The Way People Are Managed Is Vital for the Performance of Any Organization - Example

Surname Instructor Course Date The Way People are Managed is Vital for the Performance of any Organization Human resource is a discipline that is crucial in the overall performance of any organization. They way people are managed, treated, and the benefits that they receive determine their ultimate contribution to the organization. People are the vehicles through which organizations use to achieve their targets. The aim and goal of people in an organization should be to work together as a team and be willing to listen to one another in order to unanimously come to conclusions that will benefit the entire group. The human resource department is entrusted with the duty of ensuring that the welfare of the staff is maintained and that the relationship amongst the staff is good so as increase efficiency and understanding thereby creating a conducive environment for the business to thrive. They, along with the managers and other senior staff, are also responsible for coming up with policies and rules that will serve as a guideline for running their respective institutions. This literature will explore the benefits of an effective human resource system. It will provide solutions to organizations that look down upon good governance and encourage them to practice it. The human resource department is concerned with management of employees, recruiting as well as training and firing those who fail to live up to the organization’s policies. Moreover, the department ensures that they have well informed and able employees who will take the organization higher and produce good results and ultimately profits which is the most significant aspect in a business venture (Investopedia). The success of an establishment relies much on the people who work in it and their contribution is what determines performance. Consequently, these people need to work in an environment that is conducive and favorable so that they can deliver competitively. The mere presence of the human resource personnel is not enough to govern employees; management is what creates the difference. This will improve on value, expertise and innovativeness of the organizations (UK Essays, 2003-2011). They should ensure that they employ tactics that will involve the employees and ultimately work as a team in order to forge ahead. Employee Engagement Employees should be involved in coming up with strategies that will steer an organization to great heights. There should be forums where the human resource department should give other members a chance to air their opinions thereby contributing in the well being of the company. This will make them feel good about the establishment (Millar, 2012). Employees at the ground level interact with customers on a daily basis, and therefore, they are able to know their likes in order to gain satisfaction. They are familiar with what impresses the customers and probably receive comments concerning the establishment. The relationship and commitment of the human resource department to ensuring a good rapport amongst them and employees will determine whether employees will share the knowledge they have with the senior team or not. An effective human resource department that is concerned about the welfare of the members of staff will receive suggestions from other departmental staff members that arise and have a positive impact on the success of the organization. The human resource department will in turn respond to issues raised, and work on them to improve the establishment As a result, the organization will experience growth and success. Moreover, the employees will feel part of the organization when they see their contributions put into consideration. The overall benefit of the organization will be better service that will keep customers coming resulting in financial gain. Leadership and Performance The human resource personnel should be role models to the rest of the staff. They should uphold their dignity and standards so that other staff members can emulate and build trust in them (McHale, 2012). They should be courageous and work on consistency and integrity. This will earn them admiration and other members of staff will gain confidence in them and will communicate with them whenever they hear of an issue to be addressed. This will create a sense of unity that will propel the organization to greater heights. The Future of Human Resource and Its Impacts There is a trend whereby many institutions are working to bring practices on the same page as far as human resource is concerned (Reilly, 2012). This will make it easy for employees to conform to regulations when they move from company to another thereby adapting fast and resulting to work as fast as possible. This saves on the finances used in lengthy recruitment, and training, thereby limiting the use of the company’s resources. This is projected to bring great success in times to come (Sims, 2013). However, institutions should be keen not to throw away the unique practices that govern them at the expense of making things unique across the world. Organizations are different, and the senior leadership team should conform to the requirements and aspiration as well as the targets set. Social Performance An effective human resource department encourages healthy relationships amongst staff members working in the organization (Norman, 2012). Some hold parties in order to bring them together in a ceremonial venture. This creates an environment for them to learn and understand one another as well as well learn more about the organization through programs discussed in the course of the party. Moreover, the employees appreciate the company more when the human resource department is committed to re-uniting them and preparing get-together parties for them. In addition, the human resource personnel are able