Asentities have continued to change how they do their business, so havehuman resource departments adjusted their roles to suitorganizational demands. This department plays a critical role inshaping the direction in which an entity is heading as it is chargedwith the responsibility of sourcing for the right people that willpropel a business venture towards success as their mandate is themanagement of employees in any entity(Trost, 2015).This role covers the ability of this department to be able to sourcefor labor by identifying the right people and talent, which entailsadvertising for positions in a company, employing them andefficiently manning them to deliver to expectation. Moreover, thisdepartment as it is responsible for handling employees’ issues, ithas to plan for future objectives and ventures by daily clarifyingand setting day to day goals for an entity. Evidence support thathuman aspect of resources in an entity attributes to a greaterpercentage of organizational values(Trost, 2015).Thus, it is important that the leadership and the workings of thisdepartment are carried out effectively as a failure in itsresponsibilities can render an organization obsolete.
Therefore,poor management of employees and the recruitment process can resultin falling apart of even the greatest companies known to humanity.This is because human resource department is tasked with theresponsibility of bringing out the best out of staff to the successof a business. However, due to the emergence of technology, it hasbecome possible for companies to have a relationship with customerswithout even physically interacting with clients and especially inmany organizations that have specialized in online business. Thisdoes not mean that the role of employees has been diminished as theyare tasked with the responsibility of communicating with customers toclarify issues and provide feedback to concerns raised by clients.Nevertheless, the organization should also adjust itself to takeadvantage of the reduction in operational costs to increase itsrevenues as a result of the adoption of technology, which makes workeasier(Josh, 2015).
Roleof Human Resource Department in an Organization
Forinstance, in a company like , it is important that humanresource department plans the organization`s future engagementsadequately. This ensures that the employees in a corporation aresufficient to increase value to the organization. Therefore, must ensure that workers are not too many to avoid high operationalcosts without any gain(Lin, Sanders, Sun, Shipton, & Mooi, 2015).Also, it should ensure that the number is also not inadequate toavoid overworking its resources and poor motivation due to fatigue(Alkahtani, 2015).Consequently, the department must efficiently plan the organization’svision and mission to be ingrained in every activity that it carriesout. It should be incorporated in culture as a corporatestrategy in their recruitment process, compensation system, andleadership.
Moreover, should have an effective human resource department thatcritically and in a considerable manner employs competent and themost skillful individuals from the many applicants that showinterest. Just like fishing, the kind of fish one gets determines themeal he/she will have. Therefore, the human resourcemanagement should evaluate the ability of each applicant in relationto what the company needs as it also keenly looks out to grab newideas about the organization from the people showing interest to workin it. Moreover, while sourcing for people, should be able toclearly distribute personnel to right job positions depending on thecharacteristics displayed during the recruitment process. This isbecause if the function is appropriately done, will be on itspath to success as its mandate will be effective and efficientlycarried out making it easy to achieve departmental and entity’sobjectives and goals(Hee, Kyoung, & Hyung, 2013).
Consequently,after hiring, there is a need to maintain the workers. This can beachieved through various motivational approaches such as theapplication of the reward system components. It is the responsibilityof the human resource department to frequently evaluate theperformance of its employees and reward or compensate themappropriately for their actions. This has been supported by researchas an effective method of motivating employees within an entity tokeep up with their good performance(Delaney& Huselid, 1996).Depending on the choice a company wants to adopt, it can motivate itsemployees through promotion, holiday offers, salary increment, end ofyear bonuses, equities, career development programs, awards, andprovision of flexible working hours(Alkahtani, 2015).If these incentives are well incorporated in ’s rewardsystem, they will go a great mile in ensuring that employees aresatisfied and thus lead to good staff retention rates, whichincreases stability in an entity as employees become loyal and feellike an integral part of it.
Leadershipand Employee Development
For to properly have in place an efficient recruitment process andcompensation system, there is a need for excellent leadership. Thisensures that the operations of this department are clearly carriedout without delay. A good leader knows that having the rightemployees is not and end, but a process and thus, he/she will tryhis/her best to improve their inefficiencies through careerdevelopment programs such as training among others(Donoghue & Welch, 2016).Currently, businesses have greatly been affected by the onset oftechnology, and as a manager of human department, one shouldensure that his/her employees are conversant with advancements inthis area. Moreover, the manager should ensure that his/her employeesare aware of the legal issues in delivery and serving of customers.The objective should be to make the organization as competitive aspossible by equipping the employees with all knowledge and experiencethat sets it apart from other businesses(Donoghue & Welch, 2016).
