Proper management strategies are essential in the success of any organization. Lack thereof compromises the stability of a firm and could result in mediocre performance or its collapse. Human Resource Management deals with the optimization of employee performance through the utilization of effective corporate strategies. It creates enlightenment on the importance of having effective managerial policies and the impacts of lacking one. To avoid the possibility of failure due to inadequate policy implementation strategies, it is essential for organization managers to enact appropriate management strategies. As such, it is influential for corporate organizations to invest in the implementation of proper management strategies in order to make the most out of their resources. Studying human resource management exposes one to a wide field of careers. This paper evaluates the career fields one can venture into by studying human resource management. Additionally, it outlines an effective human resource management strategy to optimize the performance of corporate establishments.
Career paths in human resource management
Studying Human Resource Management exposes one to a variety of career fields. As such, the human resource professionals are employed in different sections of organizations depending on the needs of the firm. For instance, one can become a human resource manager. The level of their organization control varies with one’s experience and the size of the company. However, they coordinate and plan human resource activities. Additionally, one can venture into being a human resource consultant. Pursuing this career path entails one being compensated for offering an expert’s opinion on how an organization ought to be managed. Moreover, one can become a human resource executive. This post requires an individual to develop human resource strategies and outline the company policies and goals (Human Resource MBA, 2016). In case one has a passion to enlighten other people, they can choose to be become training and development managers. This career field is comprised of individuals helping other employees to improve their careers and skill sets.
In case the human resource graduate does not appreciate the employment scenario, they are free to become human resource entrepreneurs. In this career field, an individual starts an independent organization and hires other people to run the company for them. Alternatively, one can become an executive recruiter. In this career field, the personnel have a responsibility to identify talented employees with a career potential for high-end job opportunities within the organization. Additionally, one can venture into being a reward specialist. These individuals focus on employee compensations within an organization (Human Resource MBA, 2016). Precisely, they assess the performance of every employee and determine whether what they are being paid is enough for the tasks they do. Finally, one can choose to be a risk management specialist. This group is concerned with the safety of any workplace, where labor practices may pose a threat to the lives of the employees.
How different organizations can implement human resource strategies
Implementation of effective resource management plans is essential for any organization. However, value planning is imperative before the commencement of any implementation process. Primarily, organizations ought to define the company’s vision before outlining the goals of the strategy being implemented. According to Martin (2014), this process is essential as it prevents conflicting a plan with the overall organizational goals. Additionally, it solidifies the company’s operations since the short and long term goals are captured within the strategy’s goals. For instance, companies that value social responsibility should implement similar resource management values. After matching the company’s goal with the resource strategies, companies should define the roles of the human resource department. Understanding specific tasks are essential for the employees as it makes specialization more accurately, thereby enhancing the chances of the resource strategy succeeding.
Once duty delegation is complete, the company should develop an organized overview. This implies that the management should specify the current company statistics in economic standings. This makes it easier for the company to determine its current progress and evaluate the possible outcomes of utilizing a specific strategy. Discussions on the feasibility of the management strategy should be evaluated at this stage. The human resource manager should meet with the organization’s employees and explain their roles and impact on the project (Stanberg Communication, 2009). The company should then investigate its needs by assessing its current assets against what is proposed in the management strategy. This process may involve the evaluation of the demographics of the existing forces of labor. For instance, the company can establish the effectiveness of its current workforce and its impact after the implementation of the proposal. Retiring personnel should be factored into the plan and an alternative should be issued prior to their retirement. For instance, the organization can determine if it is more feasible to recruit experienced employees or train new personnel.
After assessment of the company’s position, the organization needs to evaluate their HR process. In this process, the organization’s board ought to permit the employees to follow the procedures of the human resource department while still giving other creative contributions to heighten the effectiveness of this policy (Martin, 2014). Additionally, the management can develop a training program to enhance corporate culture, making the new initiatives more effective. The management should implement measurement tools to oversee the employee’s performance prior to the implementation of the new strategy. The results received from this assessment can be used to realign the strategy with the overall organizational goals.
Once the HR strategy has been polished, the strategy should be implemented procedurally in different sections of the organization. Gradual implementation is more effective as opposed to a one-time replacement of the existing plan. Precisely, features in the new resource management plan should be implemented one at a time to allow the employees to get used to the change in managerial policies. This gives an opportunity for the organization to fine tune its policies further depending on the feedback received from the clients (Martin, 2014). Finally, organizations should assess the impact of the new strategy. The management should compare the outcome of the implementation with the initial strategy aims and organizational goals. Constant evaluation should be done on the HR strategy to establish the impacts of its implementation.
References
Human Resource MBA,. (2016). 10 Best Careers for Human Resources Professionals. Humanresourcesmba.net. Retrieved 28 February 2016, from http://www.humanresourcesmba.net/careers/best-careers-for-human-resources-professionals/
Martin. (2014). How to Design and Implement an HR Strategy. Cleverism. Retrieved 28 February 2016, from http://www.cleverism.com/design-implement-hr-strategy/
Stanberg Consulting,. (2009). The Role of Human Resource Management in Corporate Social Responsibility. CSR And HR Management Issue Brief And Roadmap, 4-24.