to mix with other staff and interact wholesomely. This fosters an environment of teamwork and unity. Instead of other staff viewing the human resource personnel as an enemy that constantly follows them and punishes them from time to time, they are able to learn that they are always doing their work when they collide. The parties boost employee motivation enabling them to dedicate their effort and energy to the company’s welfare. This is likely to improve performance and ultimately increase the financial gain of the company. Motivation and Awarding of Compensation Packages The human resource department should recognize those members who work hard and reward them appropriately. This is a management practice that encourages people working within the organization to deliver more and inspire others to do the same. As a result, there is an excellent overall performance and the organization makes more money and goes forward. Commitment to Recruitment The performance of any establishment depends on the skills that the employees possess (Bhagria, 2010). However, there should be dynamism and the human resource department should make it a practice to continually involve the staff member in regular training. This makes them competitive as times change, and therefore, deliver under any environment. On the other hand, a department that ignores training its staff creates holes in the company’s future productivity. The customer requirements keep changing and failure to deliver to their standards makes them abandon the company, a misfortune that will undeniably take the establishment down. However, as much as the human resource department makes policies that benefit the organization and the welfare of the staff, they should lay considerations before they make final decisions. Some members of staff take freedom for granted and instead of acting responsibly, they misuse the privileges bestowed on them. They are given an opportunity to make some decisions when dealing with customers. This is meant to make them feel part of the organization by making some decisions towards the welfare of the establishment. However, some people go the extra mile and result in dishonest activities. If a staff member was entrusted with the duty of collecting money from the customers, they keep some for themselves and destroy the reputation of the entire establishment. Another factor that results from too much interaction of employees with the human resource personnel is insubordination. They see the human resource personnel as just as their peers and fail to put the boundary that should exist between them. As a result, they refuse to obey the directives given to them. In addition, some companies are so much oriented towards employee motivation that they offer too much remuneration to them (Bhagria, 2010). This could be in terms of salary, bonuses, rewards and many more just to mention a few. When the company goes through hard times and experiences losses, the same workers may fail to step in and help in solving the problem. The establishment cannot undo the promises already made. The end result is massive losses. In conclusion, the management of people is crucial in any organization. Employees are one of the key components in any establishment. Their service and overall contribution have a great impact to its performance. Motivated employees give their best service in an establishment. This is not done through force. They have to analyze and conclude on their own. In order to achieve competitiveness and good performance, the human resource department should practice management that is geared towards employee satisfaction. In return, the employees will deliver to the best of their ability and enable customer satisfaction. This will improve the financial performance of the company. However, some staff members overlook the authority of the human resource personnel when given too much power to contribute in the affairs of an establishment by misusing it. Boundaries should be observed in order to maintain a professional image. Equally, the human resource department should not over reward their staff in the name of motivation without considering the welfare of the company that could see it tumbling down. They should analyze the position of the company before giving promises and benefits. Works Cited Administrator 2010. Impact of HR Practices on Employee Performance: General Research Articles. Viewed: April 9th 2013. Available at: http://www.tlnt.com/2012/08/07/7-ways-that-organizations-can-benefit-from-social-performance/ Bhagria, A. 2010. Roles and Functions of the Human Resource Department. Viewed: April 9th 2013. Available at: http://www.younghrmanager.com/roles-and-functions-of-the-human-resource-department Investopedia, n.d. Human resources – HR Definition. Viewed: April 9th 2013. Available at: McHale, N. 2012. Great Leaders Lead Great Teams: Human Resource Management International Digest. Emerald. Vol 20 (4) viewed: April 9th 2013 Millar, G. 2012 Employee Engagement – A New Paradigm: Human Resource Management International Digest. Emerald. Vol.20 (2). Viewed: April 9th 2013 Norman, M. 2012. 7 Ways That Organizations Can Benefit From Social Performance: HR Management, Talent Management. Viewed: April 9th 2012. Available at: http://www.tlnt.com/2012/08/07/7-ways-that-organizations-can-benefit-from-social-performance/ Reilly, P. 2012. Hrs Future in a Global Setting: Human Resource Management International Digest. Emerald. Vol. 20 (3). Viewed: April 9th 2012 Sims, R. R. 2013. Organization Success through Effective Human Resource Management. Viewed: April 9th 2012. Available at: www.questia.com/library/101315267/organizational-success-through-effective-human-resources UK Essays 2003-2011. Effective Human Resource Management. Viewed: April 9th 2012 Available at: http://www.ukessays.co.uk/essays/management/effective-human-resource-management.php Read More