Human Resources Management Role in Achieving a Shaping Organizational and Employee Behavior - Case Study Example

Human Resources number: Introduction Human resource management (HRM) is one of the important departments of any organization which is responsible for the successful execution of all the operations. HR policies of any business consist of the ultimate goals and objectives of the business (Snell & Bohlander, 2012). The thesis is based on the study of all the aspect of human resource management and their contribution towards the effectiveness and performance of employees to achieve organizational target. The study has emphasized on the role of human resource to design employee and organizational behavior. Therefore, the analysis has been used to understand the relevance of these aspects in the current workplace and the personal life of employees. Importance of different HR aspects to achieve organizational goal Every organization has some goals and in order to achieve those goals, these organizations set some attainable objectives (Kandula, 2003). The main objective of any human resources management is to achieve the organizational goal by increasing the effectiveness of the workforce of the organization (Kandula, 2003). In terms of recruitment and workforce management, the HR authorities of any organization need to analyze different aspects of HRM. The performance and production value of any organization is dependent on the selection and recruitment of the appropriate skills for each and every position. In the planning of selection and recruitment procedure, the authorities need to focus on the adequate requirement of the job vacancy of the organization. Understanding of the required skills and competencies helps them to establish the selection criteria (Delaney & Huselid, 1996). The selection criterion of every organization involves character evaluation, aptitude tests and interview processes as per the required competencies. The HR department of any organization is responsible to ensure that they have hired the best person for the required position. The selection of right candidate ensures the increase in the organizational effectiveness (Becker & Gerhart, 1996). Discrimination in the hiring process can contaminate the entire recruitment and selection procedure of the organization. Most of the times, this discrimination procedure prohibits organizations from selecting the qualified candidates (Becker & Gerhart, 1996). The Federal Equal Employment Opportunity (EEO) law of human resources assists organizations to eliminate the discrimination procedure from the main recruitment and selection procedure. Affirmative action (AA) of human resource helps organizations to address the practices of discrimination in the hiring procedure. EEO and affirmative action assist any organization to indulge in a fair practice of selection and recruitment procedure. Therefore, it influences the efficient and proper execution of the goals of the organizations (Delaney & Huselid, 1996). Developing human resources is as important as hiring right candidate. Human resource development program involves training of the newly hired candidates as per their roles and responsibilities in the organization, providing them the opportunities to develop new skill sets and distributing the other resources for the benefit of the employees (Becker & Gerhart, 1996). HR development programs introduce the employees with the core values of the organization and it helps them to adapt to the work patterns. The development programs influences the efficiency of the newly joined employees as well as the old employees to achieve the desired target of the organizations (Delaney & Huselid, 1996). Compensation, benefits and rewards are very important to motivate workforce to achieve the daily targets of any organization. The human resource departments are not only responsible for hiring the right candidates but they are also accountable to retain and motivate them by proper compensation plan. These policies affect the employee satisfaction, recruitment and retention rate of any organization. Properly designed compensation plan helps an organization to attract, motivate and retain the efficient and highly skilled employees to meet their objectives (Becker & Gerhart, 1996). Apart from the recruitment and training of the right candidate and their compensation planning, the human resource department needs to provide due attention towards the health and safety measurement of these employees. Poor management of workplace health leads to high level of sickness absence. The health and safety measurement taken by any organization provide assistance to retain valuable employees and decrease the rate of absenteeism (Delaney & Huselid, 1996). The final aspect of HRM is to improve the relationship between employee and management. Companies can derive a large number of benefits from the good relationship between the management and the employees. The relationship management helps an organization to promote healthy competition within the workforce which results in increased productivity. It also assists organizations to remove any conflicts within the employees and motivates them to work for a common goal (Becker & Gerhart, 1996). All the aspects of HRM are related to each other and they are equally essential to attain organizational goals. All the aspects need to be followed with proper planning and designing to achieve a sustainable growth of the organization. Designing a proper selection and recruitment procedure and providing training to the newly joined workforce, are the primary responsibility of the human resource department. Lack of importance in designing a suitable compensation and benefit policy can demotivate the skilled workforce to deliver their best. Apart from designing a recruitment and selection procedure, the human resource department needs to focus on the proper execution of these procedures to eliminate any instances of discrimination. The HR department is also responsible to maintain the relation between the management and the labor. These initiatives help the workforce to share their knowledge which further results into efficient execution of the organizational targets (Becker & Gerhart, 1996). Importance of HRM role to shape organizational and employee behavior Leading organizations across the world have adopted different human resource management practices which are providing help to improve their competitive position in the global market. HRM is also responsible for the organizational behavior to their stakeholders. Different policies of HRM help an organization to shape the behavior of their employees (Snell & Bohlander, 2012). To achieve desired performance, organization needs to focus on the important