Workforce Management Strategies and Organizational Strategies - Term Paper Example

Workforce Planning Report Table of Contents 0. Introduction 3 2.0. Background 4 3.0. Discussion 4 3 Relation between Workforce Management Strategies and Organizational Strategies 4 3.2. Importance of Alignment of Workforce Management Strategies and Organizational Strategies 5 3.3. Implications for Lack of Alignment amid Workforce Management Strategies and Organizational Strategies 5 3.4. Workforce Management Strategies and Its Resemblance with Workforce Plan 5 3.5. Workforce Management and Organizational Success 6 3.6. Key Workforce Management Issues Evident In the Organization 7 3.7. Integration of HR Policies and Its Importance 7 3.8. Workforce Management Strategies and HR Practices for Effective Management of Workforce 8 4.0. Findings & Conclusion 9 5.0. Recommendations 10 6.0. References 11 7.0. Bibliography 15 1.0. Introduction In the present day scenario, conducting business has become quite challenging owing to the existence of intense competition amid the companies. Since the level of competition is higher, companies in every sector have the need to operate effectively so that they could ensure better business results than that of their rivals to ensure utmost sustainability for the business. In this regard, the role of human resource management is quite vital to gain a competitive positioning for business (Gill, 2014). It is evident that human resource is among the major assets of any form of business and proper management of the same will certainly work towards accomplishment of the organizational goals. The term workforce management primarily refers to each and every approach of business units to build as well as manage a productive and efficient workforce (Calvert, 2004). The aspect of workforce management is one of the crucial parts of human resource management. Optimizing the performance of the workforce is one of the primary aims of workforce management in the present day business (Vance & Paik, 2006). It has been noted that workforce management includes activities such as employee salary and compensation, scheduling the work of employees and tracking the performance of the workforce on a continuous basis among others (Disselkamp, 2013). In this particular report, an audit will be conducted about the workforce management strategies as well as the practices of the ICT area of the immigration centre in Australia. Furthermore, key workforce related issue associated with their operations will be depicted. In addition, the report will also include recommendations for improvement in the workforce planning of the company. 2.0. Background As stated earlier, workforce planning or management refers to the approach of companies to manage the workforce in the most efficient and productive manner. The aspect of workforce planning is also prevalent in the operational domain of the immigration centre of Australia within the domain of ICT. It has been learnt that the operations of the organization include the requirement of highly skilled employees in the domain of accounting, finance as well as ICT to an extent. Contextually, their workforce planning primarily includes recruitment of efficient and skilled candidates from numerous domains of the society and likewise provides them with proper training and amenities to develop their skills to the next level. These aspects further work towards the development of the human resource in a better way. The organization i.e. immigration centre of Australia and its workforce planning primarily intends to use the human capital of the business to the optimum level (Government of Western Australia, 2011). 3.0. Discussion 3.1. Relation between Workforce Management Strategies and Organizational Strategies Workforce management mainly deals with the use of human resource of the business in the most efficient manner. However, it is vital to note that workforce management should be in line with the strategic goals of the business. This is because of the fact that proper workforce planning should be effective only when the concerned departments work and move on a particular path that can meet the goals of the overall business (Delery & Doty, 1996). In this context, workforce planning should be in alignment with organizational strategies so that the targets and objective of the business could be accomplished in an efficient manner (Youndt & et. al., 1996). 3.2. Importance of Alignment of Workforce Management Strategies and Organizational Strategies The workforce planning of any business must be in alignment with their corporate goals in order to ensure a proper balance with the business operations. When the workforce operates towards the accomplishment of a particular set of goals, they work with utmost motivation to attain the same (Huselid & et. al., 1997; Schuler & Jackson, 1987). In the presence of clearly defined goals, employees within a particular workforce ought to deliver more efficient results that can impact the overall business positively (Wright & McMahan, 1992). Thus, it is quite evident that proper management of workforce in alignment with the strategic goals of the business is indeed quite vital. 3.3. Implications for Lack of Alignment amid Workforce Management Strategies and Organizational Strategies Notably, in the absence of proper alignment amid workforce management and organizational strategies, the basic goals of the business could not be attained. This is because of the fact that lack of alignment between workforce planning and strategies of business impacts the collective accomplishment of organizational goals as well as human resource goals (Schroeder-Saulnier, 2014). It might also impact the motivation and engagement of the employees in the business operation. Moreover, the efficacy of the work delivered by the business will also be impacted in the absence of proper alignment between business strategies and workforce management (Oracle, 2014). 