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Human Resource Management - Role and Priorities

   

Added on  2019-12-03

11 Pages3201 Words176 Views
Human ResourceManagement
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TABLE OF CONTENTSINTRODUCTION...........................................................................................................................1Assessing the role and priorities of the HR function..............................................................1Analyzing the different internal and external influences on HR functions............................3The changes and its impact on the structure of HR function.................................................5Recommendations..................................................................................................................6CONCLUSION................................................................................................................................6REFERENCES................................................................................................................................8
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INTRODUCTIONHuman resource management depicts the formal system that is developed for managingpeople within the businesses. The major responsibilities of human resources managers is staffing,employee compensation and designing work etc. Apart from this human resource departmenthave many other responsibilities of management to training and development of employees(Kaplan and Norton, 2005). This report is based on a case scenario of IKEA the largest furnitureretail chain in Netherlands. This report will outline the challenges and issues that facingmanagement of people and work and the applications of strategic HRM models and their theoriesand approaches. Moreover, this report will also cover impact of strategic approach to people inorganization. Strategic human resource is an approach to manage human resources whichsupports long term business objectives and outcomes within a strategic framework. Thecompetitive strategies in IKEA is a method by which the firm can attain competitive advantagein the retail market and HR strategies provide these competitive strategies a coordinated set ofactions which is integrated with organizational culture and systems that supports thesecompetitive strategies for achieving the goals and objectives. Furthermore, the cost reduction isthe procedure utilized by the firms to reduce costs and increase the profits. As per the companyservices and products, these strategies can be different. Fixed job description is a managementtool which clarifies the work functions and reporting relationships in the organization. However,the narrow job description provides constrictive information about the job in the organization.Assessing the role and priorities of the HR functionThe changing nature of work have changed the roles and priorities of the HR functions.The priorities of HR function in IKEA are as follows,Talent management: Human resource management is wide area that showcases thespecific strengths in critical issues like talent management and talent recruitment.Nevertheless, There is still more opportunities for improvement in workforce of IKEA.The improvement in employees performance hits the revenue and profitability of thefirms (Sirmon, Hitt and Ireland, 2007). Through talent management the HR departmentof IKEA can encourage and retain employees who are individually performing well in theorganization and completing the tasks by working efficiently in their respective area of1
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work. Apart from this retaining the talented employees in the organization is also a majorpriority of the HR functions. Learning and development: Further, The another major priority of HR function in IKEAis focusing on effective learning and development of the workforce. IKEA keepimproving their employees learning and development activities. The HR department ofIKEA not just provide training to their employees but also enables them for effectivelearning (Subramaniam and Youndt, 2005). Most of the people are well aware thatregular development of skills and knowledge is essential for improvement in capabilities.Thus, the HR professionals in cited firm focus on individual employee's learning anddevelopment. Moreover, development of global skills and competency is also a priority inHR functions. Thereby, the firm designs' training and development in these aspects.Diversity and work life balance: Furthermore, diversity and work life balance isnecessity of HR functions. In order to achieve the progressively varied and sophisticatedrequirements of the customers, IKEA provides a wide range of products with highervalue and innovation to their customers (Kaplan and Norton, 2005). These values andinnovations can only achieved through a changing work environment and differentperspectives and knowledge in work life. However, The HR functions of IKEA managethese diversities in organization by flexibility, wellness and by making positiveenvironment at workplace.Succession planning: Succession planning is procedure of identifying and developingthe employees with the potential to achieve the short term and long term goals of theorganization. Succession planning helps the HR department of IKEA in increasing theavailability of experienced and capable workforce in business (Storey, 2007). Thus, thesuccession planning is become one of the topmost priority of HR functions. The anotherreason HR managers of IKEA follows the succession planning is the changingenvironment of the businesses. Career development: Furthermore, Career development is a lifelong process of managinglearning, relaxation and transformation in order to move towards a personally discoveredand developing future of the individual employees. Through career development ofemployees in the organization the HR department designs and implements the varioustraining and development programs. The career development of the employees will also2
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