Redesigning Role of Human Resource Management - Essay Example

Developing Plan for Redesigning Role of Human Resource Management AFFILIATION: Developing Plan forRedesigning Role of Human Resource Management Introduction The world of business and economics is changing and it is in the state of flux. The human resource of the organizations is under constant pressure to evolve into better and improved professionals in the modern era of the 21st century. The human development creates the backbone of organizational science in the recent years because the collective of intellects of all employees of the companies play some kind of role in creating corporate success in the long term perspective (Cooke & Saini, 2010). The greatest of all leaders, Steve Jobs once said that he considers his workforce as the true and ultimate source of competitive advantage. The job of managing the human resource lies on the shoulders of the relevant manager, and he or she had to operate under the shadow of strategic management, and he or she does not have any level of job autonomy. His or her hands are tied even in the process of doing his or her job. The entire organization influences the job of the human resource manager. The head of the department that is about to hire a new employee holds the key towards the successful completion of the process, and the human resource manager does the relevant paper work only. The manager does not get an opportunity to apply his or her knowledge while performing his or her job, and in this way, the organization often ends up with bad hires (Gupta & Banerjee, 2013). The human resource manager has to lose his or her job after the organization finds out that the recent hires are not good enough. The strategic managers point fingers in the direction of the poor fellow who played a nominal role in the whole process, and he or she has to pay the highest price of all. Current Role of Human Resource Management The dilemma exists because the organizations do not value the socialistic and communal characteristics of the employees, and the companies focus too much on the professional aspects of their personalities (Licht, 1983). The employees have to work in the group and team settings, and therefore, the companies have to play a gamble at the final stage of the hiring process because they do not know about the group and team skills of the persons. The human development is strong need of the world of consumerism, and the human resource has to work closely with the marketing and sales-force so that they can keep bringing in the new projects in a quick succession. The department of marketing and sales involves quite a significant amount of commitment in order to survive, and therefore, the human resource manager has to continuously motivate his or her marketers in order to give them energy to get through each day of their job with zeal and zest. The marketers and human resource managers have to resolve their differences so that they can work together in order to serve the bigger and important organizational goals and objectives. The key responsibility of human resource manager is to provide inspirational and leadership services even in the darkest times of all. Human capital will change the direction and destiny of the company, and they have to remain calm and composed all the time in order to do their jobs right. Teamwork and Group Dynamics The human resource manager will choose a person who is a team player over the one who is an isolated star, but every time, the organizations select the star player because he or she can do his or her job in an effective and efficient way. When he or she exposes to group dynamics of the organization then, his or her performance starts to shake down. The professional cord between the organization and the person breaks then, the company has to face increasing recruiting costs, and the human resource manager has to lose his or her organizational creditability and respect as well (Stein, 2007). The given scenario needs the role of human resource manager to be redefined and redesigned as well because the seat does not have sufficient political power in the organizational setup of both developed and developing parts of the world. The leading companies such as Apple, Microsoft, and Nokia are successful because they are housing the most powered HR departments in the world of business. The human resource manager does not only have to hire people, but he or she has the role of retaining them as well. The smaller companies do not have a vision to retain people, and they consider everyone replaceable in nature. The organizations do not die out when somebody leaves, but they suffer for limited period of time, and if the employees start to quit in great numbers then, the managers will not have anyone to manage at all. The human capital is the utmost essence of the organization, but they cannot operate at the peak efficiency without the provision of leadership services (Gilley, Gilley, & McMillan, 2009). The leaders are of two types. The first ones are strategic managers who are not well connected in the organizational structure of the companies. They second ones are departmental leaders, and they have to head the specific subunits of the organizations. Preventing Psychological Contract Breach The Human Resource Manager is the bridge that operates in order to keep the relationship of employees with the companies ongoing in order to create a profitable bondage amongst them as well. The human relations are based on the golden principle of social exchange, and therefore, they have to continue scratching each other’s backs in order to create the sense of reciprocity within the ties (Willmott, 1995). The organization operates as a whole, and it has a much larger size than that of its employees in their isolated nature, and because of this reason, the latter entity will have to play a powerful role in terms of keeping the employees happy and satisfied. The human resource management department does have to support the concerns of the employees, and at times, he or she has to act as an advocate for his or her workforce as well. The managers have to tolerate him or her in his or her role because if he or she can do the job properly and freely then, it would be beneficial for the entire organization. The marketing department keeps on fighting with the sales units, but the management thinks of that as a sign of healthy business, but in case of human resource, the staff does not have any right to raise any kind of voice whatsoever. The human resource departments are not doing their jobs properly because they operate in order to introduce humanistic values in a capitalistic business setup that is always looking to create profitability by preying on others’ abilities and