this must be ensured by the HRM settings. Analysis The social networking phenomenon is such a huge one that its effects are being deciphered in nearly all businesses, big or small. This is the reason why it is termed as being even bigger than the traditional office place. Yet the use of this social networking domain is kept to a threshold level because no organization in this day and age likes to hire and recruit individuals who are going over the top with this phenomenon. There are definitive limits prescribed for this social networking phenomenon so that it does not get out of the related equations. The HRM has been told specifically to make sure that the social networking premise does not go overboard. This is because it has a list of tasks to take care of so that the employees remain within the prescribed limits and ensure complete compliance with the rules and policies of the organization. Furthermore, it is essential to note here that the social networking domains have of late exceeded on the count of negativity within companies and hence they have been proactive at dealing with such issues. The need is to remain vigilant with what has been going on and how it is being propagated by the different HRM functions within the aegis of the organization. What is even more significant is the fact that the HRM has to find out how well to train their employees at the good and the bad points regarding the social networking understandings which shall have to be reached upon with the advent of time. The HRM measures look to focus on the overall context of social networking bringing success for the organization rather than the other way round. It should not mean to distract the employees towards fun and entertainment which is widespread all over the Internet yet the focus should be on educating and informing the employees about the new trends, the business aspects and the related industrial norms (Taylor, 1999). Also when the employer gives negative comments regarding the improper use of the social networking domains, the role of the HRM must come into the equation. It would be a sound initiative on the part of the HRM to make sure that everyone remains abreast with the changes which are taking place on the social media side and thus inform all the employees beforehand what their respective stance should be in the wake of the changing social media landscape. This is in relation with the organizational philosophy of doing things right for the sake of the people at large and the processes that are being run within its aegis. If the amount of time has been increased within the workplace settings with regards to the social networking websites and platforms, then this means that the policies are not being properly drafted by the HRM and thus its duty is all the more essential within the thick of things (Kim, 1999). What is even more significant is the manner under which these policies are employed once the HRM has installed them within the organization in the first place. This indeed will reap rich rewards at the end of the day and make life easier for just about everyone. Recommendations The proposed recommendations that can be given on the part of the HRM for the sake of the organization comprise of the ways and means through which the social networking is minimized and the employees focus more on the tasks that demand more significance and attention from them. However, this is not an easy proposition and the role of the HRM within such quarters is entirely a significant one. If the HRM knows what kind of policies and codes need to be brought under the scanner, then only the success points could be envisaged easily. However, if the HRM is unaware of the organizational stance and unwary about the looming threat of the social networking domains within the organization and how the same can bring about lower productivity levels, then this would mean that there are quite a lot of aspects that deem proper care and attention. The HRM needs to understand what its due role is and how it can mesh along with the senior management regimes to devise policies, rules and code of conduct to keep away the time wasting attributes of the employees when they surf the social networking websites and spend time on its related platforms. Some recommendations that might go a long way here include the fact that the employees must remain abreast of the organizational discourse and align their own selves in line with the changing rules and policies. Also they must know where they are going wrong and what corrective measures need to be taken on their part to bring success (Lindholm, 1999). If they are unsure of the organizational stance on the social networking premise, perhaps it would be a good starting point for them to ask someone in the HRM department and thus begin their work processes in line with the very same. The policies adopted by HRM need to be sound because these dictate the basis of the organization and how it goes about dealing with the social networking premise over a period of time. The employees need to be told clearly where they are not following the organizational line and what effects are there in the waiting if ever they go haywire. The HRM therefore has to find a reason to make sure that the employees know what they are doing whilst indulging within the social networking hubs and what repercussions lie once they are caught within the midst of related transgressions. On the part of the HRM, it would be advisable that it finds out the organizational stance from the senior management