3.4. Workforce Management Strategies and Its Resemblance with Workforce Plan The workforce management strategy of the ICT area of the immigration centre in Australia is conducted in a systematic manner with the inclusion of proper workforce planning. The company employs people from different dimensions of the society to add diversification to the overall workforce. The organization primarily designs its workforce management plan for a period of around 5 years in alignment with the short term and long term goals of the company. The plan intends to eliminate all the challenges that the workforce might face while executing his/her roles and responsibilities in an efficient manner. The primary aim of the workforce management of this particular organization is to make sure the proper entrance of the immigrants along with settlement in Australia. The approach of the workplace management strategy of the company is to ensure a supportive and fair workplace environment for the human resource of the organization (Gupta & Galloway, 2003). The alignment of the workforce management strategies of the organization with the workforce plan can also be comprehended from the fact that with the proper workforce management strategies, the organization can be able to foster better work processes and practices (Armstrong, 2006). Within its operational approach towards workforce management, concerned authorities in the organization can also analyze any of the potential disadvantages of the policies for the employees. This particular aspect further ensures the well-being of the workforce as per workforce planning. 3.5. Workforce Management and Organizational Success Proper workforce management on the basis of workforce planning is a potential boost for the overall operations of business units. It has been learnt that in the present day scenario, efficient workforce management certainly leads to an improved operational efficiency. This is because of the fact that workforce management involves scheduling of the work for the employees, which further enable them to work systematically and accomplish organization goals efficiently. The approach also reduce staff turnover, which again impacts the operational efficacy positively (Cameron, 1994). Notably, workforce management also includes proper flow of information within the workplace which is again a positive aspect towards ensuring operational success (Cox & Blake, 1991). 3.6. Key Workforce Management Issues Evident In the Organization There are certain key issues that can be highlighted within the operations of the organization. This can be in the form of lack of consistency in the workforce management of the organization, complexity while managing a diversified workforce, difficulty in the process of navigating the employees in the workplace, complexity in comprehending the needs of the employees and aligning the approach of the employees with the targets of the organization among others (Director & et. al., 2013). The existence of such problems within the business can further be justified with the help of secondary studies relevant to human resource management in business. As per Melik (2007) all the issues associated with the employees in the workplace directly depict the inefficacy of the HR practices within the business. In the domain of workforce management, the role of strategic human resource practices is deemed to be quite crucial. Again, as per Assen & et. al. (2013), in the chaining context of the exterior business environment, companies intend to build a diversified and efficient workforce based upon the needs of the customers. However, the drawbacks associated with workplace diversity are quite challenging to handle as it directly affects the balance of the overall workplace and the workforce leading to negative business results (Assen & et. al., 2013). 3.7. Integration of HR Policies and Its Importance It is believed that each and every policies of HR are integrated or related to one another. Notably, some of the HR policies include recruitment, selection, employee training, employee motivation and employee retention among others. Contextually, the relation of HR policies in the ICT domain immigration centre of Australia are interrelated to another as functions like the motivation of employees and better compensation packages directly lead to better employee retention rate. Again delivering proper training will result in better motivation for the employees and hence their retention is deemed to be high. In this regard, Armstrong (2006) affirms that business integrations provide the utmost value for the overall business. For example, integration of HR policies such as employee development and performance management will result in better collective growth. Again, as per Poole (1999), better integration amid the HR policies of the organization will certainly result in better alignment of workforce with the strategy of the business and will also lead to better productivity of the workforce. Furthermore, as per Shen & et. al. (2009), the importance of the integration of HR policies within the business can be comprehended from the aspect that it directly results in better and optimum use of the organizational human resource. However, in the absence of HR integration such benefits will not be leveraged by business units. 