Human Resource Management Issues - Essay Example

Human Resource Management Issues (Institutional Affiliation) (Name of Student) (Date) Human Resource Management Issues Introduction The significance of organizational performance is fast increasing particularly in more competitive and dynamic markets. The effect of performance pointers is usually attained by human resources. Human resource management is paramount in objective realization and competition creation in any given organization. Understanding of employees’ expectations is likely to assist in achieving the expected behavioral standards among the works. The organizational approach to human resource issues is significant for employee perceptions and deterministic to organizational growth and development. As such, this retrospect paper creates an empirical literature which incorporates new data from personal experiences in shedding light on insights that influences the relationships between HRM environments and adverse workplace condition. It is suggested the workers subject to uncomfortable or hazardous working conditions have a higher propensity to separate themselves from the present employees voluntarily. In the present world the basic element that defines a firm’s strategy is its propensity to address issues that have been felt in the past. As a time where total quality is of paramount importance, efficiency can be realized through the effective utilization of the human resources. As being a competitive market creation day by day it is significantly difficult to create a firm’s sustainable growth. Human Resource Issue at the US Ministry of Defense HRM Issue: Adverse Work Place Condition As evidenced by several researches carried out in different organizations, human resource management plays a strategic role on an organization’s development apex as sources of sustainable advantage in competition (. The impression created by a human resource management team in regard to the surrounding environment defines the route to success. The relationship between the United States ministry of defense and the surrounding environment proves the existence of lack of a correlation with the immediate neighbors who are the citizens that they are supposed to serve. The relationship between an organization and its surrounding environment is of significance to the organization (Morgan, 2014). According to the environmental theory, an organization has to utilize the surrounding environment and respond to it through changes in the inside layout and the systems of management. Thus power- distance and uncertainty have to be dealt with (Hatch, 2013). The human resource management has to display action in such cases yet the contrary is the case at the US ministry of defense. Personal Work Experience The general determinant of the experience of an individual at any particular organization is generally the human resource management team who are the key players in establishing a good rapport for the organization (Ulrich et al., 2012, pp. 35). For an individual to enjoy working in any given place, the surrounding environment must be favorable to create the general feeling of peace. Working around the military is always a challenge and in order for a successful experience to be attained in such conditions, the relationship between the military organization and their immediate surroundings should provide favorable conditions for a good working experience(Evers, 2012, pp. 50). My experience at the US ministry of defense illustrated a lack of a well interlinked connection between it and its surrounding environs. According to the model of decentralized partnership, an organization such as the ministry of defense of the United States that is accorded international affiliation needs to enter into relations with local organizations such as the town police forces in order to join efforts and perform effective duties that will benefit the common citizen (Martens, 2011, pp 33). There exists sincere support in such a partnership that drives to continuous development. If the Us ministry of defense partners with the local police forces, the local departments will gain experience and the necessary skills and prowess to deal with the issues pertaining security and other legalities (Guest , 2012, pp. 21). Yet the same organization tendered to ignore the role that such local authorities would play in nation building and considered themselves as the top most individuals in the defense of the country and no inferior officials and or panels would provide significant information and advice that would be of meaningful significance. According to (Eikeland et al., 2012, pp. 44), decentralization of power would be of great use on the journey towards devolution. Most of the organizations that prefer English as the language for use such as the World Vision and Oxfam have distributed their services in the local areas and such a practice helps both in employment creation for the local people as well increasing capacity building among the locals. The United States ministry of defense least utilizes the locally available resources that can be obtained from the immediate surrounding but rather distance themselves from such individuals. For instance the surrounding environment possesses a large number of technological experts who could help them in crime cases (Borg, 2011,pp.45). Such skills continue to be wasted yet the officials from the defense ministry could utilize them for their competitive advantage in tracking down victims and monitoring crime scenes and individuals who are likely to pose a danger to the security of the country. The relationship between an organization and the customers who visit it in order to acquire services that they need is significant for an organizational set up (Alvesson, 2012, pp. 34). Treatment of every customer’s needs with the kind of urgency and significant that they demand can establish a good rapport for the organization as the customers leave the place knowing that their issues were well- handled and they obtained maximum satisfaction from the responses they were given. Such a case gives the organization a good profile and establishes good relationships with the surrounding environment (Society of Human Resources Management, 2012, pp. 17). Failure to provide the customers with the kind of feedback they expect can cause them to leave the organization with negative views that may ruin the profile of the organization. For instance I experienced a scenario at the US ministry of defense where a civilian arrived with claims that an intruder had penetrated into their house and threatened to kill the whole family but one of the family members managed to escape and rushed to report the matter to the nearest authorities but she was ignored with claims that that was meant to scare them and it was nothing serious (Dionysiou, 2013, pp.40). The most disturbing thing that ran through my mind was what would happen