HUMAN RESOURCE MANAGEMENT PRACTICES
Introduction
Human resource management involves the supervision and directing of the staff of an organization. The great emphasis on the establishment of this department in most organizations came about during the period when the humanistic approach was the main management style in use by organizations. This approach recognized the fact that an organization is not only made of the machinery element nor the production process but also the human resource (Elwood & Swanson, 2009, p. 7). This approach laid a great emphasis on the human resource in a way making it appear as the main component of an organization. Other approaches however discounted this over emphasis on the human resource though the role played by the component in ensuring success of an organization remains undisputed.
Human Resource Management from a Strategic Perspective
Proper management involves strategically managing components of an organization one of which is the human resource. Strategic human resource management involves personnel administration, industrial management, management of the manpower, and organizational management. This aspect of managing the human resource of an organization ensures that this component of the organization aligns its objectives to be the same as those for the organization (Stredwick, 2005, p. 99). In such an instance the line manager is responsible for equipping themselves with the relevant knowledge and skills on how to ensure that this alignment is done. In a nutshell, the employees should ensure that they give the line manager full corporation when it comes to implementation of the company’s objectives.
The alignment of the human resource discussed above as a component of SHRM involves decisions made by the employees with those made for the organization. This helps to ensure that both categories of people achieve their objectives without any of these being completely overlooked. However the greater emphasis when it comes to these objectives is on those for the organization. The integration discussed above involves laying an emphasis on the human resource supporting the planning process, creating a good relationship with the management, and also being accountable for its actions. Strategic human resource management promotes accountability by teaching to the employees how their efforts are useful in making the organization’s objectives a reality.
As pointed out earlier, the concept of human resource has been existent for the last couple of decades. The question that one might then be forced to ask is why there is a sudden emphasis on aligning the objectives of the organization with those of the employee. This can best be explained by looking at the evolution of the human resource function. At one particular moment this function was mainly focused on ensuring that rules and regulations stipulated by an organization were followed- this was mainly done by the classical time managers. However the emphasis on alignment has been brought about by a shift in focus from ensuring laws are followed to ensuring that human resource delivers results.
Strategic human resource management comes at a time when most companies acknowledge the fact that technological and financial capital combined are not enough capital to give a company the much needed competitive advantage. This is why it is necessary for these companies to factor in their human capital as what is required to give them a cutting edge against their competitors. An organization that lays little emphasis on acquisition and retention of skilled personnel is one that is plotting its own downfall. This is because the human resource department of most organizations is one of the largest overheads and hence any organization needs to ensure that it demands results and quality from this investment.
It is important to point out that the employees of an organization are an integral part to an organization being able to achieve its objectives. This is because it is these employees that will do the actual work to bring the mission and objectives of an organization to actualize. Hence the integration of the human resource function into the process of strategy formulation is critical in ensuring that the employees’ objectives are aligned with that of the organization. Line managers carry this alignment responsibility as they are the ones responsible for overseeing the daily operations of the employees. It should be noted that though strategic plans may be for five years or more, their actualization is made possible by the operations of the company on a daily basis. This means that for the actual alignment to take place the line managers must ensure that it is slowly incorporated into the routine operations. The employees on their part are responsible for ensuring that this actualization takes place by giving it their full support and taking it positively.
Performance Management
Performance management is a concept in human resource that is aimed to ensure that the objectives of an organization are being met effectively. It should be noted that performance management may be done on different levels in an organization, for example it may be done on an employee, an organization, or even on a brand.
This process relates to strategic human resource management in that the latter focuses on alignment of individual goals to organizational goals while performance management seeks to ensure that these goals are met. It is through performance management that a line manager can ask employees in their department what they have done to achieve organizational goals while at the same time giving the employees an opportunity to evaluate how far the organization has gone in helping them achieve their personal goals. It is through performance management that elements such as sub-optimality are noted. These elements are those that impede on the success of strategic human resource management.