employee outcomes such as affective commitment, organizational support and trust (Snell & Bohlander, 2012). To improve the organizational behavior, companies need to focus on the relationship between employees and management which will ensure proper team management. Proper management of organization behavior also indicates successful conflict and diversity management, improved leadership skills and personality development of the employees (Delaney & Huselid, 1996). Various empirical studies have recognized links between organizational behavior and individual HR practices such as compensation and employee selection (Meyer & Smith, 2000). Different researches have shown that the human resource development programs are focused on the improvement of the interpersonal and communicational skills of the employees. These skills assist organizations to improve the team management procedure (Meyer & Smith, 2000). Researches on organizational relationship have conveyed that the healthy relationship between workers and management improves the communication network of any organization (Meyer & Smith, 2000). Equal employment opportunity and affirmative action of the human resource management helps an organization to reduce the discrimination of workforce in terms of gender and cultural diversity. Several researches have proven that the proper application of these HR laws in the organization assist the authorities to maintain the diversity within the workforce (Delaney & Huselid, 1996). The skills and capabilities of diversified workforce help the employees to learn adequate behavioral and social norms. Proper gender education helps organizations to eliminate the biasness as well as improves the personality of all the employees across the business (Meyer & Smith, 2000). Human resource management procedure also helps organizations to improve the conflict management skills and leadership skills. The properly designed selection and recruitment procedure of HR department assist organizations to find out the right candidates with all the required leadership and conflict management competencies. Organizational compensation and benefit policies motivate employees to work hard and to perform exceptionally well (Meyer & Smith, 2000). This also leverages healthy competition within the workforce. Proper maintainance of these policies increases the loyalty of the employees towards the organization (Delaney & Huselid, 1996). Finally, the safety and health measurement taken by HR authorities of any organization improves the awareness of the employees regarding their health related issues and workplace safety. According to researchers, the organizations which follow time to time health care training have faced lower ratio of absenteeism and employee turnover (Delaney & Huselid, 1996). Implication of these aspects in the workplace and their impacts The study of the HRM aspects will help my current workplace to strengthen the workforce for better productivity. Being a global organization it is consisted with employees from different geographical location. This diversified workforce assists the authorities to utilize all kinds of knowledge and expertise for the innovative business execution. The HR authority has already started some group discussion and training programs to neutralize the language and cultural barrier within the employees. They are very keen to organize different inter and intra group activities to improve the relation and communication between different levels of employees. The work pattern of my organization is target oriented. The workforce requires moral and monetary motivation to indulge themselves in the rigorous work pattern. The HR policy has included different bonus and performance incentive structures to motivate the employees to work hard. Their future plan includes different rewards and recognition programs to the employees with innovative and out of the box performances. The human resources authorities are very concerned about the health and security of the workers. They have provided sufficient coverage in terms of life and health insurance of all the employees. They organize free quarterly health checkup for all of their employees to ensure their well-being. A panel of the HR department is solely responsible for the career development of the employees as per their skills and competencies. It is accountable to conduct personality and skill development program. These programs have assisted me to understand my core capabilities. It has also helped me to design my career path which will be equally beneficial for me and my organization. Different career development and training programs not only influence my career graph it also provide help to develop my personality, communication skill and interpersonal skill. Learning about different cultural norms assists me to reform my attitude towards other colleagues. The HRM development program also enhances my conflict management and leadership skills. These attributes not only encourage me to improvise my social connection also assist me to achieve a high career graph. Conclusion The analysis and study of different aspects of human resource management has described their role and importance to achieve the ultimate goal of any organization. According to the discussion, it can be concluded that all the aspects of HRM are equally important to increase the effectiveness of employee’s performance. The HRM of any organization is not only responsible for recruiting new employees; they are also accountable for workforce development, employee motivation, employee relationship management and employee safety. The report has also elaborated the roles and responsibilities of human resource departments to develop the organizational behavior and employee behavior. A number of researcher views have proven the importance of different aspects of human resource management for the improvement of organizational behavior and personality of employees. References Becker, B. & Gerhart, B. (1996). The impact of human resource management on organizational performance: Progress and prospects. Academy of management journal, 39(4), 779-801. Delaney, J. T. & Huselid, M. A. (1996). The impact of human resource management practices on perceptions of organizational performance. Academy of Management journal, 39(4), 949-969. Kandula, S. R. (2003). Human Resource Management In Practice: With 300 Models, Techniques And Tools. New Delhi: PHI Learning Pvt. Ltd. Meyer, J. P. & Smith, C. A. (2000). HRM practices and organizational commitment: Test of a mediation model. Canadian Journal of Administrative Sciences/Revue canadienne des sciences de ladministration, 17(4), 319-331. Snell, S. & Bohlander, G. (2012). Managing Human Resources. Connecticut: Cengage Learning Read More