The Role of Strategic Human Resource Management in Organization - Essay Example

Strategic Human Resource Management Name Course title Tutor Institution City and State Date due Strategic human resource management refers to an approach of running human resources that assist long-term company or organization objective and as the results of the strategic framework. Moreover, SHRM involves distinctive human resource functions such as recruitment, payroll maintenance, discipline, firing and proactive management of the employees of the organization or a company. The significance of SHRM approach remains one of the most instrumental and influential in the business fraternity. In this case, utilization of the resources to future essentials, business culture, values, and macro-concerns revolves around SHRM to enhance improved business performance in the market[Tru02]. Adopting this approach in organization facilitates undertakings of all activities that influences the behavior of people in their determinations to frame and uphold implementation of strategies that focuses in accomplishment of the business objectives. The role of SHRM in organization revolves around the enhancement of adapting to the spontaneous and dynamic changes that exist in the business markets such as mergers and acquisitions. In this context, SHRM focuses on bettering the code of ethics in the business and examining the impacts of the strategies and decisions to the society. The leaders and executives of any organization are vital for goals and objectives accomplishment, and thus the SHRM is bestowed the responsibilities through the HR department to recruit and select competent leaders of the organization[Sal05]. The HR department responsibilities such staffing and selection gains credibility from the SHRM depending on the previous decision and the professionalism of the department. Talent growth in organization acts as an asset of the company and thus the SHRM approach capitalizes on upholding human resources growth. The growth of the talent revolves around the evaluation of the needs the organization focuses on accomplishing in the future thus organizing and planning on recruitment nurturing and retaining talents in the organization. In this context, the SHRM invest on ensuring development of employees through training to facilitate competencies in the market by impacting required knowledge and skills. The strategic human resource management also focuses on motivating the employees and ensuring coherent coexistence in the organization to facilitate efficiency in production. In this case, the approach upholds and strategizes for the promotion of the high performance as a strategy to influence the success of the organization. The culture upheld in an organization depends on SHRM strategies to influence the maneuvering of the business in the market. For instance, employees in high performing organization in the market reflects a culture of creativity and commitment to the objectives and goals outlined by the stakeholders. Role of human resource manager The responsibilities of managing employees in the organization revolve around the human resource department headed by the human resource manager. Thus, various issues related to people in the organization are subjected the human resource manager of the company. In this case, the paper will focus on establishing the main roles of the resource manager in an organization. Implementation activities For the organization to achieve their objective, goal and perform their basic role, the human resource manager (HRM) engages in various activities to implement the department plans. In this case, the implementation activities revolve around four groups with which each upholds the legal requirement for effective and efficient results to be obtained: acquisition, compensation, maintenance and development. Acquisition The duties of the human resource manager consist of ensuring planning of employees by human resource department. The activities include focusing on analyzing of the employment needs of the organization, identifying the trends of industries in terms of employees and determination of the required skills in various positions in the organization. For efficiency and effective result accomplishment, the HR department adopts various methods such as statistical analysis, interviews, and career designing chart to establish the required information[Ste06]. Conducting human resource planning the manager focuses on establishing stable workforce that is effective during stable and unstable economic crises. Moreover, controlling high turnover due to new recruits, reducing problems of replacement due to absenteeism and facilitating the department efficient plan on an effective financial budget. Development The responsibility of ensuring development of the employees in terms of skills and knowledge remains with the human resource manager. Moreover, it involves an appraisal of employees through promotion as a result of their performance to the organization. The manager oversees this process as a strategy to ensure the culture of the business and the code of ethics are always upheld. Moreover, the manager organizes on issues of training and development to enhance the employees are competent subjecting the organization to improvement in the market. Training and development also involve the orientation of the newly recruited employees to ensure execution of organization programs effectively. Compensation The manager as the head of the human resource department oversees the payment of employee and provision of incentives. In this case, the manager ultimately ensures the satisfaction of employees in terms of wages by upholding equity among employees. Equity among employees in terms of wages does not hamper morale of the employees instead it provides financial motivation in the organization. Maintenance It encompasses activities related to employee benefits, employee safety and health and work-management relations. In this case, the human resource manager oversees these issues of the employee and