According to Snell and Bohlander (2009, p. 103), performance management is one of the best ways of increasing effectiveness of a company as it focuses on capacity building for the staff. Performance analysis can be described as the step that comes after strategic human resource management. However before this analysis is done a commitment analysis is needed to establish just how much the employees are committed to ensuring that organizational goals are met. The commitment analysis also helps in establishing the standards for measuring the actual performance in each department, or job position. This means that performance management is initiated it must first be established what each person or department is supposed to do. In other words performance management can only be done where there is a comprehensive job analysis (Brache & Rummler, 1995, p. 78).
Performance management is important to an organization as it helps in increasing sales for the company. This is because this type of management is specifically concerned with results hence it can be seen as a goal oriented concept of management. It also helps to ensure that the employees are aligned to the organizational goals and that they are working to achieve them.
Performance management is relevant to human resource management as it mainly focuses on results and not the underlying behavior. For example, this concept is not keen on knowing who looks like they are working more but on the employee who is the most productive. This is one benefit of performance management as it ensures that behaviors that can be misleading in terms of analyzing productivity are overlooked to ensure effectiveness in performance analysis.
Ensuring objectives of an organization are met efficiently is also beneficial to the organization as it gives it the opportunity to analyze issues from a long-term perspective. This creates a sort of systems approach for the organization where it gets to know what to expect in case anything happens. It gives an organization the opportunity to analyze various performance levels and to know what causes them and how to react to them.
Performance management is also used to come up with measurements for various analyses to be conducted on an organization. These measurements are used in setting standards for the business to operate on, and also those for the business to compete with its competitors on. These measurements are also necessary for benchmarking to be done by the organization. These measurements may also be used for internal activities such as training of employees where they will be used as training guides. In this instance the use of these measurements for training also helps in ensuring all employees are treated fairly within an organization.
Various Human Resource Practices in the Workplace
a) Counseling and Employee Welfare
Since the classical period, management has well been aware that it cannot ignore the emotional condition of employees if it is to ensure optimum employee productivity. This is because the emotional state of the employee determines the latter’s concentration and ability to make rational decisions at the work place. Two decades ago this concern on the employees’ emotional state was done by management through welfare organizations but currently there has been a shift to employee counseling. However the concept of employee welfare practiced earlier has not been forgotten but has been integrated together with counseling to ensure that the human resource department is aware how of how to deal with emotional problems faced by employees.
The application of employee welfare begun in the 19th century in Britain and was led by a team of industrialists. The purpose of this was because these industrialists had noted the significance of their employees’ quality of life. After a few years in practice the concept was later turned into law and now employers were required to take care of various aspects of their employees’ welfare such as paying their medical bills and also insuring them against loss of employment (Walton & Caroll, 1997, p. 154). In this decade, employers are not only ensuring employee welfare because it is a requirement by law but also because they know it would help in improving their productivity. Companies that lack a well defined welfare and counseling team in most instances will acquire these services from companies specializing in counseling.
A proper understanding of the importance of employee counseling and welfare is best gained by taking a practical example of an employee faced by emotional problems. Take for example, Chloe, a supervisor working at a fast food restaurant. Her managers have noticed that her quality of work and rationality of decisions has been on a general decline for the last two weeks. Her managers decide to summon her for a meeting to discuss this issue with her. Before the meeting, there are two ways proposed that the management can use to go about dealing with Chloe’s behavior. One is to induce punitive measures or to consult with her on what is exactly wrong. The second idea is based on the fact that several of Chloe’s colleagues have reported that of late she seems reserved. The human resources manager proposes the second option and after a small discussion the managers decide to use it. Later the managers are able to establish that Chloe is having troubles with her husband and this is what is reducing her productivity at work. In this example a punitive action may seem necessary to deal with the employee but the counseling would be a better option. The first option may serve in teaching other employees not to bring their home issues to work but the second option will ensure that the employees feel that the company is concerned with issues affecting them. This concern is necessary as issues such as the ones Chloe is undergoing are normal. This is why employee welfare and counseling is an important component of the human resource function.
