Managing People: Strategic HRM and Risk Management Analysis

This report delves into the strategic role of Human Resource Management (HRM) in modern organizations, emphasizing its alignment with future goals and the need for adaptability to meet emerging opportunities. It examines the importance of managing human resources effectively to ensure organizational survival and growth. The report identifies various risks inherent in business operations, including strategic, financial, and operational risks, and proposes appropriate management strategies, such as outsourcing and flexible work patterns, to mitigate these risks. Furthermore, it explores the extent to which HRM is integral to overall managerial and supervisory professionalism, highlighting the distinctive contributions HR makes in terms of employee motivation, change management, and the fostering of a positive work environment. The report concludes by underscoring the significance of effective HRM in navigating organizational challenges and promoting long-term sustainability.

Managing People

Table of Contents
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
Strategic HR role in the organization of the future.....................................................................1
Various risk involved within the business and appropriate ways through which they can be
addressed and managed...............................................................................................................2
Extent to which HRM is the part of overall managerial and supervisory professionalism and
the extent to which HR have a distinctive contribution to make................................................3
CONCLUSION................................................................................................................................4
REFERENCES................................................................................................................................5

INTRODUCTION
With the advancement in the functioning of the organization, they adapt that change
which is suitable for the organization their business. Over the other hand, they Along with this,
they formulate the entire work structure to manage the work in an effectual way. Many
organizations adopt the strategic role to meet the opportunities which are present in the future.
To avail and meet the While availing and meeting opportunities, there are number of risks
involved into it which need to be addressed and managed in a proper form to help the
organization to function. To maintain the professionalism within the organization business entity,
the major resource that is Human resources are needed to be managed in an efficient way. The
HR is the major resource which Human resources also contribute to enhance the productivity of
the organization.
TASK 1
Strategic HR role in the organization of the for future
Human resources is the major resource are the essential assets that need to be managed
in an effective manner. The role of the strategic HR is to align the entire functioning of the
organization that deliberates towards the future goals. With the alignment of the strategies, the
change is brought up within the organization business entity to make it more competent to meet
the future opportunities. Through modification, the organization promises to bring
transformation and accelerate the overall performance of the entire business unit.
Mainly, the entire process is very complex as the mobility within the structure of the
organization and staff is the an important aspects to meet the change and manage it in an
appropriate form. However, managing people in a proper way helps the organization business
entity to survive over the larger duration (Alvesson and Willmott, 2002). The Strategic HR role
in the organization is very stringent as it helps to attain the goals which are associated with the
growth and development of the organization. Proper strategies are implemented to bring the
change within the organizational structure with the help of identifying the particular needs of the
employees in relation to the entire working. The work Work is allocated to fulfil the goals that
are ascertained to align the working of the employees so that it is being managed in an proper
form (Boxall and Purcell, 2011). For the purpose to manage the change, they frame up the entire
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portfolio to reform the working structure of the employees with the introduction of new
techniques and tactics. Thus ,Thus, the change can be implemented in an effective form.
With the advancement in the technology, the operational activities will be completed
within the sort span of time and the best will be delivered. This will help the organization to meet
up with the future opportunities which are present within the work structure. The entire Entire
functioning of the organization will be developed with the help of the strategic role of the human
resources HR which focuses over the effective utilization of the resources. With the adoption of
the proper strategies, organization would be able to retain the best staff as they have the ability to
adopt the change and accommodate their working as per the growth perspective. Organization
would be able to sustain for the longer duration of time as they will help to develop the career
and growth perspective for the individual (Collins and Smith, 2006). This will help them to
recognize their work at the workplace to meet the opportunities with the effective use of their
potentiality and the result is obtained in the form of meeting the future objectives of the
organization.
Various risk involved within the business and appropriate ways through which they can be
addressed and managed
Risk is the major factor which is associated with the entire working of the organization as
the huge workforce is being engaged to manage in an appropriate manner. Change is the an
essential factor that needs to be considered because the work process requires modification in
order to retain the employees for the longer duration of time (Sparrow, Brewster and Harris,
2004). Moreover, organization adopts various approaches to to implement the change within the
organizational structure but there are various risks which are associated with the business unit.
Entire working of the organization is influenced with the internal and the external risk which is
are associated with the businessand affects the entire working.
Strategic risk: As the entire Entire operations within the organization effect the working
of the human resources as the major risk is associated with the operations which are carried out
within the organization andas huge work force is employed to carry out the entire functioning.
(Price, 2007). The risk arises Such type of risk arises with the due to poor implementation of
the strategies which are framed up to to manage the working as per the modernization of the
tools and techniques associated with the work. The strategic risk Strategic risk can be overcome
by the organization with the help of the application of the using outsourcing techniques through
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which the work is can be carried out in an effective form manner (Hart and Milstein, 2003). As