Furthermore,any good leader should ensure that training is not only restricted toimproving skills, but also attitudes, this is because its objectiveis to increase motivation and provide workers with an extra boost ofenergy. In addition, the human resource leadership should make surethat its employees perform their responsibilities effective withinthe stipulated time. This can be done by setting tight time frames,which do not motivate staff to feel overworked or the need to be idleduring their duties but initiate and awaken the spirit ofstewardship. This calls for proper scheduling of activities andmaking sure that those individuals who waste their time are heldaccountable for their tasks. This can be possible if there is strongorganizational culture. When a human resource is coming up withculture, it should try to align the interest of the organization withthose of individuals and try to make sure that people in anorganization are not opposed to it(Alkahtani, 2015).
Whatto Change in
Thisis contrary to what is doing, the organization is employingindividuals and then offering them money to quit(Young, 2014 Heskett, 2015).This strategy is geared towards rooting out workers who are notcommitted to the organization completely in the long run. However,this strategy in the long run in an industry where information flowssmoothly can greatly affect the survival of the organization(McGraw, 2015).Thisis because individuals usually communicate with each other and infuture employees might avoid working in that organization as it has alow employee retention rate leading to failure. Nevertheless, if thehuman resource adopted training and compensation approaches, it wouldbe able to motivate employees to be committed in the organization.
Moreover,it should initiate a culture that promotes principles and ideologiesthat encourage its employees to be committed to its success since theonset of recruitment instead of employing people and then offeringthem money to quit. This will in the long run increase efficiency andpromote employee loyalty leading to the development of anorganization. It is thus, important that the leadership of berevised and the role of recruitment department, as if it cannotsource efficient employees, then it is failing in its duties. Despitethe fact that the organization is online oriented, what happens toits staff reaches consumers, and in the world where socialresponsibility has become a major component of the business industry, actions can have great consequences. It is also important tonote that the same employees are also its customers and more reasonto have a good relationship with them.
Therefore,an organization’s human resource department is a pillar that holdsan entity together. It is right to say that an organization is asstrong as its human resource department. This is because thisdepartment is responsible for setting out the goals and objectives ofthe organizations in line with those of stakeholders and employees byintegrating them in an entity’s culture. The human resourcedepartment does that by design job description within organizationsand inviting people to apply for various post. In this recruitmentprocess, it identifies individuals with potential skills and talentsthat help the organization to achieve its objectives in the bestpossible ways. Moreover, the department should go a mile ahead anddevelop these individuals together with other staff members to suitindustrial and organizational changes. This approached is pursued incases where there are changes such as technology or any new task thatis important in an organization.
Thebest was to develop employees is through training, which can betechnical or attitudinal geared. Training should be holistic as anorganization can have very well-equipped personnel, but yet lack thewillpower, which makes a difference in the industry where competitiondetermines those who are on top. Thus, human resource departmentsshould also concentrate their efforts on changing attitudes of itsworkers. Moreover, after its employees have been properly trainedvarious employee retention strategies, which motivate staff to workin a particular organization should be adopted. This can be donethrough incentives such as promotion, salary increment, bonuses,awards and holidays among others. When employees feel that they aretreasured, they will do anything in their power to remain loyal, andthis will reduce the cost associated with staff turnover as thiscreate a sense of belonging and identification in that organization.
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Delaney, J. T.,& Huselid, M. A. (1996). The impact of human resourcemanagement practices on perceptions of organizational performance.Academyof Management faarnal,39(4),949-969.
Donoghue, B.,& Welch, J. (2016, November 7). Aninterview with jack welch on leadership and the Welch way[Video file]. Retrieved fromhttps://www.youtube.com/watch?v=kCMGaX84RSU
Hee, L. U.,Kyoung, K. H., & Hyung, K. Y. (2013).Determinants of organizational citizenship behavior and its outcomes.
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Lin, C. V.,Sanders, K., Sun, J. J., Shipton, H., &Mooi, E. A. (2015). From customer-oriented strategy toorganizational financial performance: The role of human resourcemanagement and customer-linking capability. BritishJournal of Management,27(1),21-37. doi:10.1111/1467-8551.12142
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