Effective HRM Policies, Leadership, and Organizational Transformation

This report delves into the critical role of Human Resource Management (HRM) in organizational success. It explores how effective HRM policies and procedures are implemented to manage people, secure competitive advantages, and drive organizational change. The report highlights the importance of HRM in recruiting, selecting, and developing employees, and emphasizes the significance of effective management and leadership, especially during organizational transitions. It outlines the functions of HRM, including managerial, operative, and advisory roles, and discusses the responsibilities of management and leadership in adapting to change. The report also emphasizes the importance of communication, training, and change management teams to ensure successful implementation of changes within an organization, offering insights into how leadership, effective management, and HRM policies collectively contribute to an organization's ability to adapt and thrive.

Managing People
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Contents
Introduction......................................................................................................................................3
Explanation of HRM policies and procedures are implemented to manage people successfully
and maintain competitive advantage...............................................................................................3
How HRM policies and procedures manage people successfully and maintain competitive
advantage.....................................................................................................................................4
Description of role and responsibilities associated with effective management and leadership.....6
Role and responsibilities of management and leadership during organizational change.............6
Conclusion.......................................................................................................................................8
References........................................................................................................................................9
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Introduction
Human Resource Management department is the most significant entity in organizations to
mange people effectively and smartly. Without an HRM department, organization cannot
manage and recruit its intellectual property. It is unable to secure a competitive advantage from
employees or professionals without HRM policies and procedures. By implementing them, HRM
manage people successfully and maintain competitive advantage in organizations. Effective
management and leadership are also important within organizations which are more relevant in
organization change. Academic conventions and reference sources is another essential discussion
in this regard. This study discussed implementation process of Human Resource Management
policies and procedures in the first section. Activities and responsibilities associated with
effective management and leadership are also illustrated clearly in the context of organizational
change. Finally, the report demonstrated academic conventions and reference sources in a
consistent pattern in line with the guidance provided.
Explanation of HRM policies and procedures are implemented to manage people
successfully and maintain competitive advantage
Human resource management policies and procedures are applied to manage people effectively
and maintain a competitive advantage within organization. It teaches management the way of
managing people strategically in order to make them business resources. HRM accomplish this
role by recruiting, selecting and hiring employees for organization. When human resource
management team hire employees, it emphasizes on special skills based on the company’s
current and future objectives. HRM also suggest and arrange different training and development
strategies for employees (Anwar, 2021).
HRM policies and procedures
The human resource policies and procedures of the firm give instructions on how one should
carry out his or her work responsibilities in the organization, as well as what he or she is
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permitted to and is not permitted to do in the organization. They also provide guidance to
employees on the actions that may and cannot be done by business employees, as well as on the
choices that can and cannot be taken by the firm's employees (Taiwo, 2020).
Functions of Human Resource Management (HRM) policies and procedures
The guidelines, rules or regulations that are maintained within a business organization to achieve
goas and objectives of the organization I called human resource management process and
procedure. Fundamental functions of HRM policies and procedure are – Firstly, it ensures a fair
and vindicated treat for employees in workplaces. Secondly, the Human Resource Management
policies and procedure consider personal circumstances of the employees working in the
business organization. These policies and procedure ensure a learning environment for
employees and professionals. Fourthly, the HR policies inspect and evaluate the performance by
employees and professionals. It also tries to make a balance between individual life and
organizational activities. For example, it tries to increase upgrade the satisfaction level of
employees by creating a safe, comfortable and friendly work environment within organization
(Alserhan & Shbail, 2020).
How HRM policies and procedures manage people successfully and maintain competitive
advantage
An organization needs HRM policies and procedure to meet the goals and objectives of the
organization effectively. Because these policies and procedure maintain a scientific process that
help organization to improve the performance of employees and professionals. More
importantly, these policies emphasize managing people of the organization and bring a
competitive advantage to the business organization. It describes the requiring and selecting
process of the business organization. At the same time, HRM policies and procedure also
describe the postelection rules and regulation effectively which help organization to improve the
performance of employees of organization (Cooke, 2020).
In terms of managing people, human resource management policies help organization to identify
the rules and regulation of the organization effectively and describe employee’s role
appropriately. At the same time, HRM policies and procedure illustrate the opportunities and
threats of the organization which help managers and leaders to mange people effortlessly.
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There are three major function of the HRM policies which basically mange people of any
organization fully. There functions include- Managerial Functions, Operative Functions, and
Advisory functions.
Figure 1: Human Resource Management functions.
Managerial Functions; planning and organizing
Managerial Functions includes planning and organizing people or employees of the organization.
Human resources management policies depict the work responsibilities, job descriptions
including job status of people. It demands requirement of new employees or selecting employees
from the existing professionals of the business organization. So, its mange people by selecting
recruiting, and organizing them in different groups of responsibility with clear job description
(Cherif, 2020).
Operative Functions
Human resource management also manage people by some operative functions. The agent
abilities are those tasks or responsibilities that are specifically assigned to the human resources or
staff office. These are concerned with the organization's workforce's employment, advancement,
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HRM
Managerial
Functions
Operative
Functions
Advisory
functions

compensation, integration, and upkeep. In this function, HRM policies and procedure concern
about development of employees; to do this HRM arrange different training and workshop for
people of the organization. To attract employees their responsibilities, these policies recognize
different compensation of them which motivate them to work cordially and effectively. Welfare
Activities, and working environment are great concern in this regard. Human resource
management try to ensure a comprehensive work environment in which people of that
organization feel comfortable to work and would face inequality within organization (Betts,
2020).
Thus, the HRM policies and procedure build a competitive advantage for organization that is
most important.
Figure 2: HRM policies and procedure.
Source: (Boskovska, 2020).
The preselection practices, selection practices, post-selection practices and some other factors
build a motivated and competence environment which make work related environment of the
organization. The total scenario creates a competitive advantage to the business organization as
mention in the diagram picture (Mulolli, 2020).
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Competitive
Advanatage
Pre-selection practices: HR
planning, Job analysis
Selection Practice:
Recruitment, Selection
Post Selection Practice:
Training, Compensation,
productivity management,.
External Factors: Work
justice, health safety issues
and others.
Result or consequences
Retention
Company Image
Competence
Motivation
Work related attitute