the Further, work associated activities will can be managed in a proficient manner. Thus,
organization will able to attain the enhance profitability and enhance the potentiality of the
employees. This will help the organization to employ the experience work force to manage the
entire working. With the outsourcing of the work the private organizations will carry out the
operations in an effective manner. With this, the strategic risk will be handled in an appropriate
form.
Financial risk: With the implementation of the change, the major financial risk evolve
evolved within the work environment of the organization because huge capital investment
transactions are made to manage the change in order to enhance the work policies practices of
the employees (Sparrow, Brewster and Harris, 2004). As with the With the expansion of change,
the financial risk is generated and needs to be managed in a proper form. Thus, the If, such risk
is managed properly, then entire working of the organization does not get affected with the work
that is carried out within the organization. The financial risk is Financial risk can be managed
with the adoption of the modern techniques in order to reduce the cost which is incurred over the
entire work process.
Operational risk: The workforce Workforce comprises of the dynamic characteristics of
the employees to carry out the entire operations within the organization. But the huge risk is
With the characteristics, there is a major risk associated with it as the employees are very diverse
to perform the work within the new structure of the organization (Collins. and Clark, 2003).
Thus, the such type of operational risk can be handled in an effective manner with the help of
adopting the flexible work patterns for the employees to manage the entire working.
Organization can adopt the effective motivational tactics which helps in managing the work very
efficiently.
Extent to which HRM is the part of overall managerial and supervisory professionalism and as
well as the extent to which HR have a distinctive contribution to make
Human resource management is the an integral part of the organization which helps in
managing the entire work procedure of business that is related to employees of the system. With
the an effective management of the human resources, the there are some difficulties which are
encountered within the organization are and resolved with the proper supervision of the higher
authority as they guide the human resources to modify their work as per their work environment
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(Ulrich, 2013). The higher Higher level authority assigns the roles and responsibilities as per the
potential of the employees so that the professionalism is can be maintained within the work
environment of the organization. All the working procedures are carried out in ana smooth
manner that helps the organization to manage the work and prevent the loss which is associated
with the implementation of the change in order to modify the entire working and the enhance the
productivity of the employees will be enhanced.
With the an effective supervision, the employees are able to manage the work
appropriately as they adopt the stringent procedures and policies to carry out the operations
which are associated with their working within the organization (Chen and Huang, 2009).
Through effective human resource management, organization are is able to absorb the change
and accommodate the workforce to work in the an entirely new work atmosphere which is
adopted to manage the change for the purpose to acquire the growth and development
perspective. This will enhance the suitability of the organisation to manage the change in an
effective manner with the effective utilization of the ample amount of resources which are
available to meet the opportunities.
The contribution Contribution of the human resources is very dynamic as the entire work
procedures are formulated by them to manage the change so that the organization enhances the
sustainability it profitability aspect and carry carries out the entire process over the longer
duration of time (Bobinski, 2004). This will help the organization to grow by responding
towards the other perspectives which are associated with the various operations that are
performed to manage the change in an effective manner. All the perspective are measured in ana
proper form and employees are motivated to perform the work effectively within the proper form
so that they are able to acquire the higher productivity. Hence, with the flexibility in the work
process, the potential of the employees will be can be enhanced and it will make the organization
to meet the opportunities which ascertain the future growth.
CONCLUSION
With the adoption of the change as well as new technology, the entire work structure will
be modified. This will help the employees to enhance their entire working in an effective manner
by effectively dealing with the risks that are associated with the turnover of the employees within
the organization. The humanHuman resources are managed in an effective manner as all the
information related to the work is effectively utilized to meet the opportunities in an appropriate
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manner. As there There are lots of options that help to deal with the change and manage it
appropriately. Thus, the positive work culture will enhance the behaviorbehaviour of the
individuals with towards the assigned roles and responsibilities.
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REFERENCES
Books and Journals
Alvesson, M. and Willmott, H., 2002. Identity regulation as organizational control: Producing
the appropriate individual. Journal of management studies., 39(5)., pp.619-644.
Boxall, P. and Purcell, J., 2011. Strategy and human resource management. Palgrave Macmillan.
Chen, C.J. and Huang, J.W., 2009. Strategic human resource practices and innovation
performance—The mediating role of knowledge management capacity. Journal of
business research., 62(1)., pp.104-114.
Collins, C.J. and Clark, K.D., 2003. Strategic human resource practices, top management team
social networks, and firm performance: The role of human resource practices in creating
organizational competitive advantage. Academy of management Journal., 46(6)., pp.740-
751.
Collins, C.J. and Smith, K.G., 2006. Knowledge exchange and combination: The role of human
resource practices in the performance of high-technology firms. Academy of management
journal., 49(3)., pp.544-560.
Hart, S.L. and Milstein, M.B., 2003. Creating sustainable value. The Academy of Management
Real Racing 3 Executive., 17(2)., pp.56-67.
Price, A., 2007. Human resource management in a business context. Cengage Learning EMEA.
Sparrow, P., Brewster, C. and Harris, H., 2004. Globalizing human resource management.
Routledge.
Ulrich, D., 2013. Human resource champions: The next agenda for adding value and delivering
results. Harvard Business Press.
Online
Bobinski, D., 2004. The role of HR in strategic planning. [Online]. Available through: <
http://www.management-issues.com/opinion/1137/the-role-of-hr-in-strategic-planning/>.
[Accessed on 25th February, 2016].
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