The role of human resource management from different perspectives
Subject Area:Human Resource Management
Analysis of the Human Resource Labor market 4 1. SWOT analysis 4 1. Development needs 5 Section two: Organization and management perspective 6 2. Leadership and organizational culture 6 2. Management/ leadership styles 7 2. Human resource department is one of the key departments in the management of any organization. It is thorough this department that an organization is staffed with the right kind of employees who help to transform the vision of the organization to reality. The objective of this paper therefore is to discuss the various functions in the Human Resource management area from the employee’s personal and managerial perspectives in the organization. Section one: Personal Perspective 1. Labor markets The labor market is a term that is used to refer to a market where the demand for labor has met the supply of labor.
This can be attributed to the Greece debt crisis where the country found itself being unable to meet all the debts it had thus became bankrupt. The International Monetary Fund (IMF) offered to bail out Greece (Karanikolos et al. p49). With the bailout, various sectors of the Greece economy such as Tourism and Hospitality industry are now rising back to the normal place and this has led to the decline in unemployment rates. Personal career goal I intend after finishing college I want to enhance my human resource management skills by enrolling in a professional certification course so that I can gain more experience in the human resource management field. SWOT analysis SWOT stands for Strengths Weaknesses Opportunities and Threats (Armstrong& Taylor 2014, p56).
It is an analysis tool that helps an individual to assess themselves in their careers in a bid to make themselves competitive in the workplaces. S stands for strengths. Strengths are those attributes of a person that makes them stand out amongst many people. The following are my strengths; I have strong academic qualifications in the human resource management filed as I have taken several short courses. p38). The following are my opportunities; I am currently a young person who has already identified the path that I want to take. This, therefore, is a chance for me to take more professional qualification courses. The human resource function is also growing and therefore this offers me a chance to practice my desire to be a consultant.
Threats are those factors in the external environment that pause a challenge to us in the path of achieving our dreams (Marchington et al. Consultancy involves being presented with large and big problems so as to find solutions to this problems. I, therefore, feel that this is an area that I must be able to improve on for me to conquer. Having identified my desired career and also my strengths and my weaknesses, threats and my opportunities I intend to make the best out of my strengths and reduce on my weaknesses. It is also my plan to create a network with mentors so as to be able to be mentored in the job. Section two: Organization and management perspective 2. The employees of that organization may feel that their culture allows them to report to their desk at a time later than the new policy requirement.
In any organization where leadership and organizational culture are working together, leadership takes the lead as it has more power to shape the direction of any certain organization more than any other element of the organization. It is through proper leadership that a new culture that will enable the organization to achieve its vision and goals can be set forth (Deming 2017 p26). The leadership of any organization is derived from the performance of that organization. For an organization to have a healthy organization culture it should settle for a healthy organizational leadership. There are different styles that a manager can employ in the organization so as to be able to achieve the desired outcomes the styles are as enumerated here: Classic styles, these styles describe the control that a manager gives to the subordinate staff that is below him in the organization.
For instance, a manager who uses a laissez-faire leadership style only does offer the little amount of direction to his subordinates and leaves them to do the other part by themselves. This is a style most fit for an environment where the staff is not only trained but they are well motivated. Contrary to laissez-faire, in autocratic the manager gives all instructions and gives less room for the employees to be able to make decisions on their own. In the participative style of leadership, the manager welcomes the subordinate to work in collaboration with him so as to achieve a certain goal. Here some styles include the commanding styles which involve the leader dishing out instructions to subordinates in a military manner.
Coaching style is another style here where a manager identifies a certain employee and nurtures them through offering directions so as to help them improve their performance. It is imperative that a manager is able to identify the perfect or the classic leadership style that fits best for his subordinates. It is also important that the manager is able to identify the needs and the behavioral traits of his employees. Failing to understand the employees only leads to disasters in the organization. Transformational leadership and management of change, therefore, go hand in hand. One of the greatest challenges that face transformational leaders in the management of change as they are at times unable to manage the change that comes along with transformation (Gatewood et al.
p40). It is of utmost importance to the manager implementing a transformation that they have the necessary skills required to solve the problems of change management. Transformational leadership is all about inspiring your juniors to be able to achieve the desired outcome. Technological advancements have had immense effects on the labor markets. The rise of technology and its application in manufacturing processes can be attributed to the shift in the labor markets. For instance, nowadays, where individuals used to work by transporting materials in a production chain, new machines have been introduced that are doing the same. Almost everything in a production chain can be done through machines. The role of human beings has been reduced to control function, Human labor has been left to only observe the performance of the machines and report on the anomalies.
