Role of HR in Strategic Management and Job Analysis Impact on HR and Employee Life-cycle
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This report discusses the role of HR in strategic management, the impact of job analysis on HR and the employee life-cycle, the benefits of HR analytics, and the approach used by Cisco Systems in successful acquisitions.
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Table of Contents INTRODUCTION...........................................................................................................................1 MAIN BODY...................................................................................................................................1 HR role in strategic management................................................................................................1 Q2) Organisation focused towards people analytics to analytics for people..............................2 Case related to selected organisation.........................................................................................4 Q3) Job analysis and its impact on various components/area in human resource and employee life-cycle.....................................................................................................................................5 Areas that are utilised by HR to accomplish organisation goal and objective............................6 Q4) Human resource function deal with the period of stress during Covid-19..........................7 Social Media policies do you seem “Fit for Purpose” under current circumstances of Post Pandemic situation faced by Human Resource department........................................................7 Recommendations to deal with pandemic conditions.................................................................8 Q5) Diversity & Inclusion process and its benefits for the employee and the employer and forms of discrimination that can take place in the work place....................................................9 Q6) Larry Griener’s Model and it focus on realigning and refocusing about individual related objectives..................................................................................................................................11 CASE STUDY...........................................................................................................................12 Q7) Approach that Cisco Systems has used in its many successful acquisitions. What are some of the human resource practices that have made its acquisitions successful...................12 Human resource practices were used and obtain their evaluations of what was helpful or harmful......................................................................................................................................13 CONCLUSION..............................................................................................................................14 REFERENCES..............................................................................................................................15
INTRODUCTION The term human resource is an important asset for an organisation that leads management to accomplish company goal's and objectives in an organised manner through delegating right roles and responsibilities to engaged workforce. Individuals or person who are willing to trade their labour, time, knowledge and time to earning compensation for their efforts that also improve the organisation is known as human resource. This report is written from perspective of Debenhams which is a British multi-national retail organisation and it they operate franchise as well as department store in different locations of world. Moreover, this report highlights on people analytics as well as benefits that are obtained from HR analytics and the importance invention of GDPR(Albrecht and et. al., 2015). Job analysis and its impacts on various components of human resource and employee life-cycle will also included in this report. In the last, approach that are utilised by Cisco system for managing acquisition is also focused in the upcoming report. MAIN BODY HR role in strategic management To reach and achieve the business goals and objectives of an organisation management focus on an effective leaderships style. Strategic human resource undertakes the traditional humanresourceapproachthatencompassdifferentfunctionsrelatedwithrecruiting, interviewing, screening and hiring of employee's that works according to the organisational strategy for accomplishing company goals in an accurate manner. Human resource management is enhancing their business goals according to the number of events and it also lead business to develop better and productive results by arranging efforts of all engaged workforce in right direction. This is also used in completing organisational work that leads to accomplish longer results by engaging right workforce for company operations. This also governs right workforce leads management to undertake right individualswhich perform their work according to company skills and abilities. From the perspective of Debenhams HR perform an unique role in the retail sector organisation which leads management to achieve company goals through satisfying employees needs and wants(Aviso and et. al., 2017). This also refers HR perform an important role for achieving company goals in an organised manner because they recruit individuals according to company requirements and wants. Social worker, immigrant workers, 1
