Human Resources have never been more indispensable than today. The competitive forces that we face today will continue to face in the future demanding organizational excellence. In order to achieve this extended quality, organization’s need to focus on learning, quality development, teamwork, and re engineering. These factors are driven by the way organizations implement things and how employees are treated.
Answerd on May 2020 by
HR Helps in Dispensing Organizational Excellence: HR helps in delivering organizational excellence ,by designing an entirely new role and agenda that results in enriching the organization’s value to customers, investors and employees. This is carried out by helping line managers and senior mangers in moving planning from the conference room to the market place and by becoming an expert in the way work is organized and executed. HR is a representative of the employees and helps the organization in improving its capacity for change. HR helps the organizations in facing the competitive challenges such as globalization, profitability through growth, technology, intellectual capital, and other competitive challenges that the companies are facing while adjusting to uncontrollably challenging changes in business environment. The novel role of HR is to rapidly turn strategy into action; to manage processes intelligently and efficiently; to maximize employee contribution and commitment and to construct favorable conditions for flawless change.
Human Resource is a Strategy Partner: HR is a partner in strategy executions by propelling and directing serious discussions of how the company should be organized to carry out its strategy. Creating the conditions for this discussion involves four steps. First HR defines an organizational architecture by identifying the company’s way of doing business. Second, HR is held responsible for conducting an organizational audit. Third, HR as a strategic partner identifies methods for restoring the parts of the organizational architecture that need it. Fourth and finally, HR takes stock of its own work and set clear priorities. In the role as administrative experts HR has shed its traditional image and made sure all routine work for the company is done well.
HR Accountability is Fixed to Ensure Employee Commitment: HR is held accountable for ensuring that employees feel committed to the organization and contribute fully. They take responsibility for orienting and training line management about the importance of high employee morale and how to achieve it. The new HR is the voice of employees in management discussions. The new role for HR involves suggesting that more teams be used on some projects or that employees be given more control over their own work schedules.
The New HR has become a Change Agent: The new HR has become a change agent, which is building the organization’s capacity to embrace and capitalize on change. Even though they are not primarily responsible for executing change it is the duty of the HR manager to make sure that the organization carries out the changes framed for implementation.
Improves the Quality of HR: The most important thing that managerse do to drive the new mandate for HR is to improve the quality of the HR staff itself. Senior executives must get beyond the stereotypes of HR professionals as incompetent support staff and unleash HR’s full potential.
Benchmarking Tool is now Mastered by HR Professionals: HR professionals now master benchmarking, which is a tool for continuous improvement- directing the human side associated with the strategic path adopted by the organization. Through this, HR department has started appreciating the changes happening within and outside the environment while expanding the knowledge about how to add value to decision making at the highest level of the organization.
Aligning Human Resources to Better Meet Strategic Objectives: Too often organizations craft their strategy in a vacuum. Some organizations don’t even include key people during strategy formulation resulting in lacunae between the actual problems and the solutions implemented- as critical inputs are not sought from those individuals who are supposed to implement the new strategies. A past CEO of Sony once said that organizations have access to the same technology and the same information. The difference between any two organizations is the “people”- the human resource. Empowering the workforce is an essential tool for aligning human resources with the achievement of corporate objectives. It is the duty of HR manager to hire talented human resource and to provide them with a positive environment where they are able to utilize their skills and potentials and to create an environment in which these individuals are comfortable taking risks.
Promote From Within and Invest in Employees: Promoting employees from within sends a powerful message that the organization’s employees are valued. New blood and fresh ideas often come from newcomers to the organization. To avoid stagnation of the firm, new ideas and approaches are critical. Yet to improve employee morale, promoting individuals from within the organization is essential. This communicates that the organization values their employees and invests in their human resources.
Review the Recruitment and Selection Process: A key element of human resource planning is ensuring that the supply of appropriate employees (with the right skill mix) is on board when needed. This requires a proactive approach whereby the organization anticipates its needs well in advance. It is important to identify the competencies being sought. That is, the criteria upon which selection decisions are to be made should be decided in advance. A firm must identify those skill sets required by employees to be successful. Charles O’Reilly suggests that companies should hire for attitude (perhaps even more so than technical skills). That is, the fit of the individual with the values of the organization and the culture of the firm should also be considered when selecting employees. This has been referred to as the person- organization fit.It is no longer enough to simply consider the person’s fit (and technical skill set) with the job. Part of the employee’s fit with the organization should focus on the core values and beliefs of the organization. This will increase employees’ contributions to the overall success of the organization if they already embrace the core values of the organization prior to their selection.