Effective Management and HRM Practices for Organizational Success
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This report discusses effective management and leadership duties and responsibilities, and how HRM helps an organization to be successful. It covers HRM policies and procedures, employee satisfaction, and more.
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Table of Contents INTRODUCTION..........................................................................................................................3 MAIN BODY...................................................................................................................................3 TASK 1............................................................................................................................................3 What is effective management and leadership duties and responsibility...................................3 How HRM helps an organisation to be successful......................................................................4 CONCLUSION...............................................................................................................................8 REFERNCES:..................................................................................................................................9 Books and Journals:....................................................................................................................9 Online..........................................................................................................................................9
INTRODUCTION The report aims to deliver self reflection on the learned aspect in the area of management, Leadership and HRM. Human resource management refers to those practices which circulate in welfare of employees and key people of organisation. An HR manager is responsible for undertaking responsibility each employeesatisfaction in terms of payroll, salaries, incentives, conduct recruitment and trainings. Managing people require effective leadership traits that are necessarytoprepareemployeesaccordingtotheobjectiveoforganisation(Prasad,2020) (Anderson, 2017). This report is going to present effectiveness of HRM policies and procedures by undertaking various examples of organisation. Also, there will be evaluation of activities and responsibilities associated with effective management. MAIN BODY TASK 1 What is effective management and leadership duties and responsibility An effective management is allabout taking best decision which bind all employees, managers andleaders together. Management is all about planning the strategy for people, gathering resources and maintain control over them. I have analysed from this concept that, effective management is necessary for all the activities carries out in day to day life. As it synthesise and build the plans and capabilities to perform particular task (Myende, Samuel, and Pillay,2018). Hence, in people management, leaders and managers plays vital role to promote employee satisfaction which carries out smooth functioning. There are many responsibilities which must be fulfil by an effective leaders that are discussed below: Make time for employees:This strategy shows that,making time for employees will understand them in a better way. A leader must be a good listener to listen their thoughts, problem and ideas so that they will feel valued. It promotes effective management in which employees does not Crete chaos or disputes and maintain healthy environment. Two way communication:I analysed that, in many organisation managers believe in one way communication in which they present the thoughts and employees needs to accept it. But an effective manager and leaders will not so so. They must enable two wayinteraction in which employees give feedback and review to present clear thoughts. It will ascertain less time and clear the doubts instantly.
Conflict management:it is also a duty of leader to manage workplace conflict and provide effective solution to the problems. conflicts are theweakness of organisation which impact on their profitability and coordination (O’Donovan, 2019). Leaders must becalm and polite while engaging in disputes and analyse the actual problems to support rights decision. Set a vision:An effective leader is enough to manage a team. They are entitled with the responsibility to set a vision and regulate it among employees. Providing clear vision eliminate confusion andemployees will get prepare to perform job roles according to set targets. It helps them to work on right track. When they understand the job roles clearly, organisation success could not be missed. Inspire and motivate:the leaders must be inspirationalto influence others. An employees learn from their leaders as their behaviours, traits andinspirational personality motivate others to be the same.It is necessary to manage people by effective communication which make them motivated. An employees require positive inspiration to work with full capabilities. In order to make organisational change, all the responsibilities are essential for leaders to perform in this competitive market. Change is mandatory as per the society to fulfil their requirement.Therefore,leadershave to be supportiveand dedicatedto makeemployees understand how to cope up with changes(Reddy, and Lakshmikeerthi, 2019). As there are new technologies and new trends in market, organisationare required to make themcomfortable with the new environment and technologies. Therefore,leaders have to bepatient and calm while delivering information and guidance. It will formulate the strategies to carry out work activities and employees adopt what they have taught. It is the duty of leaders to make employee feel free to contact in any doubtful decisions and maintain a chain of command. How HRM helps an organisation to be successful Human resource management is crucial part for organisation. Business is working in a competitive market where technology is rapidly rising, arrival of new players and availability of many opportunities. These uncertain environment impact on employee retention and potential of organisation.aneffectiveHRMpoliciescontainsplanningforrecruitmentandselection, providing trainings and guidance, employee satisfy and keep performance records for future growth (What is HR management in an organisation, 2019).HRM management is important to
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increase employee engagement as it keeps the employee stick to the aims and objectivesof organisation.HRmanagersperformmanyfunctionsrelatedtohumanresource.These importance are defined below: Importance of HRM Quality of work life:HRM is the main function of organisation that ascertained quality of work life. As HR manage Is responsible to maintain healthy, clean and pleasant environment of working. Work quality matter allot in order to get desirable result in productivity and outcomes(McDonald, Fisher,and Connelly, 2017).There must be proper clean working environment that will not harm quality of employees living. New ideas:Good HRM practices will attract new employees and promote new ideas. The organisation will be beneficial to take innovate decisions. New ideas and unique solutions are necessary which will get through goodHRM practices. When employees enable participation they will surely indulge in giving new ideas for organisation success. Employee satisfaction:This practice isalso important in HRM practices. Workforce satisfaction is essential to retain employees for the long term within organisation. The more employee gets satisfied the more they will work hard to accomplish gaols. A satisfied employee will keep others motivated and understand what their team wants. Strategic management:Strategic decisions are vital for organisation. Asmanagement requires effective plans which would carry out work activities in systematic manner. Managers has their responsibility to make strategies appropriate for workplace in favour of organisational goals.Forexample,amanagercreatespoliciesregardingpayrollsandregulateno discrimination within organisation. These strategies helps inmanaging workplace in a better way. Recruitment:it is one the crucial function of HR manger in order to gain success of organisation. Employees efforts and their contribution are essential for achieving objectives. Therefore, the manger must look for employees with great skills and capabilities suitable for job required job role. Great employees promote great success in the competitive market. The managers needs to be aware about vacant position to fill enough positionsthat are required.It will minimise wastage of time and costin taking interviews and selection. Learning and development:An HR manager is responsible to make employees familiar with organisation objectives. Therefore, learning should be constant throughout all business