if the family was murdered yet the authorities had the opportunity to prevent such an ill act from happening. I therefore had to confront the official in charge to treat the matter with the kind of urgency it demanded and not focus on baseless assumptions. How Similar Instances should be handled in the future Dealing with human life and cases related to it demands a lot of care and urgency. Neglecting duty by officers of the law on matters that they swore to protect is a violation of the human life and therefore every matter has to be handled with equal significance and urgency in order to avoid reckless incidences that it was in the power of a sensible human being to prevent from occurring yet they let the same happen (Hallgren, 2012). Dealing with incidences such as the one above in the future requires the efforts of the leadership and management of an organization to teach their employees on how to respond to issues with the respective necessities (Pascal, 2012, pp.33). According to human resource management, structural leadership is significant in evaluation of issues that are presented by customers who would love to enjoy the services that they offer. Competency among employees should be the evaluation factor in determination of work capability and ability among the employees. Therefore, the Human Resource Management at the US ministry of defense should encourage competency among employees in order to motivate them to effectively carry out their duties (Stacy, 2012).This may be done through promising promotions to the employees in order to motivate them to carry out their duties well to earn the promotions that translate to increased salaries and better titles. In addition, such instances can be dealt with in the future by the management having to do away with employees who display lack of determination to conduct their duties and treatment of matters with less urgency as well as making baseless assumptions that may end up ruining the general image of the organization and its perceptions by the surrounding environment that plays a significant role (Senge et al., 2013,pp 50). Reflections on developments Change is an inevitable characteristic in an organizational framework. The choice to embrace change is always the right path towards organizational development (Sandberg, 2011). This calls upon both the management and the employees to join forces in the move to realize better outcomes in terms of service delivery and managerial operations (Smallbone et al., 2012, pp. 33). In order for the desired change to be attained, some legislation has to be established to make improvements in the general organizational framework (Vaara, 2012, pp. 23). Rules and regulations regarding employee performances need to be established as evidenced by the US ministry of defense that set up legislation to deal with incompetent workers. In recent news highlights, the ministry declared that all its employees would be monitored and evaluated on performance basis in order to determine the uncooperative employees and relieve them from duty as they would be showing their incapability to carry out the duties that they were assigned. My attitude towards US Ministry of Defense in adverse working condition of its employees is the organization repeating of similar mistakes, rather than to learn from the previous history. In my opinion, repeating of similar mistakes imbalance the readiness of the Ministry of Defense hence undermining the organization ability to protect the interest of US and the international community. Personally I presume that the ministry lacks natural constituencies and that the poor readiness is due to the current declining defense budget on combat readiness for the defense forces (Dunn, 2013). In my study I realized that in Human Resource Management, having effective personnel, availability of equipments and training dimensions of the forces creates a good working environment for the employees. As such, implementing defined personnel of high quality, well trained and motivated modify my attitude to admire the US Ministry of defense. The personnel need to make the military career look attractive through enough salary, good quality of life for the employees, the retirement benefits and provision of healthcare services. This will enable the ministry to recruit sufficient number of citizens with the required motivation, physically fit and mental capabilities that enables the newly recruits to perform well in complex assigned tasks under the austere and the adverse working conditions. Additionally, my attitude towards adverse working condition in US Ministry of Defense the organization is still likely to face crisis. This is due to my study that the Human Resource Management has separated the functionality of personnel, procurement and the operation activities. Separation of personnel, procurement and operation activities pose difficulties in assessing on how to improve on the adverse working conditions especially on the resources (US Office of Personnel Management, 2013). Conclusively, according to research conducted regarding the Eighth Quadrennial review of military compensation, a review was made on military human resource management theory and a conclusion was made that no single HRM system will meet the varying needs of the diversified US ministry of Defense (Keltner, 2014). From such a finding, it is easily justifiable that the current problems experienced within the Ministry of Defense under the HRM cannot be easily solved to meet the expected goals. Personally from my study, I recommend that the US Ministry of Defense needs to structure a contingency approach. This implies that the designed contingency approach needs to be based on the current organization HRM systems hence matching all the HRM systems to the identified strategic organization objectives to meet the military adverse working conditions (Patrichi, 2013). As such, the organization can embrace either the Military Human Resource management or the Special Force Human Resource Management. Borrowing of the alternatives from the corporate world, the US Ministry of Defense which is currently known as a volunteer force, will improve on the adverse working conditions especially on aspects like rewards, flexibility and the organization culture (Florida Tech, 2016). It is evident therefore that HRM is indispensible in any aspect, given its consolidation in MOD’s case. I believe that future understanding and comprehension on HRM will further my application on case scenarios. References Alvesson, M., & Spicer, A. (2012). A Stupidity-Based Theory of Organizations. Journal of Management Studies, 49(7): 1194—1220. Borg, I., Groenen, P. J. F., Jehn, K. A., Bilsky, W., & Schwartz, S. H. (2011). Embedding the Dionysiou, D. D. & Tsoukas, H. (2013). Understanding the (Re)Creation of Routines from Within: A Symbolic Interactionist Perspective. 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