b) Health and Safety at Work
Employees’ safety and health schemes are concerned with protecting the well being and welfare of individuals engaging in a particular job. The main aim of this is to ensure a safe working environment. It is a core obligation for employers to provide a safe and healthful workplace environment for their employees. This is also a law that is enforced by the Occupational Safety and Health Administration (OSHA), and agency of the United States Department of Labor. Ensuring that safety and health measures are firmly in place in an organization helps save money in the long run. The organization adds value to itself by addressing the safety and health issue in the workplace. Recent estimates place the cost incurred on work related injuries at the workplace at close to $170billion (Mathis & Jackson, 2009, p 468). This is a huge loss of value to the company as it gets these costs from the profits accrued. Ideally employers should endorse programs and schemes that best suit the needs of the workplace in addressing the safety issue. For example, safety training classes help create a safety norm in which employees themselves help uphold better safety procedures while on duty. So protecting individuals on duty at the workplace is for the good of all stakeholders, including the community, economy and families. Safety and health measures help create and add value to our workplaces and lives.
Most of the organizations in Canada are advising their staff to get regular exercises when they are at home like taking a walk. Another way is to have them eating a balanced diet to reduce inflammation. Also the staffs are advised to take a small break from work and roll their neck and shoulder and take some water. Maintaining the proper posture when working; for those in the kitchen and restaurant having the right type of shoes is highly recommended (Anderson, 2002). Therapies like massages, acupuncture or a chiropractic help to keep the body in shape. A work place massage is what many companies are adopting to minimize the effect of RSI’s. Providing comfortable chairs for the ones in the office also is being adopted. One benefit of this service is that it will improve the morale of the employees.
c) Stress and Stress Management in the Workplace
Stress in the workplace is harmful emotional and physical response that happens when the demands of a job and the capabilities of the person supposed to do it do not match up. Stress at the workplace may result in psychological disorders such as anxiety and depression. Due to this stress a person may also be fatigued, tense or fatigued while at the work place. These outcomes of stress consequently result in reduced productivity on the part of the employee. This is why it is imperative that the organization comes up with a stress management policy at the workplace. This policy is used to help employees reduce their stress levels. Some of the activities that are involved in this policy include having breaks, team building activities, and performance contracts.
d) Work-Life Balance
Studies have shown that the main drive for employees to push for a work-life balance is the family. This is because there has been a shift in the roles each parent has in the family. In the 1980s and before, it was the duty of the husband to provide for the family while the wife was relatively comfortable to taking care of the family even as they worked (Chatzky, 2009). This has changed as both genders have equal opportunities to employment and it is not always a guarantee that the husband earns more. This change has led to both genders wanting to spend with their families and hence their pushes for work-life balance (Gambles, Lewis & Rapoport, 2006, p. 90). The family is also important on ensuring a work-life balance as most companies have recognized the importance of the family on the productivity of the employee. Hence companies are now emphasizing that their employees get adequate time to spend with their families.
Conclusion
The human resource function at its inception was a simple concept of recognizing the significant role played by employees in an organization. However with time this concept has evolved into a complex one as has been seen above. The incorporation of strategic management into the human resource function is one such thing that has made the concept complex. This integration is done by aligning the organization’s goals with those of the staff members. Performance management on its part helps to ensure that the human resource function is being productive. This is done by focusing human resource management on results rather than on the behavior of workers- as long as the latter remains within ethical boundaries.
Human resource practices that are currently being applied at the work place include health and safety at work, employee counseling and welfare, stress and stress management at the work place, and work life balance. These practices are used by managers to ensure that the employees in an organization are well taken care off and nothing that can be controlled can reduce their productivity.
BIBLIOGRAPHY
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