Developing Relationship among Employees - Case Study Example

Running Header: Case study on human resource management Student’s Name: Instructor’s Name: Course Name & Code: Date of Submission: Table of contents Introduction …………………………………………………………………………………3 Human resource management………………………………………..………………………3 Functions of human resource development………………………………………………… 4 Developing relationship among employees………………………………………………….4 Staff management……………………………………………………………………………5 Motivation……………………………………………………………………………………6 Implementation of strategies……………………………………………………………...….7 Facilitators of change…………………………………………………………………..…….8 Conclusion…………………………………………………………………………………....9 References ……………………………………………………………………………..……10 Introduction Human resources management is a topic that has been discussed widely and by a number of scholars. It is well described as the human power management within any organization or company. Human resource managers control human asset within companies; a company has to keep its human resource valuable and productive as this is the only way a company will benefit from important skills from employees. The process of human resource management requires a logical objective to keep on and step-up the number of employees within a company as they are the most crucial assets for a particular organization. This case study focuses on the Utilities Co.; analyzing the various roles of the Human resource management within this particular company, the challenges faced as well as demonstration of the ability to get solutions to problems experienced in human resource management. The functions of Human resource management within Utilities Company will also be broadly analyzed in this case study to ascertain whether they play a crucial role in running a accompany as well as achievement of its success. Human resource management Utility Co. is a specialized example of an analysis of whether employees of a company or an organization either as individuals or as a group are the key contributers to the success and objective achievement of companies. Human resource management involves the hiring of employees by an organization, scheming and developing resources, and paying for services to get the best from the employees. Currently Human Resource Management must operate together with other company’s requirements and most importantly with the executive management of the company (CGIAR 2009). In the case of the utilities Co., there is lack of co-existing between the top management and the newly hired company’s Human resource management. This disagreement arises from conflicting idea and roles played by the top management, instead of the executive relying on the Human Resource Manager for the management of employees, even after the Human Resource Manager had initially realized the effects of having understaffed company. The chief executive of the company insists on sacking some employees without putting into consideration the view of the Human Resource Manager. It is the role of the Human Resource Manager to identify the human resource required by the company and vice versa; and through an agreement with the executive the necessary steps are taken to fix a problem concerning the human assets. A company succeeds due to the relationship strength between the top management of a company and the human resource specialist. Management of human resource involves the management of employees and the duties they perform within a company with an aim of achieving a preset company goals (Murthy 2003). Utilities Co. For example has a major plan of discontinuing some significant number of its employees so as to face the harsh economic situation faced by the company. It is the role of the human resource manager to do so; the Human resource manager is reluctant to do so as she had already identified the gap within the company where some sections were understaffed and as a result protects the employees as according to her view, they are still important to the success of the company. Developing good relationship among employees It is the work of the human resource manager to develop a relationship between the administrative functions and the welfare of all workers within the company. The retention of the workers relates to the manner in which the workers are cared for. It is the role of the Human resource manager to take care of the worker’s welfare; this will increase the productivity of the worker as they feel cared for. In the context of Utility Co. it was a duty of the Human resource manager to empower relationship of employees within various departments of the company, as well as strengthening communication in the company especially in giving information regarding the voluntary redundancy strategy that the company was putting in place to face the harsh economic times. Her main roles within the company was to ensure that the company retains all skilled and experienced workers though the executive’s idea was to retrench the employees who had worked for the company for a long duration. She played a perfect role of advising the executive on the demerits of sucking the employees from the same age group; this was going against the law. It is her role to fire and hire the employees. According to Paauwe (2004), a good Human resource manager should be able to understand and relate well with the workers either as an individual or collectively to enhance identification of individual requirement and their goals and objective for the company. Bringing up productive relationship and interaction among the employees will have ensured that the company had a productive enterprising culture, therefore enabling it to realize its objective in the hard economic times and regain its economic strength. Staff management The organizations need empowerment to fulfill their goals; this is only possible through staff management, and this happens under the Human resource managers department. When workers are well treated by ensuring that the company has knowledgeable and well trained personnel in all its departments, it is able to successfully meet all the set goals within a particular time. Human resource managers are involved in training as well as the development of the workers. Employees have to be trained regularly to meet the demands of the changing world, this minimizes risks and in future it promotes accountability from the side of the employees. Training and development falls under the department of organization’s human resource management departments. Many companies in today’s world recommend that it is inevitable to have a human resource department; this is due to the realization that Human resource managers are critical in the development of a company both economically and socially. Recruitment of workforce requires a straight minded human resource manager; the department is responsible in hiring and setting guidelines of who to be hired or to be fired, according to the company’s and individual performance. Recruitment is essential in that, the people hired must posses skills and the right experience to handle tasks assigned; it is due to this fact that the Utilities Co’s human resource manager is