others such as vacations, insurances, retirement and the health benefits. Moreover, in maintenance the manager organizes on issues sensitization of employees on benefits program and tax incentives. Additionally, the manager focuses on minimizing exposure to risk through overseeing implementation of preventive measure through training programs. Another risk the managers minimizes revolves around sexual harassment through devising systems that uphold coexistence and control of misconduct among employees. EVALUATION The critical characteristics in human resource department revolve around evaluation. The effectiveness of any program adopted by human resource department must be evaluated to reflect the results obtained from the program. The various program adopted by the human resource department both internal and external are overseen by the manager. In terms of internal evaluation, it focuses on the cost and the benefits it brings to the organization. In terms of external evaluation, it focuses on all benefits the adopted programs subjects the organization to as a means of accomplishing the objectives and goals. The HRM manager has the responsibility in ascertaining test results of various programs through upholding of statistical analysis[Gar14]. In this case, the department considers the four C’s in ascertaining testing results pertaining commitment, congruence, competence and cost-effectiveness. In terms of commitment, the manager focuses on loyalty, cooperation optimization and performance improvement among the employees. Reflection of these characteristics among the employees leads to competence, and the HRM manager oversees the evaluation of the policies that attracts, develops and keeps employees in the organization. Moreover, consideration of the right skills needed in the organization are evaluated and overseen by the HRM manager within the time frame, and the quantity needed. In terms of cost effectiveness, the HRM manager oversees the determination of the fiscal proficiency of various policies adopted by the organization such as wages, turnover, and benefits. For the congruence analysis, the HRM manager focuses on determining the level of cooperation among the employees and different groups both inside and outside the organization. The HRM department relies on advanced data gathering and analysis technique to develop inferences. The effectiveness of the human resource department can be observed through a various mechanism such as managerial ratio cost to workers cost. This reflects the efficiency of the adopted system by the HRM manager in terms of the labor force. Moreover, the HRM manager receives reports of revenues per cost of an individual employee to provide a comparison as per the culture and norms of the organization. In this case, the effectiveness of the HRM department under the leadership of the HRM manager provides insight of the effectiveness of the departments in the organization. Legal influences Human resource department is greatly influenced and shaped by the state and the employment legislation. The legal influences design focuses on protecting employees from abuse from employers, and thus the HRM manager oversees organization complies with the required policies as stipulated in the constitution. The human resource manager must ensure the department follows the required mechanism as it conducts it functions such as acquisition, compensation, maintenance and development in the organizations. The significance of HRM legislation affecting all the functional areas remains to be Civil Rights Acts of 1964. In this case, the manager must ensure the act is upheld in the organization to ensure coherence and reduction of the inconsistency of employees due default of the act. The act focuses on illegal issues such discrimination of employee in the organization in terms of color, race, religion and sex. Moreover, the act supports fairness in training, recruitment, benefits, compensation and fundamentally in all activities in the organization. In this context, the HRM manager must ensure adherence to all the laws that binds workers to the organization such as child labor and the effective measure to be adopted in case of inconsistency that may arise involving the workers[Car14]. Additionally, there exist various laws that involve health insurance, retirement benefits, the safety of employees and employee contract issues. The HRM manager oversees the department complies with these laws to ensure reduced strikes through workers union in the organization. Some of the precautions that organization adopts facilitated by the human resource manager is the provision of the conducive working environment to uphold the safety of the employees. The HRM manager authorizes on issues of rewards in the organization but there exist legislation that must be complied with for coexistence to be upheld[Gar06]. For instance, the laws influencing rewards includes the Tax Reform Act of 1969 to 1986, Economic Recovery Act of 1981 and the Revenue Act of 1978. Conclusion Human resource planning, employee development are some of the factors that develop Strategic human resource management. In terms of human resource planning organizations focus on improving and enhancing the high-performance level of the employees. Employee development remains pivotal in SHRM and the initiation starts with recruitment in ensuring the organization selects the required skills and potential talents. In this case, SHRM upholds training as a system of nurturing talents growth in the organization and maintaining potential employees. HRM manager in HR department remains vital in the organization by ensuring the performance of employees remains effective according to the objectives and goals. Moreover, in terms of adhering to the required policies by the government and workers, the manager oversees implementation of various acts that bound workers. References Tru02: , (Truss, et al., 2002), Sal05: , (Salaman, et al., 2005), Ste06: , (Perkins, 2006), Gar14: , (Rees, 2014), Car14: , (Machado, 2014), Gar06: , (Tyson, 2006), Read More