industrial expert, professional etc. that leads individuals to perform their work as per strategy and strike. This also define organisation attempt methods that is leading organisation to manage company workforce for accomplishing competitive-edge in market. With the globalisation impact it is analysed that most of the retail organisation are performing their work at global level. Similarly, Debenhams also complete their work at different locations it refers respective organisation is managing their departmental and franchise store in international market. Different considerations generate and create the market strategy which undertakes brand messaging, roadmap for sale process and business strategy that leads individuals to complete work in different departments. From perspective of Debenhams HR it is used in managing work according to right strategy of business and this also helps in shifting strategy for business(Boardman, Henninger and Zhu, 2020). The major support of organisation relates with constant focus on managing similar forces that manage changes in company to deal with people as per business decisions and strategy. Along with this culture change makes perspective that helps HR to make specific decisions to make information strategy that leads to navigate changes with proper align strategy. Q2) Organisation focused towards people analytics to analytics for people People analytics is defines as a deep data that drive and goal focused towards the method or ways for studying people or individual process, challenges and functions that elevate all systems to achieve sustainability in market. There are different task performed by the management of Debenhams which refers to manage the acceptance rates that makes analytics for people to become HR analytics. General data protection regulation is to impose and manage a uniform system related with data security and law. Debenhams also follow the regulations related with GDPR because it helps in managing laws across the entire European union. The term HR analytics is defined as a process that is used for collecting analysing HR data and information. This determines all the information which is related with organisation workforce performance and process is monitored and controlled by HR. There is an agreement take place in the month of April 2016 that helps to make data protective directive act and it is implemented in the month of may 2018 which helps to ensure the privacy and data related with consumer(Brewster and Hegewisch, 2017). For instance there is a requirement for transferring the consent of subjects helps to make longer process for company privacy. The measure initiative and strategies contribute for achieving company goals and objectives by managing engaged 2
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workforce efforts towards company goals and objectives. Example- if Debenhams face high employee turnover than it is difficult for company to perform their work in an organised manner. This also define employee's require more time period for reaching at productive level so the method of analytics for people leads selected organisation to plan and complete work according to future perspective. Benefits for HR analytics Human resource witness and adverse two major field and it include big data and hiring analytics. The methods of HR analytics for Debenhams manage benefits for employee's and employer both. Some key benefits for HR analytics is mention as follow: Improved decision making-HR analytics helps manager to make better decisions which are based on historical data. With the analysis of company it is easy to derive better candidatesbymonitoringperformanceoforganisationonregularbasis.Like,ten candidates apply for the job role in retail sector and four from them belong to retail background that is used in making the persons to work as per company strategy(Chang, Chang and Chen, 2017). This benefit both employer and employee's as improved decisionmakinghelpstocompleteallworkaccordingtoonlinedatabaseand applications. Reduced talent scarcity-Data-driven recruiting strategy provide the insight and depth information which leads to cast more accurate results. With the help of HR analytics this is easy to know the target position which is used in sorting recruitment process. Further, with understanding company aspect all persons undertake knowledge that makes talent acquisition process easy to make specific industry results. With undertaking benefits employees and employer are able to manage task according to organisational goals. So both parties complete their work by minimising challenges through completing work according to talent management. Process improvement-Debenhams perform and manage their work according to the expert that come-up with accurate pattern and statistics. Along with this organisation manage recruitmentprocess more quicker and effective. HR of the respective business understand company talent and it is used in managing process that makes benefits for employee's and employer more specific to complete all task with faster solutions. It also helps to make suitable results that make training for employee's. 3
Good training-Training is an important element for Debenhams and it is used in managing all task and operations with recruitment issue that process long term training for organisation. This is also used to deal with managerial chunks that helps Debenhams employee's and employer for completing their work or performing their role in an organisedmanner.HRanalyticssupportmanagertounderstandaboutemployees performance so it helps to overcome from gaps by performing work according to different training programs. Case related to selected organisation Debenhams is managing and performing their work in international market through operating different department and franchise store. This also refers that employee's require a large number of employee's to manage work at a such global level. But with the engagement of globalisation number of immigrant workers is also increased so management face a lot of changes in the organisation which are related with employee's. It also define company manage and complete their work with ensuring future viability of business(Charlesworth, Webster and McLocklin, 2014). One of the major issue that allow administrator to work with organisational objective that also save business to deal with going concern. One of the major issue which is related with selected organisation is