Strategic Human Resource Management - Research Paper Example

What evidence is there that good management of people can improve organizational performance and profit? Introduction: Management is the procedure bywhich public, knowledge, skills, and other resources are collectively coordinated, in order to accomplish the organizational objectives efficiently. A method or purpose is a collection of associated activities contributing to a bigger achievement. A good management consists of activities which make sure that the goals are constantly being congregated in a useful and proficient manner. It focuses on the performance of the organization, a division, work force, or constant developments to create a product, service or any other areas concerned. Managing workers or the complete organizational performance enables the easy, efficient deliverance of operational goals. There is an obvious and instantaneous association among using performance management program, and enhanced business and organizational outcomes. “A predominant theme in the research on HRM and performance is the view that identifiable strategy types exist, and that subscription to one leads to superior performance” (Cooke 2000, p. 5). There are many effective operational benefits, by releasing the hidden potential in each workers work day, the profits included are many; the gains for the organization are much high in terms of finance and resources. Direct Financial Gain: The direct financial gain includes the increased sales, Diminish expenses in the organization.      Discontinue project overruns,    Support the group directly following the top management objectives, Reduces the time it takes to generate the operational alteration by the corresponding to the changes throughout the latest set of aims. Motivated Workforce:     Optimizes motivation tactics to the explicit goal for over attainment, and not just the usual trade carried out.   Progress in employee commitment because everybody understands how openly the organizations high level goals are contributed.     Generates simplicity in the accomplishment of goals      High self-confidence in additional benefit compensation process, Professional development program are enhanced openly to realize business level goals. Improved Management Control: They mainly   Elastic, and reactive to organizational needs, Displays data associations, helps in auditing, Simplifies statements of strategic planning aims and also   provides good correspondences. Research and Wider Reading: Every organization should have a good management system. The system helps in improving organizational performance and profit. The systems scope and complexity may differ, other than the underlying requirement that remains. All organizations are different. The system must be planned to meet the sole issues faced, whereas many systems will have general elements. “The effective management and development of people is now seen as critical to gaining improvements in organizational performance. This is potentially good news for those involved human resource management because it means that there is greater interest in our subject than ever before” (Marchington & Wilkinson 1996), p. 3). There have been a lot of researches over the years to recognize the optimistic link between good people management practice, and better organizational performance. This research has helped to recognize the important HR interventions that can assist to recover performance, other than what is highlighted that HR interferences will only lead to better managerial performance, if they are openly connected to the organization’s overarching performance objectives. “Good management means understanding how teams operate. Its worth remembering that teams usually follow a certain pattern of development: forming, norming, storming, and performing. Its important to encourage and support people through this process; so that you can help your teams become fully effective as quickly as possible” (How Good are Your Management Skills 1996). Developing a manger’s human management skills can be tricky if they are human resources professional. Everyone doesn’t see the value in having good human management skills, and some managers would rather try to bully employees to doing what needs to be done. The following are some ideas help to improve human management in the organization; Give managers the standards we expect from them and their workers to achieve the objectives rather than providing the procedures by which the intended objectives can be achieved. Human resources personnel frequently mean that they provide managers a method by which to assess their workers achieve the intended results at work place, other than the mostly, this just makes situations more difficult. Providing the managers standards instead of procedures allows them figure out the procedure to improve human management. Evaluate sporadically the results on performance appraisals and provide the manager feedback at the ending of the appraisal, or in the absence of the worker. Most of the appraisers never obtain any feedback regarding job performance, so they believe they are doing a good job when in fact they are being doing a mediocre job. Provide managers the tools and possessions to develop their human management skills. This assists workers to have improved communication with their managers and figure out the best procedure to attain the most positive results. Provide managers the resources and tools to improve their people management skills. This assists workers to have improved communication with their managers and work out the best procedure to attain the most favorable results. Get feedback from the directors and keep them as associates in human resource processes and programs. The objective is to meet the organizations goals in addition to consider the workers ideas. When everyone is on the similar page, things forever run more easily. Be a manager. If the workers in human resources are not leaders and there are ability disorder