competencies. The humanistic values have been applied by various organizations such as Yahoo, Hewlett-Packard, and Hyundai. That strategic measure served them well enough in the recent years, and therefore, one can infer that other organizations have to learn several different lessons from the success stories in this regard. The organizational survival depends on the power of entrepreneurial skills of the employees so there is no point in keeping the organizational structure and culture strict in the modern times because they have to develop teams at every hierarchical layer of the organization so that the possibility of errors and mistakes can be minimized to the least level possible. The teamwork will not allow any one person to face the blame, and each one of the managers will be the part of any ongoing project in the companies (Yousef, 2000). They have to make things right in order to save their own skin and pe professional dignity as well. Creating Alive Organizations There is the need to develop the climate of familism in the companies because this setting will aid the employees in developing close, but professional ties with one and other. However, the companies have to create a hall-like environment in the offices so that nobody can have too much privacy that they can use to sexually abuse or harass females. The management at the same time has to follow the regime of “open door” policy in order to promote frankness and freedom of communication in the employees. The human resource manager will be the ideal forbearer within the process of bringing the intended change in the organizations. However, they have to have proper freedom of doing their proper roles in the setups before letting others have the same gift for themselves as well. Additionally, the organizations have to apply emotional intelligence as a tool of hiring so that they can ascertain the level of one’s tendency to engage in the teams. On the other hand, human resource management is the ultimate source of corporate success in the current times, and its value is going to enhance with the passage of time because every operation is going to be conducted by the humans (Yan & Louis, 1999). The groups have transformed into the real and cemented focus of the organizational structure (Seeley, 1992), but those who do not have that kind of realization are operating with the outdated mindset that they are going to be effective by hiring star players when organizational dynamics are anteing their basic and fundamental belief. The hiring of human resource manager is going to be a tough decision as well. They have to choose a candidate who can have the uncanny ability and power of practicing leadership in the direst set of circumstances (Gilley, Gilley, & McMillan, 2009). The goal of organization is to keep the workforce motivated and committed all the time so that they maintain their ability to serve the organizational goal at all times (Cooke & Saini, 2010). The organizations have to integrate sense of life within their setups as well so that the employees can enjoy their jobs. The sense of life can only be added in the system, if there is a feeling of joy while people work together. The employees have certain types of expectations when they join a new workplace, and therefore, the organizations have to ensure that the employees do not experience sense of psychological contract breach during their professional engagement. Once humans have gone through the feeling of heartbreak then, the recovery process will be longitudinal in nature, and therefore, the employee will leave the organization at first legitimate opportunity in this regard. The former title of human resource management was human resource development (Licht, 1983). The older version conveyed the purpose of the department more suitably, but the recent change of the terminology disguised the true nature of work that HRM had to perform in the world of organizations. Future of HRM The current organizational setups do not permit the HR department to integrate within the system, and they think that human resources have to recruit and select people only. However, the human resource management has to integrate itself as deep as possible in the setup so that it can develop the power to influence every department along the way (Stein, 2007). The humanistic and optimistic values have created the core of the modern human resource management because a true leader will not consider his or her troops incapable of doing and achieving anything. He or she will always look to facilitate the job performance of the employees (Willmott, 1995). The managers manage the routine, but leaders do that with a vision. The military psychology argues that one must remain committed to his or her goals under all circumstances, and he or she must protect his or her team during a confrontation as well. Conclusion The world of corporatism has grown to be the ruthless form of battlefield because there is the element of competition in its very fabric. The leaders state that one needs to have the power to kill because that is what he or she needs to survive in the swilling arena of the job market. The employees have to be creative or hardworking in order to make their way into the world of professionalism. In the human resource development world, one does not have to mourn on personal losses because there is no time for that. One has to remain top of the game in order to pay the bills in the realm of business world. The human resource department has to kick in, and let the people relax a bit. They should not allow them to overexert themselves because they are humans after all, and they have human needs as well. the employees should be taken on the picnics and the organizations have to sponsor their trips to the theatre in order to make their life soothing and relaxing. The human developmental process can occur in a conducive environment, and HR department has to take a lead in this particular area. The integration of life and liveliness is the most urgent need that organizations are facing in prevalent times. References Cooke, F., & Saini, D. (2010). Diversity management in India: A study of organizations in different ownership forms and industrial sectors. Human Resource Management Vol 49 (1), 477–500. Gilley, A., Gilley, J., & McMillan, H. (2009). Organizational change: Motivation, communication, and leadership effectiveness. Performance Improvement Quarterly Vol 21 (4), 75–94. Gupta, R., & Banerjee, P. (2013). HRIS at Nissan: a new era in human resource management. 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Organizational commitment as a mediator of the relationship between Islamic work ethic and attitudes toward organizational change. Human Relations Vol 53 (4), 513-537. Read More