Human Resource and Organizational Performance - Essay Example

Human Resource and Organizational Performance Introduction Most of the companies have recognized potentialfor their employees as the only source of their competitive advantage over other companies. Therefore, a relationship exist between the Human Resource (HR) practices and the company’s performances or organization performance. This article examines Human Resource practices impacts on a company and the organizational commitment and performance of the company through close examination of how HR department improves a company and what HR can do to help an organization succeed. How a strong HR department improves a company Human resource department in a company deals with motivating and developing people, recruiting, specialized support for employees in an organization, managing employees, and managing systems for the provision of proper regulatory compliance with human right standards and employment (Sims, 2013). HR therefore can improves a company performance through; increasing motivation and promoting positive attitudes among the employees, increasing employees abilities and skills, giving employees a vast responsibilities so that they can realize their potential and make full use of their abilities and skills. Moreover, through looking at the wellness/safety and health of the employees such as development of accident prevention strategies, substance and AIDS abuse policies, health and legal safety policies, and promotions and implementations of wellness programs, companies make its employees comfortable and work towards the achievement of the company goals and objective. For example, FedEx Corporation Company has made lots of strides through their Human Resource strategy where they developed a philosophy called people-service-profit (Bohlander & Snell, 2010). The fundamental belief from that philosophy was that excellent care of the employees yield excellent service to the company. FedEx offers regular feedback actions programs as well as annual survey to track employees’ relations. The above program provided resolution opportunities and permits problem assessment. The company also provided better ways of addressing problems so that the company employees could be kept balanced (Berger, 2011). Additionally, a strong Human Resource offers Training and development services to their employees to boost employees’ skills and knowledge in their job areas to international standards. This involves designs, evaluation, planning, and analysis of the best training programs for the employees to improve the company performance. For example, the HARMAN part of professional Division, which is AMX established technologies that simplified the world through critical and thorough training to their employees by the Human resource management. Laying off procedures and meticulous hiring practices were fully implemented by HR at AMX making it a leader in implementation of employees’ relations (Robinson, 2015). AMX provides clear and deep package training to the employees so that employs can provide the best output for the company. Furthermore, HR department that are skilled in computerized systems can use technology involved in data management, processes like recruiting and applicant tracking, carrying out staff surveys, use of payroll/integrated HR resource systems, reporting and analysis, management systems learning. Technology therefore, help HR to concentrate more on supporting the company objectives as well as handling of employees of the company. Human resource managers possess the knowledge and overview of processes and policies in organizational team. They advise on how the organization can meet its goals and objectives and are very influential in improving performance of the employees. HR managers strategically align the organization and ensure that the company realize its potential and remain profitable through good policies, coaching and influencing staffs, better strategy, organizational leadership development, advising managers. Strategically, they also ensure development and performance management, change management and recruitment, and employment relation. For example, the Alliance Boots GmbH company had struggled to strategize in employee engagement in order to excel. The company made great strides by HR in staffing more supportive managers, philanthropy promotions via outreach activities, ensuring stress-free working environment and colleague relations improvement (Mulero, 2010). For the entry level workers, the company did training and development and fully believed in vocational education as well as giving employees’ room for promotion over time. This made the company to advance greatly making it the first company to offer the formal certification for job within the community. Role of HR to Help an Organization Succeed Human resource department mission is to do recruitment, development, and management of the human resources in an organization to obtain an outstanding performance. For an organization to succeed, Human Resource managers must juggle functional differences of HR in internal environment of the organization as well as monitoring and keeping in mind the ongoing in the external environment of an organization (Bohlander & Snell, 2010). Below are therefore what HR can do to help an organization succeed. Recruitment and Selection Human Resource must ensure that when the need for employees’ recruitment a rises the right people must be selected to fill the job positions in the organization. When wrong people and underqualified persons are selected for the vacant post or created positions in the organization as a result of expansion of the organization, it becomes difficult for the organization to achieve its goals and objectives. Moreover, if over-qualified employees are recruited for the job, they may shortly quit the job after a period of time or even decline the offer. Therefore, the right people must be selected when the need for recruitment arises. This process would make sure that only individuals or candidates that are compatible with the company goals are recruited. There could be use of psychometric tests or even IO tests to ensure qualified, skilled, and knowledgeable persons are