Description of role and responsibilities associated with effective management and
leadership
The stability of an organization is defined by how well it handles required changes (CR) in
response to end-user, technical, functional, or larger business needs. When new changes are
implemented inside your organization's operations and technologies, careful change management
helps reduce risk exposure and interruption. With change of the organization’s environment, the
role and responsibilities of the organization should be changed to cope with the situation.
Role and responsibilities of management and leadership during organizational change
Being a leader change management demands a great deal of culpability. Because of the checks,
balances, and hurdles that are intrinsic to the concept of change management, it is one of those
fields in which you are either damned if you do or damned if you don't do something. Because
there is so much of a human factor involved, there will be obstacles that will be impossible to
predict and overcome without creative thinking (McCarthy et al.,2021).
At the first consideration, management leaders should identity the changes and aligns of the
organization clearly which will help employees and themselves to recognize the exact situation
and alignment of the change. They should considerable and objective of organization in this
time. In other word, leaders need to recognize changes and justification of those changes within
organization. Secondly, Management leadership demands a communication strategy based on the
current situation of the organization. The communication plan will include a timeframe for how
the adjustment will be conveyed sequentially, key messaging, and the communication channels
and mediums that you intend to employ to communicate the transformation.
When you develop a changing strategy to implement, you need to adopt training regarding
changes so that the employees can do the work effectively. Without proper training and
knowledge, they can not accomplish their roles and responsibilities (Garets, 2021).
Change management Leader: Change management leaders have to deal with the real situation.
It is the responsibility of a change management leader to deal with people's resistance and
hesitation to change, as well as maintaining a professional distance while remaining
approachable and agreeable to the public. Being in touch with human nature is a difficult task.
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So, what are the functions and responsibilities that a leader in this profession must fulfill in order
for everything to come together.
A leader in this field must be able to communicate effectively with people from all of these
disciplines. Because of this, they should receive a thorough education in these fields prior to
entering the workforce. The first thing I highlighted, which is in direct competition with the
resistance factor, is solid analytical skills, which include defining the need for change, defining
the benefits of the change, and defining the problems that have been solved. With this
information, effective sales abilities can assist in enlisting individuals to support the cause rather
than allowing them to follow their natural impulse to oppose it. Following that, one of the most
important tasks that makes this such a difficult practice is dealing with individuals in a way that
motivates them while also pointing out their mistakes without alienating them. This is
exacerbated by the natural feeling of inadequacy that people may experience as a result of the
existence of a transformation effort (Njuho, 2020).
Change management Mangers: Managers can make significant contributions to effective
transformation or they can be a significant hindrance. Change management skills of managers
are frequently the decisive factor in how fast and completely a change is implemented by their
workforce. A change manager's function is crucial in ensuring that projects (change initiatives)
meet their objectives on time and within budget. This is accomplished by encouraging employee
acceptance and adoption of the change. This individual will be in charge of the human aspects of
change, which will involve changes to business processes, systems, and technology, as well as
changes to job roles and organizational structures, among other things (Anwar, 2021).
Change Management Team and Other Roles: To cope with the change, developing the change
management team is important. Because, leaders and mangers are not only stakeholder to the
change of the organization. There can change requestor, change implementor or owner, and also
change approver in the change management team. Everyone has their role in the changing
organization. For example, employees are the main part of the management team who will
implement the changes. Emergency Change Advisory Board is another important part of the total
change management. A change management is accountable for completing an extensive
investigation and assessment before deciding with the Change Advisory Board when an urgent
change process is launched. It is ensured by the presence of a specialist Emergency Change
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Advisory Board body that the Change Advisory Body possesses the necessary resources and
experience to make the best decision at the appropriate moment. The ECAB is responsible for
acts that are comparable to those of the CAB, but with a focus on emergency alterations rather
than routine modifications (Ali, 2021).
This group assesses the significance of the essential adjustment request and aids the project
manager throughout the process of evaluating the consequences and risks. Create the body after
you've finished establishing your change management strategy. Before reaching a final decision,
carefully consider the change request, risk analysis, and effect evaluation; then decide whether to
accept or reject an emergency change request. In addition, the board assesses the progress made
in changing the emergency management system (McCarthy et al., 2021).
Thus, activities and responsibilities associated with effective management and leadership in the
context of organizational change help organization to be changed. Leadership, effective
management play vital role in this process.
Conclusion
The human resource management department is the most important component of any
corporation because it is responsible for properly and intelligently managing the organization's
employees. The absence of a human resource management department makes it impossible for a
company to manage and recruit for intellectual property. It will be difficult to gain a competitive
advantage from its employees or knowledge if it does not follow human resource management
norms and methods. By putting them into practice, human resource management may effectively
implement people while maintaining an organization's competitive edge. Effective management
and leadership are also essential in businesses, particularly during times of transition. Academic
traditions and reference sources are equally important things to address in this situation, as they
are in many other contexts. The process of putting Human Resource Management policies and
procedures into effect was the subject of the first section of this study. In the context of
organizational change, the tasks and responsibilities of excellent management and leadership are
also prominently displayed and discussed.
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