the breach of contract related with employability results. This define that trading income is reduced for company that directly impacts on company profits. Recently, with the announcement of UK government there is a slight change in the ongoing price of workers wages with 4% that is stated in the law of worker. This is amended in the month of April 2019. Therefore, large organisation such as Debenhams face different challenges and one of them is breach of employment contract. It is because now management has to pay more wages that reduce profit for business of Debenhams. This also define company manage and control organisational work by deciding all business operations as per company law. So HR perform an important role to manage organisational work with right strategy in order to retain employee's for longer period at minimum amount(Chebbi and et. al., 2015). Another issue relates with individuals is the difference betweensalary and wagesof local and immigrant workers for similar work. This also demotivate the employee's so it is the responsibility of HR to ensure that there are no ethical practices is interrupt in workplace of Debenhams. 4
Q3) Job analysis and its impact on various components/area in human resource and employee life-cycle From the perspective of company it is analysed by the management that there are various task performed by employees of Debenhams. Most of them are focused towards the completing organisation task with the help of Job analysis process. It is the process for analysing and gathering the information about the content that is related with human requirements of jobs. This also includes the context or areas in which jobs are performed by management. This also define at the time of formulating and hiring better process of recruitment management is focused to complete their work with defining the pre-employment process. Impact on human resource Organisation structure and design-The term job analysis leads an organisation to manage and complete organisational work with accurate and organised methods that helps management to generate suitable changes among the organisational structure(Connell and et. al., 2019). Debenhams improve their structure through maintaining similar culture and structure as it engage employee's to complete work in an organised manner. Recruitmentand selection-The term recruitment provide the information about the job perspective so the human resource component of organisation is impacted because job entails about human characteristic as it makes job description and specification that helps management to complete their work as per delegates roles and responsibilities. So job analysis impact because individuals require only those aspect that manage and complete work as per company vacant seats. Performance appraisal-This is based on job requirements and it identify as per job analysis. It also refers Debenhams is able to improve their performance by offering right appraisal to right individuals(Cullinane and et. al., 2019). Further, as per retail organisation perspectiveperformanceappraisalalsobasedondifferentcharacteristicsuchemployee behaviour, job specification and description etc. human resource is impacted because this also define and decide employee recruitment. Employee life-cycle According to the model of employee life-cycle there are five different stages exists that visualise the engagement of employees as it engage better workforce for organisation. One of the ongoing relationship model consists about the framework that make longer strategy for each 5
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stage of organisation. It refers that excellent work process for recruitment helps in thinking about retention phase as it makes better and suitable option to deal with the employability issue. This define company experience about changes that makes journey about design and ideas related with employee experience. The case or issue which is related with employees of Debenhams are concerned about employee engagement as it is related with change rate in wages. On the other side, another issue which is related with organisation is the difference between work area, pay and culture of employee's(Friederiszick and Głowicka, 2016). The ELC model design and manage human resource by generating better customer experience that resembles about company value to retain long term employee's for improving organisational contribution towards the business. Areas that are utilised by HR to accomplish organisation goal and objective Human resource professional perform different roles among the organisation and the main function of Debenhams HR is to formulate better strategy that is focused towards recruiting and retaining employees for overseeing the projects as it promote company productivity. Along with this most of the human resources department control all operations for performing business as per company objectives and goals. Training and development-Human resource manage and complete organisational work by managing right training programs as it increase the quality of work. Most human resource also achieve company goals by improving the labour statics as it indicate that by enhancingemployeeskillsthereisaincreaseinindividualandorganisational performance. It results that effective workforce is able to complete organisational work in an accurate manner by providing training to employees as per company goal and objective. Employee acquisition-The human resource department of is responsible for managing overall workforce of Debenhams. As per the perspective of society for human resource management workforce retention and acquisition plays a vital role for accomplishing success in the company(Games, 2015). There are different task are also performed by management to manage and complete work as per employees areas. Project management-With the planning methods there are different task is performed by management that leads to conduct company project. The main motive of Debenhams is to achieve organisational goals and objectives that makes a project more successful. 6