reluctant to offer a voluntary redundancy to those willing employees as she is aware of her role together with the whole department in retaining the skilled and well experienced workers regardless of their age. Motivation As indicated by Peter, John and Patrick (2009), the human resource management generally functions as a motivation department to give encouragement to workers and give them morale and add benefits the company as well. This is a management performance and it also involves company appraisals, promotions and guidance of the company’s employees plus addressing the poor performance of employees. It is the duty of the human resource manager to carry out appraisal and company assessment to determine the performance of the company. After identification of areas that require improvement, the human resource department takes appropriate measure but only when this issue lies under human resource. Dispute resolution within a company requires concerted efforts of all departments within a company including the department of human resource. Policy development is another important task for the human resource managers; they have to provide policies that are clear to offer guidelines to the company’s managers and the staff. Motivation comes in various forms; it may be through incentives such as promotions to employees who portray good performance, it may also take a form of training, salary reviews. On the other hand employees need not be demoted or fired without valid reasons like it is in our case study. Implementation of strategies After the development of strategies by the executive, it is the duty of the Human resources manager to have them implemented. In relation to our case study, Utilities Co. Chief Executive Officer developed a strategy of employee’s voluntary redundancy, where his aim was to lay off at least 120 workers; it was the role of the Human resource manager to ensure that this particular strategy was implemented. This led to disagreement between the Human resource manager and the Chief Executive officer. It is clear that the Human resource manager understands her role well and this is the reason why she is not ready to implement it. She is aware that the company is not ready to have its skilled and experienced human resource laid off even though it was through a voluntary scheme. According to her, this would have caused the company a lot as some skilled, educated and experienced workers were willing to voluntarily take the package and leave the company mainly because they would have secured another job somewhere else. Strategy development and implementation is crucial in the context of the utilities Co. case study. Sharma, Sharma and Devia (2009) assert that there is a strong relationship between the functions of the human resource departments and the direct involvement in all matters concerning employee performance within a company. This is what transpired the ideological conflicts between the top management of the Utility Co. and the newly hired Human resource management. The response from women in this particular company brings in the need for employee satisfaction in work places; they must be shown respect in all capacities and regardless of where they work within the company. On the other hand, Human resource management plays a very important role in counseling workers, this department deals with all manner of conditions affecting workers, especially the psychological trauma experienced due to the working environment within a company. For example the Utilities’ Co. strategy to lay off workers made many workers to have psychological effects leading to them using an abusive language to their workmates. The Human resource development had a challenging task to ensure that the morale of the workers who remained in the company to ensure that they also remain motivated and that the company’s goals and objectives must be met. From this case study it is evident that human resources mangers of various companies are faced with a hard task of implementing strategies that are beneficial or at times not important to the company. This brings out the fact that human resource managers must be ready to handle challenging tasks. Human resource management is plays a role in building theory as well as gathering data so as to give an account on how management within an organization behaves in respect to work organization an people management in different places of work , companies, jobs and industries (Ulrich 1998). Facilitators of change Human resource managers are involved in the management of a culture whereby, they act as the facilitators of change. They engage in making strategic company decisions; decisions which enable a company to be more customer focused as well as ensuring that the productivity from the employees is well maintained. Human resource specialists need to maintain a good track record in any institution; this can be achieved by working together with other employees, it is a must for human resource managers to possess good communication skills as this is a vital requirement in individual assessment and communicating new ideas and strategies to the employees. It is worth noting that Human resource managers are key implementers of regulations governing employee code of conduct; they have powers to hire and fire as long as they do so within the set national labor laws. Conclusion It is clear that human resource management plays crucial roles in driving a company towards the right path of achieving its goals and objectives. Human resource managers must possess qualities such as credibility, dedication towards work, creativity and must be ready to handle challenges. It is quite clear that Human resource managers are the key implementers of new strategies within an institution, a role that requires quick decision makers and independent minded people. The Utilities’ Co. case study has brought out the issue of improving relation between various departments within an organization; the most important being the human resource management as it is the key to the performance of the company, this is so because the human resource department is involved in recruitment of staff, retrenchment, motivation, training and development, appraisals, and the entire supervision of the most important company’s assets that is the employees. It can therefore be concluded that Human resource division in any company is vital in the success of that particular company. References CGIAR International Auditing Unit, (2009). Human resource management. Good Practice Note, 1-25. Murthy, D.B. (2003). Managing human resource: A practical guide to mobilizing manpower. India,UBS Publishers Ltd. Paauwe, J. (2004). HRM and Performance: Achieving Long-Term Viability. Oxford: Oxford University Press. Peter, B., John, P., & Patrick, W. (2009). Human resource management: Scope Analysis and Significance. Oxford, Oxford University Press, Sharma, S., Sharma, S., & Devia, (2009).Corporate social responsibility: The key role of Human resource management. Business Intelligent Journal, 2 (1), 207-211. Ulrich, D. (1998). A new mandate for human resources. Harvard Business Review, 3, 124- 134. Read More