selected, that will make the organization succeed. Proper Reward and Remuneration Human resource managers should ensure that employees are equitably and adequately paid to make them able to survive and continue working for the organization. Other benefits should also be looked at to help motivate employees so that they become more productive as money is not the only reward. These extra benefits should range from financial incentives, pensions, and healthcare as well as rewards like job satisfaction and empowerment which are non-financial rewards. Employees have different needs and therefore Human Resource managers should ensure that they are properly remunerated since a fixed reward system cannot properly suits everyone. Some Organizations through human resource therefore offers flexible benefits to their employees such as driving lessons, flexible hours, pensions and child vouchers. Through flexible benefits, employees who may want childcare choose childcare vouchers as their reward whereas older employees or workers usually prefer company pensions. The above reward and remunerations and the fact that employees have the ability to choose their rewards makes them feel valued in the organization and this makes them willing to pay more and improves the performance of the organization. Planning, Retention and Resourcing Human Resource managers need to know the number of employees needed by the organization for it to achieve its goals. HR identifies where extra staff will be needed, the number that will be needed and at what time they will be needed. In a fluctuating business and organizations such as the hospitality sector and retail, this becomes very important. Planning therefore is a function of HR that’s very important and makes an organization to succeed and achieve its goals. Resourcing is the pool of available resources in an organization for the managers to utilize in order to fulfill the plans and achieve organizations objectives. Managers should be able to identify the skills level required and be able to identify the peak times of the organization. Staff retention is very important in an organization since recruiting new staff members is time consuming and an expensive process and therefore HR must ensure that staffs remains happy at their workplace. This shall make staffs to become more productive and more willing to remain working in the organization and this leads to organization success. Training and Development Human Resource need to train the employees for the organization to achieve the best result from them. Organization carries should carry out training to fill the gap that exist between knowledge and skills that employees possess at present and the knowledge and skills that the organization require them to have for them to be able to fulfill the set goals and objective of the organization. This equips employees with necessary skills and knowledge for them to be able to perform for the organization at the required standard. Whenever an employee is employed, they need to be trained, such as giving an induction programs to orientate them in the working methods and culture of the organization as well as for them to develop new skills for effective working in the organization. Development takes individual aspirations. Its constant learning by employees to enable them fulfil themselves in various careers which finally increases motivation and commitment. Developed workforce can easily accept change and they are more motivated and fulfilled and therefore shall work for the organization for success. Human resource managers must be able to know and recognize the employees aspiring to be in the managerial positions in the future as well as ensuring that engineers are well developed since the required skills in engineering areas are very different from the ones required in the management of the organization effectively. Employee relations Human resource should ensure that a healthy relation exist and is maintained amongst employees to ensure that they become a more productive workforce. In situation of conflicts and disputes arising amongst employees, HR managers should be able to assess the situation and manage it successfully to arrive at the outcome of a win-win result. Healthy relations should also exist between HR managers and other representatives of employees plus unions to maintain a stable working environment in the organization. HR therefore is fully responsible for coming up with code of conduct, drafting it and helping in its implementation. This is a key tool for ensuring cultural integration among the employees and to prevent unnecessary conflicts among them. It shows an organization commitment to environmentally and socially deal with conflicts in the organization since all employees of the organization are bound by the code of conduct. Conclusion Human resource functions in improving organization performance cannot be done in isolation of the wider view of the organization and the society where the company operates. There could be impact on functions implementation and design from external environment and therefore HR must understand developing changes in a wider perspective ranging from technology, economics, legislation, politics, external competition, government, and society and be able to effectively respond to the changes and manage them. HR must be able to respond to the new developments and current issues in order for the improved performance of the organization. With the increased need for skilled and knowledgeable workers, HR is at the forefront of the business strategy and they must diagnose the company or organization to ensure that it achieves its goals and objectives. References Berger, A. (2011). Case Study - FedEx Corporation: Strategic Management. Munich: GRIN Verlag GmbH. Bohlander, G. W., & Snell, S. (2010). Managing human resources. Mason, OH: South-Western Cengage Learning. Mulero, W. A. (2010). Strategic Human Resource Management and Organizationel Performance: Global Perspective inside Africa. Saarbrucken: LAP Lambert Academic Publishing. Robinson, M. P. (2015). AMX-30 family. Lublin: Kagero. Sims, R. R. (2013). Organizational success through effective human resources management. Westport, Ct: Quorum Books Read More