Along with this project management recognise as a critical tool that helps HR to meet with strategic goals. It also helps in managing business project goals and objectives that retain individuals for assessing risk project of retail sector. With the mention three areas it is identified that employee's perform an important role and it is leading management to complete all work by organising company project as per retail sector. Along with this there are different task is performed by management and all this area are lead by human resource of Debenhams to complete all work as per business objectives and goals. Further, HR of respective organisation generate compliance management to deal with labour relationsthroughresolvingdisputewhichhelpsinmanagingworkbyprovidingequal opportunity to all workforce(Jabbour and de Sousa Jabbour, 2016). From perspective of Debenhams organisation follow ethical practices that helps in making proper coordination among employer and employees. Q4) Human resource function deal with the period of stress during Covid-19 Business leader are performing their work in a competitive world and after the start of problem related with pandemic conditions expand. Their is a need to deal with the changes by amending and formulating new strategy for business. Along with this COVID-19 situation is implemented by management in several years. Further, social media perform an important role as all persons are active on social media and by utilising it in right direction company associate instant implement of solution if it given by right authority. This is because it is the first time when whole world is at the situation of lock-down. Therefore, organisation also focuses on all perspective which manage about all task and organisation that makes better turn for leading the strategies that makes different circumstances as it focus on all aspects that provide right direction to all employee's. Social Media policies do you seem “Fit for Purpose” under current circumstances of Post Pandemic situation faced by Human Resource department Reintroduceorganisationandemployee'stocustomers-Atthetimeofcrisis, organisation are performing their work by providing right and organised importance with customers(Jackson, Schuler and Jiang, 2014). There are different task and operations makes about the changes that helps in appreciating about all propositions of society. It is also used to adopt changes which are utilised for completing work at global level specifically to manage and organisesocialstrategyaccordingtotheorganisationalperspective.Onlinesocialmedia 7
activitiesis the first strategy that come across with the motive of company brands by generating positive conversation about company product. This also refers company manage and complete its task with motive of managing its social strategy it also helps to manage all task with motive of organising their task as per global level(Kaehler and Grundei, 2019). On the other side, while managing personal journey and relationshipleads individualand company to manage or formulate strategy which helps to deal with pandemic situations. From the perspective of retail industry organisation acknowledge different challenges that helps to shift in a better position it also helps individual to catch customers by preparing shift which helps to survive for longer period. Question about strategy and organisation-One of the best motive for managing all work relates with the coronavirus by dealing with situation that are managed according to business perspective. With the change of climate, market and environment organisation emerge and manage about radical shifts that helps in formulating strategy which is useful for managing work according to existing market situation. Further, with the steps related with asking question about strategy and structure of Debenhams it is easy to change all perspective that help to addressriskbymodifyingsolutionsforbusiness.Socialmediastrategyforamending Debenhams strategy is to follow all steps according to global significance which is used to answer all questions by participating in organisation strategy. Recommendations to deal with pandemic conditions Retail sector is performing there work at global level and by managing or analysing different fields related with business sector helps to deal with all problems that manage work with the strategy which helps to deal with problems that are raised during the period of COVID- 19. In the present scenario, retail sector manage is the only area which is raised among the retail business(Kar, 2015). There are different task is managed by organising goals and objectives that helps in making perspective as it leads to analyse broad meetings that manage all task and information with considering private sector employees and its results. HR management perform an important role because employees are facing various challenges that are related with organisation sector and circumstances. Some recommendation for top authorities to deal with COVID-19 process are mention as follow: NHS- National health security plays an important role for organisation and it is used to ensure about all changes that are performing different task as it helps to meet with 8
