Technology and Employees - Essay Example

Human Resource Management - Critique of ment Contents Introduction 3 Background Theories and concepts 3 Analysis of the Theories and Concepts 5 Conclusion 7 References 8 Introduction Globalisation has changed the way businesses take place in the world and the way in which the employees as well as the leaders take part in the competition on the world platform. Most of the organisations have tried to adopt it to the various kinds of changes while trying to accommodate the business teams into the different areas and units of business. It is imperative therefore on part of the human resource management department to take the necessary actions that would create a healthy environment, work culture as well ensure that the employees make use of every opportunity that comes their way and the challenges are handled with a lot of responsibility. The changes in the technology used in an organisation have also changed the manner of conduct of a business and have opened up the organisation process to a multitude of opportunities. The markets at the present day have become even more accessible and the capabilities of the organisations have also widened. This essay tries to analyse the aspects of technology and its influence on the employees of the innovation and how the relationships of the people in the organisation have undergone a transmission over time. Background Theories and concepts Technological advancement in a particular economy leads to acceleration of the productivity growth. As a result, in case of any shocks due to any events of the world or pressures due to high rates of inflation the economy is able to maintain a high level of profit as well as per capita income of the people living in the country. There are also drastic changes in the business processes and the increased use of the capital intensive technology drive the growth of the economy. Organisations at the present day are involved in the investment related to information technology which is not only limited to the tangible aspects but also in the training and development of the employees. The use of the internet as a means of communication within the organisation and outside the company is also becoming more and more frequent. Thus the forces that drive innovation and competition expand the boundary of science and technology as well as the arena of business at a very fast pace. Thus it is also important that the expertise of the people working in an organisation is also renewed and updated with the new technology (Greenberg, 1996, p. 149). Thus along with the organisation the employees of an organisation has to work in the competitive atmosphere and has to make the effort to upgrade itself on a continuous basis. The employees should be on a continuous learning phase and an appropriate working model should be in operation that would recognise the need for this change and development. Therefore it is important for the organisation to mould the organisation culture in such a way that it would be able to incorporate this mindset into the employees who are working for the organisation. In the present scenario especially after the financial crisis most of the organisations are trying their best to recover from the damage and have to look for such strategies that would be able to capitalise the different opportunities to the fullest that lie ahead of the company. There is an urgent need for restructuring and remodelling of the concept of multinational organisation. The teams of a company that are spread across the globe have to be connected through a centralised integrated communication system so that each of the strategic business unit is informed about the operations of the other units as well as the entire business of an particular brand (Needle, 2010, p.73) . This communication has to a conducted in a timely manner and it should reach each and every corner of the earth where the organisation may have a particular operation. Every business that has operation in multiple areas strives to work in a particular market eco system. The ecosystem would typically consist of the clients or the buyers, the competitors in the industry, the partners in the businesses or the suppliers, government, academia as well as self help groups or NGOs. Each of these elements of the ecosystem would have a consistent way in which it would affect or contribute to the organisation (Barge, 1994, p. 84). The human resource manager has to ensure that the strategy of the business is aligned with that of the goals of the society at large and there is an immense need to build up a local expertise that would be relevant to specific markets. The teams should have people with skill sets who would be able to comprehend the local market every well and would be able to communicate it to the rest of the team members. Analysis of the Theories and Concepts Organisations should have appropriate deployment models that would be able to guide the employees in the attainment of the skills that would be acknowledged across the globe. These skills have to be appropriate for the job roles that the employees have been assigned. The human resources department of an organisation needs to develop teams that would have holistic approach towards the delivering of the business processes. The designing of the skill developments have to be done in such a way that the employees can participate in each and every global activity that would involve people from different parts of the world in the business platforms (Baron and Greenberg, 2008, pp. 45-89). Some of the basic issues which the human resources managers of an organisation should look into have been discussed in this section. An important aspect of the organisation is the development and the maintenance of the client relationships. The HR managers need to understand if the senior managers are engaged in the right way for achieving the different targets for growth that are being set in the different parts of the world. On the other hand, the programs for mentoring the employees have to be monitored on a regular basis. The HRM department also has to look into the aspects of the priorities at the country level which would ensure that the top most priority of the organisation is met. All the employees need to have the basic awareness about the different types of cultures that are coexistent. The organisation needs to make sure that the employees have an access to the knowledge and resources that are necessary for the professional as well as the personal growth and development of the individuals employees. On the other hand the employees who have to interact with the clients on the one on one basis would require a greater amount of emotional intelligence along with the proper training and development of relevant skills. They would also need the necessary skills and expertise that would ensure that the employees are encouraged to interact with people from diverse nationalities and cultural backgrounds. There is a need for effective collaboration among the employees as the employees need to provide the products and services of the clients who are from the different cultural backgrounds (Cox, 2001, pp. 117-139). The leaders in such a set up should have proper team playing skills so that that members of the team look up to such a leader in the organisational context. On the other hand the enhancement of the skills would also provide the employees with a leadership development which would help in mobility of the employees to the different parts of the world. The values of each of the subunits of the organisation however need to remain on the same lines. The HRM department should also try to understand the national agenda in the proper manner because the government of the country in which the organisation operates would play a very important role in the shaping up of the organisation culture and the rights of the employees. These strategies are generally short term in nature and therefore have to be reviewed from time to time. Therefore irrespective of the physical location of the employees, there is a need for training and a process of continuous development in the organisations. The approach of the company towards the planning process for future projects also has to be taken into consideration and reviewed from the upgraded aspects over time. Conclusion The analysis of the various areas of the human resource management in the light of technology and innovation proves the fact that the organisations are in most cases ready to embrace the challenges that they lay their hands on and try to create an atmosphere of global collaboration. In the same line there is a strategy of building a mutual trust among the employees, clients and competitors which would help in the continuous transformation of the organisation culture and the environment in which the employees work and communicate with each other. In future organisations would prefer to have a better access to the skills that would turn out to be critical for the employees who in turn would help the clients and the customers meet their needs. References Barge, J. K., 1994. Leadership: Communication skills for organizations and groups. New York: St. Martin’s Press. Baron, R. A. and Greenberg, J., 2008. Behavior in organizations. New Jersey: Pearson Education Inc. Cox, T., 2001. Creating the multicultural organization: A strategy for capturing the power of diversity. San Francisco, CA: Jossey-Bass. Greenberg, J., 1996. Managing behavior in organizations. Upper Saddle River, NJ: Prentice Hall. Needle, D., 2010. Business in Context: An Introduction to Business and its Environment. Andover: South-Western Cengage Learning. Read More