Leadership and Human Resource Practice in SG Cowen Analysis Report

This report examines leadership and human resource (HR) practices within organizations, focusing on their impact on performance and change management. The report explores how effective HR practices, including strategic HRM and leadership development, contribute to better organiz...Read More

Leadership and Human Resource Practice in an Organization
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Table of Contents
Introduction......................................................................................................................................3
Human resource management changing the landscape and the value of strategic human
resource management in organizations........................................................................................3
Human resource management practices and how they inform debates about organizational
performance..............................................................................................................................4
Role of leaders in management change and the appropriate strategies to overcome
resistance to change
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Conclusion.......................................................................................................................................5
References........................................................................................................................................6

Introduction
Leadership and human resource management practices systems affect perceptions and,
interpretation of organizational realities, on how proper management leads to better economic
performance and leadership development. In SG Cowen, there are a number of benefits that can
be derived from human resource management, including leadership skills.
How Human resource management is changing the landscape and the value of strategic
human resource management in SG Cowen
World class and best-performing companies across the globe have exhibited proper human
resource management practice. They nature leaders from within their employees and grow them;
this makes these companies perform exemplarily outdoing their peers and other organizations in
the same industry, making them more profitable thus attracting potential investors (Abella,
2004).
These organizations have remained at the helm of top performing companies across the globe
because they use a collaborative structure to manage the human resources. The top management
employees work hand in hand with employees below them, blending the knowledge from all the
teams resulting successful solution. Instead, this makes them grow and the potential leaders are
identified based on their performance, this makes them get empowered and they move up the
chain in the organization. As it is said that leadership is talent during the collaboration telnets are
identified that becomes useful for both human resource management and leadership in the
organization (Andrews & Russell, 2012). These best practices and other positive improvements
must be checked on daily to help keep the organization afloat and provide leadership. This is
only possible when the employees in charge get motivated and have the relevant energy to drive
and make it an organizational culture.

Human resource management practices and how they inform debates about organizational
performance
Human resource management does not only ensure that the organization get the right individuals
at different levels, but also identify roles of these leaders and how their leadership is to benefit
others within and outside the organization (Desa, and Basu, 2013). In SG Cowen, leadership is
shaped by the organizational performance and it enables employees. For example, the
recruitment process is vigorously carried out which involves selection and interviews to ensure
the right candidate is hired.
The key role of human resource management is ensuring that SG Cowen has the right individuals
performing well in leadership roles at all levels. Most well-performing organizations are private
sectors because of the human resource management and leadership structures in place. This
means that they get reasonable compensations/payments making the employees effective unlike
those what is shown by others in public sectors, the sector also allows diverse leadership styles
and innovations that come from different employees thereby bringing effectiveness among them
(Potters, 2002). Finally, these organizations have in place proper quality management policies,
making them adopt international stands in all their production leading to the better result.
Role of leaders in managing change and the appropriate strategies to overcome resistance
to change
Change management in an organization is a one-day event, it is procedural and it aims at
enabling employees at all levels and organization to adjust to changes from both internal and
external environment (Miller, Biggart, &Newton, 2013). In SG Cowen, there are sometimes
when employees can resist certain changes, this may need proper handling procedure by the
management. Summary of some key leadership skills applied in SG Cowen include:

The following activities are insightful to help the organizations’ leaders such as SG Cowen to
manage change and put in place appropriate strategies to overcome resistance to change in a
given organization, they include staffing, which, involves the processes of identifying work
requirements within an organization (Lavy, 2013). All these are possible through strategies such
as on job training and allowing them to further their education and as well register for other
courses to diversification knowledge on how to handle the emerging trends in the organizations
and markets (Haasler, 2013). Another way is to use delegation authority by management in
which the employees will feel involved in the organizations’ activities making them own all that
is happening within and around them this may also work well for the administrators as pressure
is reduced for the top management (Bharathi, 2016). In addition conducive, healthy and safe
working environment has an impact too in that there are harmonious working relations between
employees and their seniors. Workplace is also maintained to standards that anyone feels safe
and wants to be around (Amuedo-Dorantes, & Pozo, 2004). All the employees that are
performing effectively are too retarded.
Conclusion
Leadership and human resource management are important tools in an organization and they go
hand in hand. It is important that every organization develop a clear and elaborate management
structure to ensure that all aspects that would see the organization succeed are enhanced. Every
leadership level comes with a unique trait that can be either learned on inborn. Managers are
therefore required to be proactive and in their behavior and actions. . As indicated in the case
study, SG Cowen has shown some elaborate leadership styles in the way they carry out their
activities in response to the welfare and management of employees. This is done right away from

selection to hiring processes. The processes involve rigorous methods to ensure that the right
person is hired.

References
Andrews & Russell. (2012). Human Resource management: strategy, evaluation, and impact.
Higher Education, Skills and Work-Based Learning, 2(1), pp.33-44.
Bharathi, A. (2016). Development of ideas. Higher Learning Research on Innovation, 6(4).
Haasler, S. (2013). Organizational management. International Journal of Training and
Development, 17(3), pp.233-243.
Lavy, I. (2013). Soft Skills – An Important Key for management in the "Shift to a Service-
Driven Economy" Era. International Journal of e-Education, e-Business, e-Management and e-
Learning.
Miller, L., Biggart, A., and Newton, B. (2013). Basic leadership skills. International Journal of
Training and Development, 17(3), pp.173-175.
Potters, E. (2002). Improving Skills and Innovations in the 21st Century. Industrial and Labor
Relations Review, 55(4), p.739.
Desa, G. and Basu, S. (2013). Optimization or Bricolage? Overcoming management Constraints
in Global Social Entrepreneurship. Strategic Entrepreneurship Journal, 7(1), pp.26-49.
Panagiotakopoulos, A. (2012). Development new ideas and skills in Greek higher education
institutions (HEIs). Higher Education, Skills and Work-Based Learning, 2(2), pp.141-150
Abella, M. (2004). The leadership skills in management. In D. Massey & Edward Taylor (Eds.),
International Migration: Prospects and policies in a global market (pp. 201 - 211). London:
Oxford University Press.
Adams, R. H. Jr. (2002). Precautionary saving from different sources of innovation: Evidence
from rural Pakistan (Policy Research Working Paper Report No. 2761). Washington, DC: World
Bank.

Amuedo-Dorantes, C., & Pozo, S. (2004). Workers' remittances and the innovation processes: A
paradox of gifts. World Development, 32(8), 1407 – 1417