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directors for adopting modifications by which management associate for the safety of individuals. This refers company manage all of its task by formulating application that track the number of patients which are tested positive for COVID-19. It is used in organising strategy which meet with organisational efforts. Better decision making- There are different questions related with retailers that exists across the global level and it is also used to face unique changes. In the historic period, the time of recession and other economic changes reduce the business sales and growth. But as per current situations government decisions official close all physical stores. So as per company recommendation management go for online decision making that helps in leading changes as per online decision which makes convenient shopping for individual(Kramar, 2014). Store management- Small or large retailers all are experiencing different challenges that generates situations which slow down the business. This also make the conditions which close the retail store and it also reduce and close person engagement for retail sector. Their are various task is managed that helps in making marketing as per social strategy. It is also used for closing the physical store that makes better perspective for working with the loyalty and engagement as per company brand. This is recommend to the management of Debenhams that helps to complete all task with more strength in pandemic situations. Q5) Diversity & Inclusion process and its benefits for the employee and the employer and forms of discrimination that can take place in the work place The term diversity within a workplace refers that business employees or employer monitor and understand different changes that are related with diversity. This also reflects on differentindividualsthatmakebetterperspectiveforsocietyanditsoperations.With determining the number of workers and their culture this is easy to offer similar opportunity to all individuals(Mali and Patil, 2016). On the other side, inclusion process refers to diversity that makes a better concept for work environment among which all individuals perform their work with similar number of opportunity. It is also used for contributing better success factor among organisational success. Benefits for employer 9
Highrevenue-Withunderstandaboutethicalpracticeofdiversityandinclusion departments of Debenhams which follow all rules generate or earn more revenue. Like, by reducing the revenue for business. This is also used in managingthe yield which helps for analysing system that helps in managing revenue for business(Mitchell, 2015). Debenhams manage its profits with diversity and inclusion process and it also helps to reduce the issue which is related with wages rate of employees. Strong and positive relationship-The recent study about diversity and inclusive process define that significant policy related with diversity of employees helps in making better corporation and coordination of employer by the workers or individuals who are engaged in functions and operations of Debenhams. Benefits to employee's Increase in productivity-When the employees face less number of issue in the workplace of Debenhams than they are more motivated for performing their role in an appropriate manner. Actually, employee's specifically immigrant workers also face differentchallengessuchasrace,religionandbackgrounddiscrimination.Soby implementing diversity and inclusion process it is easy to motivate all employees which also increase in productivity of business. Recruitment and retention-If organisation manage and complete their work it is used in managing and completing work according to innovation perspective. It also refers by explaining job roles at time of recruiting aids workers to retain for longer period. Moreover, employer ensure that diversity and inclusion process helps in managing and completing process according to the retail sector goals and objectives. Types of discrimination Age-With the age act it is identified that age discrimination in employment relates with employment activities and characteristic(Nevalainen, 2018). It is often target in making instance which offers about employers for making decisions as it helps to arrange stereotypes and preference that helps in making merit according to the number of applicants age. Example- Europe based retail sector depends on local department store which leads to perform all work in an organised manner. Race-In addition to protect number of individuals and its characteristic this is analysed by individuals that civil right act, 1964 is formulated for reducing the workplace 10
discrimination related with colour and race of person. Debenhams, Tesco and many other retail organisation promote individual who belong to local culture. Moreover, race discriminationinworkplacegenerateproblemssuchaslessimplementofethical practices. Q6) Larry Griener’s Model and it focus on realigning and refocusing about individual related objectives With the globalisation aspect number of companies is also increasing that are growing faster by enhancing there market area. It defines as the workload increase approach which helps to perform all task in organised manner also face different risk factors. Therefore, Greiner curve is an effective model that helps to think about crises which is experienced by individuals. From the perspective of Human resource manager of Debenhams it is analysed that by removing root cause management is able to deal with various problems of business(Nsiah, 2017). Some steps that was established or developed in the year 1972 relates with five different phase and this are used by Debenhams to manage their human resources towards business objectives. Growth through creativity-Entrepreneurs found the organisation that are useful for generating better products and it also helps to open different markets in an profit manner. The number of staff also generate informal communication which is used to complete workasperrewardsforlongerhours.Sobymotivatingindividualsorworkers individuals also perform work in a creative manner. Growth through direction-With the continues process management is focusing on all perspective that is used in making direction about financial reward that helps in making points such as benchmark that helps in growing business towards business objectives. Growth through delegation-Mid-level manager helps to make better results through managing different opportunity that is leading organisation for enhancing their market area as per company growth(Paillé and et. al., 2014). Moreover, this is also analysed by business that monitoring and controlling of employee work helps in managing work according to business objectives and goals. Coordination and monitoring- Growth continue increase and isolate all of their business units that are re-organised and it helps to formulate product according to service practices. This also refers by generating coordination among all persons it is easy to 11