3.8. Workforce Management Strategies and HR Practices for Effective Management of Workforce the effective management of the workforce is one of the prime objectives of business units to ensure accomplishment of organizational objectives relevant to productivity and operational efficacy. It has been noted within the operations of the ICT domain of the immigration centre in Australia that the organization is quite concerned about the wellbeing as well as work efficacy of employees in a collective manner. The organization believes in forming as well as managing a diversified workforce since it will depict the wider role of the business towards the community and the society. Furthermore, with the help of proper HR practices and workplace management, the top level management of the organization develops a positive work environment for the employees where they could be able to deliver work in alignment with the targets of the company. This aspect only enhances performances of the employees in the form of increased productivity, but it might also lead to better organizational performance collectively. Observably, the management of the organization is aware of the competitive environment of business and likewise they seek to get competitive advantages over the rivals in the domain of labor markets through acquiring an efficient set of workforce. These approaches of the organization towards human resource and workforce can further be explained with the help of theoretical studies. According to the study of Alroaia & et. al. (2013), alignment of workforce management and human resource practices will certainly lead towards better productivity and efficacy of the work delivered. Furthermore, this particular alignment can also enable companies to deal with a diversified workforce in a noteworthy manner. In similar regard, the study of Kossek & et. al. (2005) affirms that proper human resources practices along with efficient workforce management might further work towards enhancing the motivation and dedication of the employees towards their job role and responsibilities. This can assure the deliverance superior quality services from the end of the employees towards accomplishing the targets of the organization. 4.0. Findings & Conclusion From the above analysis of the facts and theoretical perception presented in the report, it can be stated that HR practices and workforce management are among the prime element of modern day business organization to ensure the effective deliverance of the services to the customers and to meet the targets of the business. Findings suggested that HR policies and workforce management are closely interrelated to one another and their integration ensure positive result for the overall business. Furthermore, it has also been found that there are certain workplace management issues that prevail in the workplace of the ICT domain of the immigration centre in Australia. These issues can further be mitigated with the help of the recommended measures that holds resemblance with the HR practices. Hence, it can be concluded that proper workforce planning is certainly the way to ensure better performance of employees in any sector in alignment with the goals of the organization. 5.0. Recommendations It can be recommended to the organization that in order to ensure proper workforce management, organizations needs to work with proper HR policies. The human resource domain of the company must needs to understand the needs of its employees to accomplish the collective goals. Moreover, the HR policies must provide benefits to both the employees as well as the employer. This will help in proper workforce planning and management. Continuous training must also be provided to the employees rather than on ad hoc basis so that they are constantly motivated and develops the ability and skills to meet the needs of the customers. Hence, these factors might help the company to improve its HR policies along with ensuring proper workforce management in the long run. 6.0. References Assen, M. V. & et. al., 2013. Key Management Models ePub eBook. Pearson UK. Armstrong, M., 2006. A Handbook of Human Resource Management Practice. Kogan Page Publishers. Alroaia, Y. K. & et. al., 2013. Affects Of Workforce Diversity On Human Resource Management A Theoretical Perspective. Academia, pp. 61-70. Armstrong, M., 2006. Human Resource Management Practice. Kogan Page Limited, pp. 1-957. Cameron, K. S., 1994. Strategies for Successful Organizational Downsizing. Human Resource Management, pp. 189-211. Cox, T. H. & Blake, S., 1991. Managing Cultural Diversity: Implications for Organizational Competitiveness. 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Managing Diversity through Human Resource Management: An International Perspective and Conceptual Framework. The International Journal of Human Resource Management, Vol. 20, No. 2, pp. 235–251. Schuler, R. S. & Jackson, S. E., 1987. Linking Competitive Strategies with Human Resource Management Practices. The Academy of Management, Vol. 1, No. 3, pp. 207-219. Schroeder-Saulnier, D., 2014. Organizational Effectiveness. Right Management, pp. 1-6. Vance, C. Paik. Y., 2006. Managing a Global Workforce: Challenges and Opportunities in International Human Resource Management. M.E. Sharpe. Wright, P. M. & McMahan, G. C., 1992. Theoretical Perspectives for Strategic Human Resource Management. Journal of Management, Vol. 18, No. 2, pp. 295-320. Youndt, M. A. & et. al., 1996. Human Resource Management, Manufacturing Strategy, and Firm Performance. The Academy of Management Journal, Vol. 39, No. 4, pp. 836-866. 7.0. Bibliography Rizwan, M. & et. a.l., No Date. 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