Employment Practices and Business Strategy - Essay Example

Human Resource Management In an office place, there are certain instances when it is best to choose different people for the various jobs that are assigned in the working environment. This holds true for the rationale that a single person cannot and will not be able to do his work as well as the additional burden that is thrust upon him with zeal and enthusiasm. Hence the need of the hour is to understand that employees and workers need a manager to comprehend their shortcomings in the field of work and thus be assigned tasks and responsibilities in line with the same. The need for recruiting able and established staff is very much there since every organization or company for that matter wants to achieve efficiency and effectiveness when it comes to getting the things done in a quick manner. There are instances when employees have been known to prolong things just because they do not feel to be in the mood to do so. This is a definitive statement on the part of the employees that they were recruited wrongly at the time of their hiring and the organization did indeed make a mistake in choosing such a worker over other options that were available to it all over the world. It has been seen that at times, the top line personnel present in offices delegate jobs and assignments to their sub-ordinates without even thinking that the same might not be the correct manner and mode of action as to go about carrying out the tasks and responsibilities. They think that delegation would prosper a sense of getting more work within the sub-ordinates who themselves are pretty much occupied with their already assigned tasks and jobs. This is hence not the correct manner in which things should be done and hence a need has to be chalked out to ramify the very same problem. The best possible diversity that could be made in this regard is to appoint top line managers who understand the psyche of the people working under him or her or on the same level as his so that he or she can get a grasp as to what employees usually are best suited at and what they do not prefer under certain strenuous conditions in the office place environment. As a consequence, being able to do more work is definitely considered a plus and an added advantage for an employee but this should not, under any level, exceed his or her capabilities and skill sets. He or she must be assigned the amount of work which is proportionate with his or her pay, already set working conditions and more so the skills on the basis of which he or she was selected in the first place. Diversity therefore could be pinpointed in the area of managing these people well with the help of a manager who not only takes care of them but also acts as a person who is professional and knows how to get work done from his specialists, technicians and other sub-ordinates present at various levels within the very company. This manager thus not only plans their work that they have to carry out within a specific period of time but also organizes their routines, looks after them both from the company and the human perspectives, and not to forget his integration skills which are deemed so very necessary for involving people and their commitment towards their assigned tasks and jobs over a period of time. Lastly, he also measures their performance that they have done over this time period. This measurement tool goes against a number of managers in the work environment of present times as it is usually very difficult to get a hang of because employees feel that the managers were the one to guide them along and hence they should also be held accountable in cases of extreme failure where the burden only falls on the person who carried out a task or a job. This is pretty much true of the negative aspects related with managing people and treating them fairly. Thus the diverse workforce issue gets its base from the fact that people work as a team rather than working alone yet they perform their own respective tasks and duties in their own capacities within the office environment for which there is no direct or indirect connection as concerns the groups and teams that they are working under from time to time. The manager thus chalks out a plan to review each and every sub-ordinate’s performance and then allot him the potential duties which may or may not be linked to their strengths over a given period of time. Hence diversity certainly takes its roots from this scenario and employees feel somewhat at ease whilst carrying out their jobs and assigned tasks. The ramifications of the issue of diversifying work and making people accustomed to management tactics only helps the corporate ladder as much as the employees, specialists and top management themselves. Thus a clear understanding has to be the guiding force to tell one and all in this situation as to the rationale behind doing the same. The end result is achieving success for the company or the enterprise that they all strive to be a part of and not to forget their individual growth that will take them up the ladder of expansion and development over the years. However, on the flip side of the coin, falling short of this diversification within the organization can have poor employee morals as well as a work ethic that does not support progress within the company nor amongst the personnel present in different departments of the business and at the end of the day, everyone is on the losing end with no winners to take the center stage. Therefore, diversity in work and its related fields is the order of the day and must be supported by managers, top management and people who are in a position to bring about a change in the hierarchy of the business enterprise. A conflict within an organization can take place due to differing personalities of the employees or in their attitudes that lead in their linkage with each other. This could also happen due to their norms and behaviors which might not be liked by any one party (person) and thus lead to a conflict of thoughts, ideas, actions and eventual behaviors towards each other. There is a degree of power when we speak of the entrepreneur/owner/manager in terms of the organization over his subordinate or the employee who is working under him in a direct or an indirect capacity. Different conflict handling styles include avoidance of the conflict in the first place which will ensure that the two persons within the organization set up remain at peace and understand each other’s personalities. The second one is that of accommodating where each of these persons would accommodate the personality traits of each other and thus listen to one another. This can lead to understanding which can be reached between the two of them. The third conflict handling style encompasses collaboration which asks them to shed their differences and work in unison with a common goal, preferably of the company, in mind. The fourth conflict handling mannerism is that of compromising where each of these can just forgive and forget and thus move on for the betterment of each other’s relationship amongst the set up of the organization. The last one is forcing which can make matters even worse since it could even be of physical and at times verbal nature. This is the least desired of the five conflict handling measures. The comparisons and contrasts of business leadership and