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allocate all resources appropriately that helps to earn better returns on investment. It is also used in managing company work according to business objectives. Growth through collaboration-The formal phase that is related with organisation helps to generate better work performance as it increase the number of staff that helps in delivering all projects with better team work. With structured information Debenhams improve communication and it is also used to develop team-based structures. CASE STUDY Q7) Approach that Cisco Systems has used in its many successful acquisitions. What are some of the human resource practices that have made its acquisitions successful Almost each organisation plan for the acquisition to manage and perform operations by engaging all operations with other organisation. All the task and activities which is performed by the organisation leads to complete work by emerging objectives, operations and financial criteria which is used to manage all work as per organisational asset(Para-González, Jiménez-Jiménez and Martínez-Lorente, 2018). Cisco system also understand importance of their employees by adopting adequate human practices for making successful acquisition or merger between two companies. Moreover, before acquiring another organisation Cisco ensure the compatibility of their work culture, technical knowledge and human resource management to adjust all targets of employees. Along with this management take care that security of employees that no conflicts are generated after merge of both organisation. Some HR practices that are useful for successful acquisition is explained as follow: To utilise acquisition as the strategic weapon that enhance market share and also ensure the customer satisfaction level through matching individual requirements with organisationstrategy.Thisalsoreferscustomerssatisfactionandemployees productivity both are related with each other because satisfy employee perform their role with more efficiency(Prihandono, 2015). Targeting companies provides best and effective methods that fit by the CISCO management and this undertakes about all perspective which is used in managing company direction and culture according to the requirements and needs of both acquiring organisation. 12
With determining the success that is based according to the level of post purchase helps to retain and integrate about employee's and capital which is required for performing company operations in an organised manner. This also define change in organisation perspective helps to perform all work properly. Human resource practices were used and obtain their evaluations of what was helpful or harmful According to the Ellie Williams, 2017 all the activities which is performed by the management depends on strategy as it is related with company goals and operations. This also define organisation is managing all employees on constant basis. Along with this after making acquisition CISCO ensure that workers not face various changes among there workplace environment(Purce, 2014). This also define that job performance and job satisfaction complete and manage all of there task according to employers requirement. Complaints generates different problems for organisation and it is also used in managing all operations because employees of both business start to complain about each other due to difference in work methods. The performance of all co-workers is affected because of change in company rules and regulations related with human practice. With understanding the point of JOAN ELMORE, 2015, the effect of merger and acquisition on workforce morale is recognised as the business that is not handle by organisation on effective manner. This also define merger and acquisition divide the organisational work on two groups as it involve all organisation that make distinct changes among style and culture of organisation. Moreover, loyalty is gained by organisation through ensuring employee's that it is used to complete all work as per company growth. This also define HR staff of the organisation recognise and understand about number of employee's which increase company productivity and also helps to work as per opportunity which exist in workplace. Example- to get promotion and appraisal of jobs. The point view of Josh Hrala, define that the existing number of organisation and companies purchase and sale their product with rapid speed. With the analysis about techniques and methods related with merger and acquisition helps to complete merge process in an appropriate manner(Saghiri and et. al., 2017). Creation of new policies to guide all individuals for performing their work according to new strategy that helps in managing all work properly. Moreover, all HR practices helps to complete process of merger and acquisition in an appropriate manner. 13
CONCLUSION With the analysis of above report it is concluded that human resource management performs an important role for organisation and this helps engaged persons to manage all work according to the company goals and objectives. The importance of people also relates with analytics for engaged workforce. Moreover, different benefits are also obtained by understanding about important intervention related with general data protection regulation. For understanding business roles and work employee's perform their work as per JOB analysis. In the last, with the analysis of case study different approach for Cisco systems which is used in managing successful acquisition by reducing challenges of human resources. 14
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