because they know it best how to enact the rules and policies which will eventually dictate the basis of harmony within the ranks of the workplace settings. The employees must be told the stance of the organization as they would know that any transgressions on their part would eventually mean suspensions, show cause notices and the like by the organization and hence they would be doubly conscious of their respective roles as far as the social networking phenomenon within the organizational settings is concerned (Heath, 1994). Implications The consequences of following such a social networking premise within the organizational set up would mean that the organization is up and willing to let its employees be more productive than they are at the present. It would also mean that the employees are being asked to be fruitful for the long term scheme of things within their respective work ethos in the organization. Therefore the implications must be understood properly before one can decide whether the social networking premise is being seen as a corrective stance on the part of the organization or a reactive methodology to tackle the ever-increasing role of the social media platforms and websites. How the employees understand the dictum once applied within the organizational reins is something that shall deliver value. Once these subjects are taken care of, then only can the employees be giving their best within the thick of things. If this does not happen, then there are bound to be serious anomalies within the organizational settings and it would be a good omen to rectify the errors which have thus come about with the advent of time. The social networking phenomenon is important because it will differentiate the basis of goodness and the absolute lack of the same within the organization. This will also make sure that the employees will know where to reach out for help and what kind of methodologies need to be taken care of once they are free from work and want to explore the world of social networking. The HRM therefore has to play a pivotal role and if it does not take place in a manner that it is deemed to be, then there are bound to be serious grievances both on the part of the HRM and the employees who work under the aegis of the organization (Kraiger, 2002). It must be remembered here that if the employees are made to quit social networking merely due to the fact that they waste a lot of time on the Internet, then this is inherently an organizational decision, which needs to be taken care of properly. The employees must understand the reasons behind this and comply with the organizational rules and policies because they are bound to follow these policies as soon as they join the organization and make their voice get heard. Once again, the emphasis is on the HRM because it has to ensure that the employees are following the codes and policies and are not straying from the agreed course of action. Hence all these implications mean for little if the recommendations are not followed once the analysis phase sees the light of the day. If the employees know that they are being judgmental about the organizational philosophy of the social networking side, then the role of the HRM is a bigger one as it has to educate where these employees are going wrong and what corrective measures need to be taken on their part, the sooner the better. In essence, these implications need to be taken strictly to bring about a sense of sanity within the organization. Conclusion In the end, it would be fair to state that the social networking aspect is being given significance due to its negative propagation within the lengths and breadths of an organization. This must be understood in a proper manner since the role of the HRM is much bigger than earlier envisaged. If the HRM fails to deliver, then this means that there have been gross transgressions by the related department and it is about time, corrective steps are taken to bring sanity and to increase productivity within the organization (Saunders, 2004). The senior management also has to comprehend where they have to put their foot down and ban the use of social networking websites and platforms, or to minimize it to a fairer extent. All said and done, the social networking websites and platforms should always be studied and analyzed before they are given the go ahead signal or completely shunned and thrown out the proverbial organizational picture. It would mean immense success for the sake of the organization in the long run and put to rest any worries that exist within its fore nonetheless. Bibliography Heath, R., 1994. Management of Corporate Communication: From Interpersonal Contacts to External Affairs. Lawrence Erlbaum Associates, p. 177 Kim, P., 1999. Globalization of Human Resource Management: A Cross-Cultural Perspective for the Public Sector. Public Personnel Management, 28 Kraiger, K., 2002. Creating, Implementing, and Managing Effective Training and Development: State-Of-The-Art Lessons for Practice. Jossey-Bass Lindholm, N., 1999. National Culture and Performance Management in MNC Subsidiaries. International Studies of Management & Organization, 29 Saunders, J., 2004. The Future of HR and the Need for Change: New Operating Models to Deliver Increased Value. Thorogood, p. 87 Sims, R., 2002. Organizational Success through Effective Human Resources Management. Quorum Books Taylor, P., 1999. Effects of Introducing a Performance Management System on Employees Subsequent Attitudes and Effort. Public Personnel Management, 28 Read More