Increasing employability skills help employees to reduce their chances of being laid down as those less employable employees are laid down first when factors in the external environment hit an industry negatively. Employability skills Employability skills are also referred to as soft skills. It is a combination of transferable skills and personal qualities and attributes which employers look for in a candidate when they set to hire them for any job position (Whyte, 2013 p59). It is also a set of those characteristics that a manager will look for in an employee so that they can ascertain that they can offer the expected outcome for that job position. Employability skills are not specific to any kind of job. Planning and organization skills are also another set of skills that employers look for in an individual while they set to employ them and they refer the ability of employees to be able to schedule activities and have them carried out.
Problem-solving; which is the ability of employees to be able to solve day to day activities without always having to refer to the top management. Lastly is the commercial awareness skills which refer to the extent to which an individual is aware and informed of the business activities happening in the outside world. Motivational theories The performance of employees in a certain job is highly dependent on the motivation that is placed upon that individual. There are many sources of motivation that makes an individual act the way they act. After conducting a study on account he came up with two factors namely; motivator factors which are factors that contribute to satisfaction and motivation of the employees. The second factor is the hygiene factors which are those factors that can make an employee dissatisfied if those factors are absent in that organization environment.
He also concluded that absence of motivator factors did not lead to dissatisfaction while the presence of hygiene factors did not directly contribute to the satisfaction of the employees (Reiche, 2016 p58). The third theory is the expectancy theory. According to this theory, employees choose how much effort they will put into a job based on the amount of outcome that they expect that it will be as a result of their effort (Reiche, 2016 p62). This function entails that the department first determines the staffing requirement of the organization and then take the necessary steps to meet the staffing requirements. The department does announce the vacant function and then fills those positions by interviewing interested candidates. The human resource department also does ensure that an organization is compliant with the labor laws of the country (Rao,2014 p26).
They do this by ensuring all labor standards are met and that the employees are given the basic salary as required by labor laws. Payroll and benefits is also another function of this department. The human resource department is also tasked with the role of ensuring that a compensation strategy of an organization is implemented perfectly. The better the compensation strategy the more attractive the organization will be and this, in turn, will make the organization to be able to attract more qualified employees. The Human Resources department is also tasked with the role of negotiating collective bargaining agreements on behalf of the organization after conducting performance appraisals for the employees. Training of employees is another vital role played the human resource department.
Training determines the performance of any employees of the organization (Rao,2014 p38). They should also have critical analysis skills so as to be able to point out any challenges that the employees might be facing in the organization. The following are the roles of human resource manager; Compensation and benefits, it is the role of the human resource manager to provide the policy and guidance that will guide the compensation and benefits schemes of the organization. Training and development is another role that is played by the human resource manager. It is the role of the human resource manager to oversee the process of assessing needs in the organization and thereafter make a determination of when training is due to the employees.
It is also the duty of the human resource manager to determine the kind of training that is required for a specific group of employees after an assessment is done on them (Storey,2014 p 50). In cases where employees feel motivated by their current job, they have good morale and this can be observed from the way they approach their job, in terms of their enhanced loyalty, and the ability to even work longer hours without being supervised. The morale of the employees towards their jobs can be directly linked to the output and the performance of that organization. Low morale can be observed by the decline of the productivity of the employees when other factors are held constant. Reduced morale in the organization leads to a decreased concentration in the job place and this, in turn, leads to poor customer service making customers to an organization shift to other organization (Swartout et al.
p40). Investing in employees in form of training and workshops to enhance their on the job training is another method that can be used to improve the morale of the staff as they know they have got the necessary skills. Managers also need to respectful towards their employees and they also need to use the participative style of leadership where all employees will feel motivated to do their job. Lastly, managers need to invest more time in understanding how their employees function. They should spend more time trying to understand them and this will help them know what kind of styles to use in the jobs. Conclusion It is evident that Human resource department plays an important role in the day to day performance of any organization.
Many theories have been proposed that explain the way in which employees in an organization think. Employees perceive and perform a job in relation to the way that job gives them returns or in relation to the motivating factors that are available in the organization. It is vital that the Human resource manager is able to understand the needs of the employees. This will help in coming up with policies that are favorable to the organization. It is also vital that the organization comes up with a strategy that will help the organization to effectively understand the needs so that they can formulate motivating factors so as to motivate the employees. and Thompson, A. Human resource management: a contemporary approach. Pearson Education.
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