management provide benefits as well as drawbacks to the realms of any organization and it is for the betterment of the organization itself if it comprehends how the two processes mesh along with each other and work hand in hand to produce results, both from the short term perspective as well as in the long term. Talent management is not an easy job to start with. There are a lot of hurdles that stand in the way of success so that organizations can best achieve their mission and vision that have been set right at the onset. The goals are always in line with the set aims and objectives and for all these things to happen in the first place, it is of paramount importance to recruit the right kind of people – people who can deliver the goods when the going gets tough, and even when it is not that tough! Talent management looks at the aspects which discuss the recruitment of staff that can bring about a change in the day to day operations of the company and not only that but also deliver to their individual maximums. This means that there is tremendous room for improvement both from the individuals’ perspectives as well as from the company’s standpoint, since the company is the one which can benefit in the long run, in terms of revenues, increasing sales trends, changing (and positive) consumer recognition models and recall patterns and so on and so forth. The effective handling of staff ensures that their careers are developed in a proper and adequate manner and there is understanding between the corporations and their staff members. Talent management’s main task is to maintain the careers of the employees who have been enrolled on the active roster of an enterprise or a company and thus bolster their talents in the light of growing trends, changing circumstances and problems that might arise from time to time. As far as the aspect of recruitment and selection is concerned and whether or not the same benefits in one way or the other towards the diversity of the workplace is an interesting proposition to state in a mild way. The aspects of selection require stiff challenges on the part of the recruiters, the organization’s human resources department and top management since they need to make the right decision when it comes to employees coming from different professional backgrounds. There could be so many reasons behind a person’s leaving a job and coming to a new organization. He could state completely different reasons for doing the same but then again one cannot be sure as to what is right and what indeed is wrong when it comes to taking the final call of judgment. The reasons could be best ascertained by an able and competent human resources unit present within the organization so that it gives its very best for the positives that will eventually be gained by the organization itself. A more diverse workforce could only be encouraged when there are efforts made by the organization to incorporate certain policies which are in line with the ethical and moral code of workers regimes. This means that the workers must be considered human beings first and then they are assigned work in a manner which is manageable for them realistically as well as theoretically. Just getting the work done out of them is an exercise in futility since it would not reap rich dividends at the very end and there would be problems for the organizations left, right and center. This could be made applicable if the human rights policies are in line with the procedures as laid down in the companies’ act of the country. Interviewing has by far been one of the major success factors in recruiting and selection regimes in the modern day organizations. The reason it is hailed as a success lies in its results. The interviewer gauges the strengths and weaknesses of the candidate in a very open and direct manner. He finds out whether or not a candidate will be able to live up to the expectations of his bosses, the organizational norms and routines as well as any other reservations that the company has from the beginning. At times it becomes crystal clear within interviews that the candidates are not able to come out properly in terms of their replies and hence the interviewer decides it instantly whether or not to hire such an individual. However what should be understood is the fact that interviewing asks an interviewee to be nervous and thus the interviewer should give him some leeway as per the results of the interview. The nerve wrecking experience could turn into a pleasant one if the candidate understands that both he and his potential employer are human beings and that they understand each other’s emotions. It is only natural to think that way and having said that the interview process must become an easy ride, flowing with confidence from all angles and thus the result would be one of a successful one and nothing else. Managing change within an organization is one of the most significant aspects that come under its sound functioning regime. Only the companies which are able to come to terms with the new norms and practices are the ones that succeed not only in the short term but also in the longer scheme of things. This means that the company has to devise certain ways and means through which it can manage change, measure it and effectively counter the problems that come in its way all this while. The learning process, meanwhile on the part of the organization is immense since it finds out the exact mechanisms and procedures through which change is going to affect the employees’ and stakeholders’ relationship with the company’s central essence, which is the top management, making all the decisions that would eventually benefit the company in the long run. In the end, it is appropriate to suggest that proper and adequate recruitment and selection ensures that the business processes and management activities are carried out in a fine manner, a manner which will ensure sustainability of processes and activities which have been thus undertaken. Also it guarantees success to the well being of the employees and workers who expect growth and profitability to touch their feet and not only that but also the organizations start reaping rich dividends from these steps in all essence. Thus the anti-discrimination acts and effectiveness of diversity in workforce is absolutely in line with the ethical and moral codes as laid down in its charter. They are being followed duly and it is only that a few organizations and companies are abstaining from the set course of action that the whole blame game is laid on the overall fabric of organizations and companies which is surely untrue of the real picture at hand. One must understand the true realities and take them steadily with what the reality is like on ground and then analyze for the rights and wrongs so that the whole picture is seen from both the angles. All said and done, it is pertinent to understand that much good work is being carried out in the related ranks and the anti-discriminatory laws are set in the right direction to state as a matter of fact. Bibliography Cappelli, Peter. Employment Practices and Business Strategy. Oxford University Press, 1999 Cooper, Cary L. Reinventing Human Resources Management: Challenges and New Directions. Routledge, 2004 Sims, Ronald R. Organizational Success through Effective Human Resources Management. Quorum Books, 2002 Word Count: 2,513 Read More