HR in Cost-Reducing and Maintenance of Human Capital - Coursework Example

Introducing Human Resource Management Name: Institution: In a business set-up, Human Resource Management department plays an important role in controlling the flow of the business activities. The department has the responsibility of the employees’ attraction, which give the workers the opportunity to work in any given firm. Apart from the attraction and the selection of the employees’, the department is also responsible for training workers in order to work as per the goals of the organization. Moreover, the department is responsible for rewarding the workers for the good job done, which helps the organization to maintain good workforce (Stone, 2011, p120). The department is also responsible for the overseeing leadership and culture of the organization, hence, participate in both short-termed and long-termed decision making of the organization. Consequently, it is importation for the department, Human Resource Management, to be properly managed and be able to understand the flow of the organization in order to have good management system. Role of Human Resource in cost reducing and maintenance of human capital in the presence of conflicting goals Human Resource department acts like the chief controller of the organization workforce, as they are responsible for keeping the structure of the employees. Therefore, in financial controlling, the department is responsible for the personnel expenses of the organization. Due to improper management of funds by the organization because of poor planning and spending, it is the role of the Human resource to provide report on the personnel expenses and the human management of organization capitals (Samnani et al, 2012, p327). Therefore, in order to help in the reduction of cost and have a stable human capital within the organization because of conflicting goals, as indicated in the case study, the Human Resource manager, need to come up with some rules and regulations. These rules should be based on the available resources at the cost centers that impose strict norms on how the funds need to be managed. Therefore, for the management to have a clear management policies, which facilitate proper financial control, they need to define various policies and procedures, for instance, the management have proper policies on various areas such as job creation and policy. This area is responsible for defining the procedures of how the jobs are created and the rules that the set jobs need to be operated upon. Apart from defining the job creation policies, it is also important for the department through the manager, to develop a structure of the workforce of the organization, which composts of the job description and the workers assigned at such areas. In order to make it more effective, it is important for the department to assign supervisors who are responsible of supervising various activities of the organization. This is important because it will provide proper planning on how the work should be done and supervised, hence, results to timely output, accuracy, and high quantity and quality production (Lengnick-Hall et al, 2011, p245). The Human Resource department, in order to have proper control of the organizational costs, needs to come-up with policies that govern how salaries are allocated as per the time, work and department of every employee. This will provide proper arrangement on how work should be distributed and paid in order to avoid confusion and miss-calculation during salary distribution. Moreover, the department should have proper policies of the benefits and promotion policies that controls how workers are promoted to higher levels and provision of benefits based on the good work done. The two policies are important to any organization because they provide morale within the workers, resulting to good work, hence, positive results. Therefore, it is important for the organization to have a Human Resource department that is able to function according to the planning and goals of the organization in order for the firm to have a positive development. Attraction of employees and development of proper human resource plan for the future growth of the organization Human labor is one of the important aspects for the organization to operate within its plans and goals; therefore, it is important for the Human Resource department to employ potential workers who are able to work within minimal supervision. Therefore, according to Consolidated Global Mining Services situation, in order to maintain the number of employees and make sure that the financial control is as per their expectation, first, the Human Resource management, through their manager, needs to provide proper training of employees on the importance of teamwork (Bloom & Reenen, 2011, p1699). Through the development of proper teamwork within the organization, it will develop good relationship among the employees making them to coordinate and cooperate in their work, resulting to timely production. Therefore, in order to maintain the number of employees in the organization as indicated in the case study, encouraging teamwork among the employees would be appropriate in order to encourage the workers to cooperate and work hard in their areas of specialization. This would help the organization to generate enough money that would be used in paying all the workers. Another way of maintain number of employees without some moving to other competitors, the Human Resource department needs to come up with rules and regulations that provide some of the rights and freedom of the employees. By coming with such rules, it will encourage workers to work hard as they will feel as part of the organization. Some of the rights include; providing workers with proper workload and pay workers as per the kind of work done (Marks & Mirvis, 2011, p860). Moreover, the organization needs to offer loans to their employees, which will help them to solve some of the financial problems. Through these, the organization would be able to maintain the number of their employees and good growth of the organization as well. In addition, the department should be able to introduce some of the benefits of the workers apart from their salaries. This can be achieved through the introduction of the provision of bonuses and gifts to workers due to good job done. When workers have the opportunity of being rewarded for the good job done, they would be encouraged to work harder in their areas of work, as they will expect extra money from their employers. In addition, the organization should provide proper flow of information from the employees to their managers, upwards movement of information, in order to provide an easy way on how the employees can present their grievances to their managers. Moreover, the organization, through the department of Human Resource, should be able to provide promotion to the hard working employees in order to encourage other employees to perform their duties as required by the organization in mind that one day they would also get such promotions (Wright & McMahan, 2011, p100). Therefore, by providing all these rights and freedoms, the workers will feel as part of the organization, hence, preventing movement of other employees to other organizations. Therefore, it is important for the organization to be very careful when dealing with their workers as this can affect the organization positively or negatively based on the kind of treatment given to the workers. Importance of Human Resource Management to