and performance problems in human resources, this can create a lot of administrative difficulties. Moreover, it won’t be easy to develop the manager’s human management skills. Understanding and Knowledge of the Topic: The good management of workers can help to improve organizational performance and profit. Workers force is one of the significant aspects of every organization. So the effective management of people in the organization helps to increase the overall functioning and profitability of the company. Management must be in a position to find out the weak performances of the peoples in the organization to overcome ineffective functioning of the company. Managing all the people successfully in expansion programmes is an ability that involves continuous planning and development. An expansion programme of the organization manager in charge can be described as the individual who is vested with formal powers in a company or any one of its sub divisions. The position invites to a variety of interpersonal affairs, and from this comes the access to various relevant information and facts. Information, in turn, facilitates the manager to devise policies, make decisions, and execute actions. The management of the organization mainly is concerned with the most favorable accomplishment of organizational objectives and aims with and through other populace. Extension management companies are characterized by numerous strategies, broad spans of control, democratic systems, and self-sufficiency. Their management performances cannot be decreased to one standard set of working guiding principle that will work for every company continually. On the other hand, every manager of professional business establishment faces the same types of challenge: to administer ones time, aims, and resources so as to achieve tasks and to execute the various ideas. “A learning organization needs people who are intellectually curious about their work, who actively reflect on their experience, who develop experience-based theories of change and continuously test these in practice with colleagues, and who use their understanding and initiative to contribute to knowledge development” (Serrat 2009, p. 2). The overall objective of performance management in the organization is to set up a high- performance culture in which persons and teams are for the continuous development of business procedures and for their own abilities and offerings within a structure provided by successful leadership. Its key function is to focus populace on doing the correct things by accomplishing goals clearly. Performance management is particularly about aligning human objectives to particular organizational objectives and guaranteeing that persons uphold core business core values. It offers for expectations to be described and arranged in terms of role accountabilities and duties (expected to do), abilities (expected to have) and performances (expected to be). Management of people in the organization is a planned procedure of which the primary ingredients are contract, measurement, comment, positive reinforcement and conversation. It is mainly concerned with assessing productivities in the shape of delivered performance as it is compared with expectations articulated as objectives. The team leaders and the corporate managers must understand the relative performance of the each employee’s engagement in their company. In order to understand the good performance of the people in the organization various methods must be adopted by the management to identify the performance of the people. Application in the Workplace: The important asset of any organization is its people. Finding out a winning team is the primary critical factor for organizations that strive for success. After decades of downsizing and reengineering, most companies are still not efficient. So one of the most important ways of enhancing business performance is to increase employee performance from the bottom level of the organization to the top level. As a part of this, raising the level of the performance of the weak performers in each category can have a dramatic achievement in the overall profit of the company, and actually little has been done in this area. There is enough and more evidence to show that HR practices influence organizational performance and competitive advantages and that those organizations which deploy good human management practices reap the benefits” (Thite 2004, p. 28). Instead of this many companies are going after technologies, and strategic solutions to increase profit margins. Fielding a good team has a vital role in this, and good performers or top performing people are the foundations of any good winning team. There are many tools for identifying opportunities   for the performance of the employees; one among them is the online employee survey, which can identify a wide array of things that can be done to enhance the employee engagement and satisfaction, as well as weak points, needed training and other resources. Employee surveys points out that if the performance evaluations are fair and effective, they help in strengthening employee competency skills and performances. Closing the people performance gap, means there is a wide gap between the strongest and the weakest member of staff performing similar jobs in most of the organizations. Closing the people performance gap enables organizations to get more things done with fewer staff members and can significantly improve customer service and quality. From the consulting reviews it is clear that around 20-30 percentage of the company’s staff cost the management in spending on reworking on reworking, fixing things, correcting errors, handling customer complaints. This is because of the lack of something which was not done correctly. Most of these staff cost is due to the errors produced by people. That is careless action and poor judgment on the part of people can cause the technology to fail. Most of the companies have invested heavily on reengineering, technology