Systems and Operations Management - Assignment Example

For example, adoption of new technologies may not be strategic to an organization since other similar operations can adopt and imitate similar technologies. Human resources are, however, unique since their replication is not easy. As a consequence, effective management and utilization of these resources is pivotal in the attainment of the set objectives and goals. The significance of managing these resources effectively in any operation cannot be overstated. Role of Human Resource Management in operation As mentioned previously, management of human resources is important for success of any organization.

There are numerous benefits that organizations accrue from effective management of human resources. Rutherford & O'Fallon (2011) asserts that creating and maintenance of competitive edge requires effective management of human resources. They further argue that other resources, for instance technology, are imitable and do not count as sources of competitive advantage to an organization. The importance of human resource management is discussed in detail in the subsequent paragraphs. HRM aligns skills of staff with the organization’s objectives and utilizes such skills in the attainment of the desired goals.

HRM examines the right profile of the staff, the abilities, expertise, qualification, capabilities potential and allocate responsibilities in line with the requirements of an operation. HRM, therefore, ensures that the right skills are utilized, in the required sectors, to achieve the desired goals of an organization (Lussier 2012). This human resource function can be termed as staffing as it channels the right staff force towards specific tasks. HRM also facilitates the acquisition, training and retention of talented employees.

HRM establish future needs of an operation and develop strategies for acquisition of an able workforce. The rate of staff turnover has to be minimized in all operations. This is important to alleviate the problems that arise with increasing staff turnover. HRM identifies employee needs and work upon them so that they feel important. This move helps reduce staff turnover to a great extent. HRM undertakes training and development of the organization’s workforce. It avails the right tools and training programmes so as to improve the competency levels of operational staff.

Prior to training, needs analysis has to be done to recognize the gaps that exist in an operation. Training ensures that an organization maintains its competitive edge and increases productivity (Loosemore et al 2003). It also helps reduce obsolesce among the staff of an operation. HRM helps create conducive work environment for employees of an organization. It helps to manage grievances that arise among employees or in the work place. It is important for an operation which seeks to be productive to have contended employees.

Such a workforce tends to be more productive since HRM attends to their problems. This is also important to an operation as problems get attended to before they escalate to uncontrollable heights. The other benefits that both staff and the organization gain from HRM include: Motivation of employees, through adequate compensation, which in