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Effective People Management for Organizational Growth

   

Added on  2020-04-07

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Running head: HUMAN RESOURCE MANAGEMENTStrategizing International HRM (Student details)
Effective People Management for Organizational Growth_1

HUMAN RESOURCE MANAGEMENT1Introduction It is a prerequisite of any human resource manager to treat the organisation’s employees ina manner that the human resources feel as if they are designated in a respectable workenvironment. It has been experienced in the corporate organisations, that the personnelemployed are a creation of the motivation they receive from the external environment. Ifthe positive motivation is provided, the consequences on the behaviour of the employeeswill be desirable. Alternatively, there is a negative impact on the behaviour of employees ifthere is poor management with respect to motivation provided to them. Same is thescenario when the question is about managing the human resources internationally(Heathfield, 2016). However, every strategy framed and executed is beyond the scope ofgeographical boundaries of the country (Vance and Paik, 2015). Internationally, the activitiescarried out are broader in concept and research keeping the cultural differences in mindwhich vary according to the country.In the global and competitive environment most of the corporate organisations areexpanding its activities beyond the national boundaries, which mean they are globalising. Itis more or less similar to the management of human resources domestically; however theissues dealing with the aspects of employees of a company are handled in an internationalperspective (Doz, Evans and Laurent, 1989). If we consider the processes involved, thenidentification of human personnel as to sourcing and procurement, efficiently placing andstaffing them, training and developing them, and holding them to contribute in reducing theorganisation’s employee turnover strategy are handled in a wider scope. This means thatthe framework of policies related to the personnel of the company must be supportive toStudent details
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HUMAN RESOURCE MANAGEMENT2the organisation’s strategy. This indicates that the policies mutually contribute to thecompany’s plans. Reinforcement of HRM policies in coordination with firm’s strategyThe main area of focus is upon developing the elements of the corporate strategy related tohuman resource of the firm in such a way that it contributes to the organisation’sperformance. There are indicators which help in achieving the gap between the aspectsdealing to manage the personnel of the firm and the organisation’s objectives (Harzing,2014). If the performance of the organisation is kept in mind while executing the policies tomanage the work force, then there is continuity achieved in facing the competitiveconditions in the external environment. There are some key areas which indicate theorganisation’s objectives and aims for e.g. increasing the share in the market, reduction inthe costs incurred in administrative and operational activities, introducing innovation,achieving the sales and increasing the productivity of the company etc. (Miller and Gordon,2014). Now, attaining mutual coordination between the workforce management in amanner so that the employees contribute to accomplish the firm’s key strategies and targetsis known as strategic management of human resource. Being an HR manager this is a veryprime area of concern because; the complexity when the company globalizes and becomeoperational internationally increases. There are changes experienced due to highcompetition with respect to the advancement of cultural aspects and information systems.If there is responsibility taken up by the people in the firm for attaining a good performancelevel for improving the processes of the business continuously and there is equilibriumbetween the individual goals of workforce and the firm’s performance then the organisationhas desired consequences (Festing, 2013). The aspects dealt in management of people toStudent details
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HUMAN RESOURCE MANAGEMENT3get the result in company’s performance in a desired way are the satisfaction level ofemployees, the support system from management to them and realising the motivation andbehaviour capabilities of the people etc. It is not only a question to approximate the twoorganisational and corporate strategy of people’s management, it is also important toidentify the methodology the HR manager follows it practically to achieve it. Therefore,issues related to the aspects like determining whether the adaptability of the strategy tomanage employee resources and firm’s performance objectives are theoretical or practicalwill be addressed through this discussion. Also, observation will be made whether theorganisations practice this in reality. In addition, the advantages of practices will berecognised to know the result of these strategies on the overall performance. Challenges encountered to identify the practicalityThere is a difficulty in formulating the HR policies to manage the workforce due to diversityand globalized employees. There are ‘n’ number of opportunities and challenges whilerecruiting the people of diverse culture, different in gender, age and education as theorganisation operates in an international environment. It is experienced that there isshortage in either filling the required role with proper skills or there is a shortageexperienced in terms of youth employees. An Organisation seeks workforce globally so thatthey get a good combination of the age and skill for a particular role. This helps them to gainefficiency in the market. To cover this shortage, there is a tendency to employ olderworkforce so that their work experience match with respect to skills required is achieved.This has posed another challenge being an HR of the company, which is creating healthcarebenefits and flexibility in the schedule of the company especially if the work demands morephysical work (Machado, 2015). This is eliminated by practicing flexibility in number ofStudent details
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