Consolidated Global Mining Service According to Consolidated Global Mining Service, the organization has various problems, which affect their activities and workflow of the organization. Therefore, the presence of Human Resource department in the organization is of great importance, for instance, the organization has the problem of cash flow, which is one of the problems of the organization. Through the introduction of Human Resource, the Consolidated Service firm will have proper strategy of cash flow, as the department will be responsible for creating proper strategies that controls the flow of cash in their organization. For instance, some of the areas that require cash flow control such as the payment of the employees will be controlled. The department will ensure that the payment is done as per the work performed by the workers (Guest, 2011, p3). Apart from the various payments of the employees, the department will also be responsible for controlling the financial control of sales of the organization. For instance, the department will be responsible for controlling funds for the sales and the collection of the sales as they will be keeping track of all financial control of the organization as the entire list of workers and the goods and services provided by the organization. Another area that the department of Human Resource will be of great importance to the organization is that it will be responsible for balance distribution of work. For instance, the organization has improper balance in the distribution and allocation of work and workers in such departments. Therefore, the department of Human Resource will make sure that they come-up with proper strategies of how the work will be distributed and workers to perform such jobs. Moreover, the organization will make sure that they have allocated supervisors to the entire department in order to make sure that all the jobs are done, and completed in time. By doing this, the organization will be able to operate towards the set objectives resulting to better development of the firm (Kazmi & Ahmad, 2001, p134). In addition, the organization will make sure that the entire department works together through proper coordination by the supervisors, which will require the supervisors to give information of the results of their areas of work such that the next available supervisor will have easy time to pick from the previous one without difficulties. This would provide proper flow of work in the organization, hence, better services by the organization to their customers. Through the department of Human Resource, the organization will be able to maintain all their employees by preventing others to move to their competitors in order to maintain good workforce of the organization. Therefore, Human resource department of the Consolidated Firm will make sure that they provide good conducive environment for the workers to make them feel as part of the organization (Stone, 2011, p134). This can be achieved through the introduction of promotions and provision of gifts to employees who perform their duties as required by the management. Moreover, the department may decide to offer overtime work for their workers, which will give them the opportunity to earn extra money. Moreover, to have proper foundation of the organization for their future undertaking, the department of the organization will be able to participate in the development of proper goals and objectives of the organization, which the organization will be required to work in order to have future development of the organization. Effects of reinforcing the Consolidated Service employees The consolidated Service organization would be required to take some move change their working system. During this move, the organization should be very careful because the move will affect their operation either positively or negatively. For instance, if the organization decides to reduce the number of employees, they should consider some factors. Therefore, the organization will consider some of the legal issues that need to be addressed. By reducing the number of the workers, the organization will be required to compare, the workload as compared to the number of employees to be retained (Lengnick-Hall et al, 2011, p247). Therefore, in order to maintain the workload, therefore the organization must make sure that the remaining employees are not overworked and they work within the stipulated time as required by the law. Apart from the workload, another legal issue that must be addressed by the organization is the issue of payment for the employees. This is important because as much as the organization wants to reduce their labor costs, they need to make sure that the remaining employees are paid as per the work done, therefore, they need to maintain the required payment in order to work within the rules and regulations governing employees. Therefore, it is important to address the issue of redundancies and layout during such decision in order to maintain proper flow of the organization. In order for the organization to have proper management, it is important for the organization to have good managerial system, which is compost of potential persons. These managers from different departments must make sure that all the departments coordinate and cooperate in order to have uniform flow of the organization activities. One of the departments that the organization should relay on is the Human Resource department because it acts as the central coordinator of the organization through the control of workforce of the organization (Kazmi & Ahmad, 2001, p135). This is because; the department is responsible for various activities that affect both workers and the organization as a whole. Moreover, Human Resource department, through their managers, should make sure that the organization operates within the norms pertaining workers and the organization in order to avoid being affected by some of the legal matters and make sure the organization operate towards the objectives of the organization. References Stone, R. (2011), Human resource management, 7thed, Milton QLD: John Wiley & Sons. Samnani, A., Boekhorst, J. A., Harrison, J. A. (2012), ‘Acculturation strategy and individual Outcomes: Cultural diversity implications for human resource management’, Human Resource Management Review, 22, 4, pp 323-335. Doi: 10.1016/j.hrmr.2012.04.001 Lengnick-Hall, C. A., Beck, T. E., Lengnick-Hall, M. L. (2011), ‘Developing a capacity for Organization resilience through strategic human resource management’, Human Resource Management Review, 21, 3, pp 243-255. Doi: 10.1016/j.hrmr.2010.07.001 Bloom, N., Reenen, J. V. (2011), ‘Chapter 19- Human Resource Management and Productivity’, Handbook of Labor Economics, 4, B, pp 1697-1767. Doi: 10.1016/S0169 7218(11)02417-8 Marks, M. L., Mirvis, P. H. (2011), ‘A framework for the human resource role in managing Culture I mergers and acquisitions’, Human Resource Management, 50, 6, pp 859-877. Doi: 10: 10.1002/hrm.20445 Wright, P. M., McMahan, G. C. (2011), ‘exploring human capital: putting ‘human back into Strategic human resource management’, Human Resource Management Journal, 21, 2, pp 93-104. Doi: 10.1111/j,.1748-8583.2010.00165.x Guest, D, E. (2011), ‘Human resource management and resource: still searching for some Answers’, Human Resource Management Journal, 21, 1, pp 3-13. Doi: 10.1111/j.1748 8583.2010.00164. X Kazmi, A., Ahmad, F. (2001), ‘Differences Approaches to Strategic Human Resource Management’, Social Science Research Network, 1, 3, pp 133-140. Read More