working. The leaders will analyse the capabilities of employees and guide them as per the need. It is necessary to conduct many learning and development programmes so that, employees will look atbuilding career within organisation. It is beneficial for company asemployees will acquire new knowledge that they have learned with their creative mind which is required by current business market. Compensation and benefits:A HR manager must formulate balance between giving compensation and regrading employees. They need to make sure about not creating and differentiation so that, others will feel equality andfair treatment(Akunda, Chen, and Gikiri, 2018). These compensations and rewards must be distribute in a fair way as per the performance and employee contribution. This will promote organisation success as employees will work even more hard than the normal capability. It is the major motivating drivers which attract employee engagement in taking risks and complexities to show their talent and present something different from others. Building employee relations:Maintaining relationsis one of the important factor for organisation. As team work is necessary to achieve goals and objective. So that, an effective managementwouldonlybepossiblewhenemployeesaremaintainingrelations.Social interaction and regular communication is necessary. So that, HRMpractices could develop this insight among them by conducting events, groups activities, games and parties. This will improve work relations and build trust and loyalty towards each of them. These are the crucial HRM practices which ascertain good growth of organisation. These practices build a confidence among employees as well as manager that both are performing their duties and responsibilities in a well manner. There are various importanceof HRM practices which lead to promote organisational growth atboth domestic and international level. The procedures involves strategic planning, implementing control, regular training and learning and enable fair treatment for all working in organisation. All the HRM practices must be compliance with companies laws and legal provision. As there are many rules regradingworking hours, minimum payroll, insurance policies, rewards and compensation, leave payrolls and many more. All must be assure by HR manager to keep the employees retain. An organisation maintain its well brand image with employees retention. The much they have high termination rate, the more organisation will face negative role into market. These practices are in the hands of HR manager to create a positive
workplace environment with utmost fairness and dignity.There are many HR polices that contribute in organisation success which are discussed below: Employee contracts:An HR manager is responsible to develop employee contractin which all the essential details like employees joining data, work position,salary and wages, leaves and all the information related to its job must be present. It is an official work document that act a proof of working in an organisation. It must be signed by both employee and employer to agree upon all the provision and information provided. Health and safety contracts:AS per UKprovision of laws, every organisation must provide health andsafetyinsurance to the employees. Itis necessary for attain workplace satisfaction for employees for which HR manger is responsible to provide compensation or claim for cause or miss happening(Singh, 2019). These policies are for limited period of time which helps employees to feel safe and secure while working. The main purpose behind these compensatory regulation is to promote employee welfare. As anything could be happened during working with heavy machinery and uncertainties arises. So that, employee would not have to bear the loss and organisation will provide immense support. Leave:An employee wants to work in organisation which provide all the benefits regrading leave. As there may be emergency andleave required, HR manager would enable a beneficial policy through which employees take leave without deducting salary. This is a great policy to keep them retained. Every organisation have different leave payroll as per the potential of company. But it is a mandatory policy that must be performed and looked by every HR manager. Employee benefits:There are many other benefits in respect of employee performance. Not every employee will be entitled for Itas it provide as per their contribution. HR manager must make fair policies regarding giving compensation so that, no employees feel disappointed and get fair value in return. These benefits could be rewards, incentives, compensation, holiday packages, bonus and many more. A manager could make employees motivated by giving these rewards through which new employees get attracted to be a part of organisation.
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CONCLUSION The report has concluded that, there aremany key roles and responsibilitiesperform by mangers and leaders. As they are both potential assets for company. They hold responsibility of making plans and implement it in practical circumstances. Therefore, all themanagement of peopledepends on how managers behave, act and response to employee problems. So that, the report has presented all the duties and roles of leader which must be there. Also, there are many importance of HRM policies like employee satisfaction, strategic management and many more. Policies and procedures are discussed which also a part of good HRM policies. It has analysed that there are many policies and factors that plays crucial part in managing people.
REFERNCES: Books and Journals: Akunda,D.,Chen,Z.andGikiri,S.N.,2018.RoleofHRMintalentretentionwith evidence.Journal of Management and Strategy,9(2), pp.8-19. Anderson,M.,2017.Transformationalleadershipineducation:Areviewofexisting literature.International Social Science Review,93(1), p.4. McDonald, K., Fisher, S. and Connelly, C.E., 2017. e-HRM systems in support of “smart” workforce management: An exploratory case study of system success. InElectronic HRM in the smart era. Emerald Publishing Limited. Myende, P.E., Samuel, M.A. and Pillay, A., 2018. Novice rural principals’ successful leadership practices in financial management: Multiple accountabilities.South African Journal of Education,38(2), pp.1-11. O’Donovan, D., 2019. HRM in the organization: An overview.Management Science, pp.75-110. Prasad, L.M., 2020.Principles and practice of management. Sultan Chand & Sons. Reddy, P.R. and Lakshmikeerthi, P., 2017. HR analytics-An effective evidence based HRM tool.International Journal of Business and Management Invention,6(7), pp.23-34. Singh, Y., 2019. Employee engagement as a contemporary issue in HRM. InManagement Techniques for Employee Engagement in Contemporary Organizations(pp. 20-45). IGI Global. Online WhatisHRmanagementinanorganisation,2019.[online]Availablethrough: <https://www.hrdconnect.com/2019/05/22/what-is-hr-management-in-an-organisation/>