and total quality management. Some of them achieve results while others failed to meet the goal. The reason for this failure is that the wide gap between employees and employers continue to exist ever after the technology and its processes are upgraded. The team leaders and corporate managers should understand the relative performance of the each of their players. In few cases, the managers know the performance of the team member but do not measure it properly; effective performance measurement tools must be used to evaluate each player to enhance the overall performance of the company and profit. The managers can adopt following steps to enhance the performance of the employees. Identify the key success factors and desired results of each position. Based on the performance standards measure the performance of the staffs. Provide efficient leadership and management if needed. Design jobs to be flexible and which helps to facilitate teamwork and enable more work to be done with fewer numbers of staffs. Provide proper training, and understand the staff that the individual performance is vital for the organization’s success. Make compensation closely to performance. Workforce management system is one of the best tools to manage people in an organization. WMS helps human resources planning on the basis of resource planning, demand drivers, and support to allocate optimal workforce against the plans. In addition WMS helps to track and analyze the performances of the workforce and practices to manage cost of labor, compliance risks, and to enhance the effectiveness of people. In any organization of the present day, beyond external threats internal factors such as wrong planning of on work force, lack of proper skills and training in the workforce, lack of control and visibility, and employee absenteeism affect productivity. “A focus on strategic capabilities and strategic jobs as the focal point of workforce management system design, represents a significant potential source of value creation for most of the firms” (Huselid & Becker 2011, p. 1). Undoubtfully, allocating right people with right skill, and ensuring the clarity of what is actually expected from them, and also using the right tools and processes can contribute a productive environment. Employee absenteeism is another factor which adversely affects employee productivity. Solution for manpower planning, and workforce activity seems to be a good option for organizations to enhance productivity. Reflective Statement: The reflective statement deals with the various kinds of the actions that are taken up from the various findings within the organization. The contents of the study give a clear understanding of the studies and procedures carried out in the work. The reflections in the work consists of the wider knowledge and the application of it in the various ways, as a part of improving the organizational performance and in enhancing in the increased profits, the seminars, debates, and the presentations were conducted to contribute to knowledge improvement and for the development of the same. The presentations could provide better insights regarding the various happenings within the organizations, it also helps in creating own ideas for the improvement, which in fact is obtained from the same. “Communicating assertively often starts with mastering the previous skill, but it goes way beyond this. It means creating a win-win blends in the communication with a wide range of individuals, which is very powerful, and, unfortunately, very rare” (What Makes a Good Manager? 2012). The various time scale and the time table was planned in the foremost sessions and the operations was conducted on the basis of the time chart and Gantt chart denote the commencing and pausing of each operations at precise time intervals; intense co-ordination was taken and effective monitoring of the same was done. The well trained group also contributes to the overall development, the brainstorming sessions in the seminars, and in the discussions. The separate evaluation team was hired to make note of the activities and their occurrence within the organization. Feedback was provided for the each of the instances that took place within the organization. Conclusion: The various discussions that were carried out on the “evidence that good management of people can improve organizational performances and profits” provide a vivid portrayal of the various activities and procedures carried out within the organization, and how effectively they contribute for the success within the organization. It is quite obvious from the various studies conducted in the application of the same at work place, and also from the fact that the management can improve the organizational performance efficiently. Reference List Cooke, FL 2000. Human Resource Strategy to Improve Organizational Performance: A Route for British Firms? ESRC Future of Work Programme. Available at [Accessed on 13 March 2012] How Good are Your Management Skills. 1996. Mind Tools. [Online] Available at [Accessed on 13 March 2012] Huselid, MA & Becker, BE 2011. Bridging Micro and Macro Domains: Workforce Differentiation and Strategic Human Resource Management. Journal of Management. Available at [Accessed on 13 March 2012] Marchington, Mick & Wilkinson, A 1996. People Management and development: Human Resource management at Work. 2nd Edn. CIPD. Available at [Accessed on 13 March 2012] Performance Management Systems Development. 1996. Derek Stockley Pty Ltd. [Online] Available at [Accessed on 13 March 2012] Serrat, O 2009. Building a Learning Organization. Knowledge Solutions. Available at [Accessed on 13 March 2012] Thite, M 2004. Managing People in the New Economy: Targeted HR Practices that Persuade People to Unlock their Knowledge Power. Response Books. Available at [Accessed on 13 March 2012] What Makes a Good Manager? 2012. People Skills Decoded. [Online] Available at < http://www.peopleskillsdecoded.com/what-makes-a-good-manager/> [Accessed on 13 March 2012] Read More