Strategic Human Resources Management and Leadership - Assignment Example

6303 Strategic Human Resources Management and Leadership 1. How does strategic Human Resource (HR) Management differ from operational Human Resource Management? Strategic human resource management differs from operational human resource management in various ways. Strategic HRM is concerned with the prediction of outcomes as well as ensuring that there are enough human capital who are qualified in the company so as to achieve its goals. Operational HRM serves to oversee the day-to-day operations of the company that are important to meet the needs of its employees (Reynolds, 2015). 2. What are the core strategic HR activities? The core strategic human resource activities include; human capital management as well as management, alternative dispute resolution, workplace innovation and change management. 3. What is the relationship between corporate strategy and HR strategy? There is a strong connection that exists between corporate strategy and HR strategy. Human resource strategy helps in achieving corporate strategy. Therefore, human resource strategy is part of corporate strategy. Corporate strategy aims at achieving the goals or success of the company while HR strategy aims at the good management of human resources within the organisation. The success of a company depends on its human resource to be achieved. Therefore, developing human resources strategy of a company helps achieve success of corporate strategy. Human resource strategy confers with corporate strategy for the purpose of developing goals that are complimentary for both the human resources as well as overall business. This means that, the achievement of the two strategies is complimentary. They are achieved together. 4. What are the different strategic HR management axes? There are two different axis of strategic HRM. An axis that runs from the strategic function to the tactical function that depends on the approach of the HR Function on its responsibilities. The other axis is the one that runs from the interventionary down to the non-interventionary depending on the degree with which the human resource department started being involved with their customers in line management. 5. What are the latest trends in Strategic HR management? The latest trends in strategic HR management are; organizational development, ethics, corporate soocial responsibility, employee health and safety, performance management, e-HRM, proactive recruitment, diversity management, employee relations and HR metrics. 6. What are the HR professionals’ key competences? The key competencies for HR professionals include; credible activist, strategic positioner, capability builder, change champion, human resource innovator and integrator and technology proponent 7. Why is it important to make regular Human Resource audits? According to Gross (2014), it is important to make regular human resource audits so as to review whether human resources policies, practices as well as procedures for the organisation are in compliance with the law as well as are in consistent with the corporate culture of the organization. 8. What are the elements of a job profile? The elements of a job profile include; task functions and responsibilities, performance standards, job-related skills, scope and limits of authority, management expectations and relationships.  9. What options a company has for finding candidates for recruiting? To find candidates for recruiting a company can use various options including; use of find job centers, try to understand the labor pool, posting a job, use social media, host job fairs, connect with local schools and training programs, connect to professional associations and hire a veteran. 10. Why does organizational culture matter? Eikenberry (2015) argue that, an organizational culture matter because of various reasons. A strong organizational culture brings many benefits to the organization including; attracts talent, it helps in retaining talent, it engages people, it creates energy as well as momentum, it changes the how work is viewed by people, it creates greater synergy and it makes everyone within the organization more successful. 11. What are the elements of organizational culture? The elements of culture are; values, programme purpose environment, rites and rituals, heroes, communication networks, norms, stories, Myths and Legends as well as organizational climate. 12. Why people are prone to resist change? According to Tanner (2015), people are prone to resist change due to various reasons including; loss of status or job security in the organization, non-reinforcing reward systems, surprise and fear of the unknown, peer pressure, climate of mistrust, organizational politics, fear of failure and lack of tact or poor timing. 13. What are the key success factors in change management? The key success factors in change management include; effective sponsorship, buy-in from front-line managers and employees, exceptional team, continuous and targeted communication and well planned and organized approach. 14. What types of innovations there are? The Northwestern Ontario Innovation Centre (2015) describe that, three types of innovation are available for an organuzation to choose and pursue including; incremental, transformational and breakthrough innovations. All innovations are good for an organisation but they require different processes so as to achieve success. Incremental innovation is the type of improvement that keeps a a company continue competing in the marketing. For example, improving the product of company. Transformational innovation is one that introduces a complete change for the organisation. For example a computer company requires transformational change every time there is a new innovation in the company in terms of new softwares and hardwares. A breakthrough innivation is one that lies between both incremental as well as transformational innovation. The innovating organisation requires change both in cultural and system support. For example, an oil company needs to use imroved oil products together with the use of new pump technology. 15. How HR function can support building innovative teams? Gratton & Erickson (2007) denote that, the HR function can support building innovative teams in an organisation by providing executive Support, investing in signature relationship practices, modeling collaborative behavior, creating a gift culture, having focused HR Practices, ensuring the requisite skills, supporting a sense of community and choosing rhe right team leaders. 16. How to motivate people in their work? Strategic human resource managers can motivate people in their work in many ways. Some of these ways include; asking people questions, involving them in discussions, communicating to them about the company goals and any anticipated change, appreciating their achievements, reprimanding them in private, building their strengths, helping them eliminate their weaknesses and delegating responsibilities to competent people who have the capacity of executing HR tasks. 17. What different leadership styles there are? There are different styles of leadership in organizations including; charismatic, innovative, command and control, laissez-Faire, pace setter, servant, situational and transformational leaderships. Charismatic leadership is one that the leader has influence on others through their power of personality. For example, Oprah Winfrey is a charismatic leader. An innovative leader is one who takes a grasp of the whole situation and is seen to go beyond the course of action which is usual. An innovative leader has the capacity to see what is not working and then brings new way of thinking as well as action in action. For example, Rivhard Brandson was an innovative leader. The command and control leadership is one who follows the rules as well as expects others to act the same. For example, Tom Coughlin was a command and contor leader. Laissez-Faire leadership is one who knows what is taking place but they are not involved in it directly. This types a leaders puts their trust in others in keeping their word. For example, Donna Karan was a Laissez-Faire leader. A pace setter leader is one who sets performance standards that are high for themselves as well as the group. For example Jeff Bezos the founder of Amazon was a pace setter leader. Servant leadership is one whereby the leader serves others first before they fullfil their interests. For example, Herb Kelleher who was the former CEO of Southwest Airlines was a servant leader. Situational leadership is one that creates a link between the behaviour and the readiness of the group. These types of leaders are directing, empowring, coaching as well as supportive. For example, Pat Summitt who was the former head coach of the women’s basket ball team at the University of Tennessee was a situational leader. A transformational leader is one who expects the teamt to transform even when the terms are not favourable. They usually count everyone to give their best an serves as a role model for all. For example, Ben Cohel and Jerry Greenfielg were transformational leaders who turned an invetsment worth $ 12,000 into a beloved international treat. 18. How to develop your leadership qualities? Strategic human resource managers can develop their leadership qualities in different ways such as; having a clear vision, knowing and utilizing their strengths and gifts, by being passionate, living in accordance with their morals and values, serving as a role model, setting definitive goals and follow concrete action plans, maintaining a positive attitude, improve communication skills, motivating others to greatness, by having the willingness to admit and learn from failures and weaknesses as well as continuing to educate and improving themselves. References Eikenberry, K. (2015). Seven Reasons Organizational Culture Matters. Inside Indiana Business. Grow Indiana Media Ventures. Gratton, L, & Erickson, T. (2007). Eight Ways to Build Collaborative Teams. Harvard Business Review. Gross, B. (2014). The Importance of Human Resources Audits. All Business. Reynolds, M. (2015). Operational HR Management Vs. Strategic HR Management. East Africa Data Center. Demand Media. Tanner, R. (2015). Organizational Change: 8 Reasons Why People Resist Change. Management is a Journey. Business Consulting Solutions LLC. The Northwestern Ontario Innovation Centre. (2015). Types of Innovation. Read More