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Human Resources have never been more necessary. The competitive
forces that we face today and will continue to face in the future
demand organizational excellence. To achieve this excellence by
focusing on learning, quality, teamwork, and reengineering are driven
by the way organizations get things done and how employees are treated.
To achieve this excellence we look at the work of Human Resources. By
designing an entirely new role and agenda that results in enriching the
organization’s value to customers, investors and employees, HR can help
deliver organizational excellence by helping line managers and seniors
move planning from the conference room to the market place, by becoming
an expert in the way work is organized and executed, they should be a
representative for the employees and finally by helping the
organization improve their capacity for change. The responsibility for
transforming the role of HR belongs to the CEO and to every line
manager. HR will help organizations meet competitive challenges such as
globalization, profitability through growth, technology, intellectual
capital, and the greatest competitive challenge companies face,
adjusting to nonstop change. HR’s new role would be able to quickly
turn strategy into action; to manage processes intelligently and
efficiently; to maximize employee contribution and commitment; and to
create the conditions for seamless change.
HR should also become a partner in strategy executions by impelling
and guiding serious discussions of how the company should be organized
to carry out its strategy. Creating the conditions for this discussion
involves four steps. First HR would define an organizational
architecture by identifying the company’s way of doing business. Next
HR must be accountable for conducting an organizational audit. The
third role for HR as a strategic partner is to identify methods for
renovating the parts of the organizational architecture that need it.
Fourth and finally, HR must take stock of its own work and set clear
priorities. In their new role as administrative experts they will need
to shed their traditional image and still make sure all routine work
for the company is done well. HR must be held accountable for ensuring
that employees feel committed to the organization and contribute fully.
They must take responsibility for orienting and training line
management about the importance of high employee morale and how to
achieve it. The new HR should be the voice of employees in management
discussions. The new role for HR might also involve suggesting that
more teams be used on some projects or that employees be given more
control over their own work schedules.
The new HR must become a change agent, which is building the
organization’s capacity to embrace and capitalize on change. They don’t
execute change but they make sure it is carried out. The new mandate
for HR requires dramatic change in how HR professionals think and
behave. Investing in new HR practices is another way to let the
organization know that HR is worthy of the company’s money and
attention. Finally. The most important thing managers can do to drive
the new mandate for HR is to improve the quality of the HR staff
itself. Senior executives must get beyond the stereotypes of HR
professionals as incompetent support staff and unleash HR’s full
potential.
Application
The new role for HR is evident at the company I work for. They are
present at any team or company meeting to make sure any issues the
employees have are taken care of. They are the voice of the employees.
They are responsible for training the line managers in keeping up the
morale of the employees. They take care of any changes that need to be
made and we have changes every 6 months. Whether in scheduling or
seating arrangements, they are there to help. Often the HR department
where I work is very involved in aspects of everyday operations, that,
traditionally, Human Resources never involved themselves in.
Specifically, HR and upper management hold training seminars on a
regular basis for the middle management team. They discuss ways to
improve employee attitudes and performance. They are very active in our
daily operations and employees know that while HR is a tool of the
company, they do serve the employees as well. We also hold sensing
sessions, which gives the employees an opportunity to address concerns
about the company and about personnel issues.
Synthesis
I believe that each staff member whether new or old needs some sort
of support during their employment. Human resource management would
also be to guide staff with their career path and researching certain
courses and learning institutes best suited to their work to develop
all the necessary skills to achieve high results in the workplace.
Encouragement is a big factor in job training and career courses to
stimulate staff in their current role or to further their career
options within the company. With today's workforce becoming
increasingly diverse and organizations doing more to maximize the
benefits of the differences in employees, Human Resource managers are
evolving from the "old school" sideline player to the front-line
fighters. Personally, every time I have had questions about my future
in the company, HR was there to provide answers and guidance to me so
that I better understood my full potential. I now understand, from the
article, the amount of work the HR department has. It’s not just the
payroll.
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