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What value added human resources is and how it can be achieved

Abstract

This paper will explain what value added human resources is, and how it can be achieved within an organization. Today, human resources has evolved from what it used to be about ten years ago. Previously, HR departments were viewed as and entry and exit department, meaning that employees only saw their HR professionals when they were hired and when they were leaving the company. With value added HR, it transforms the human resources department to assist managers at all levels to help achieve one common goal, and are responsible for more things such as employee training and development, incentive programs, recruitment, communication, resourcing, and come up with innovative ways to improve employee retention and bonuses.

What value does the human resources (HR) role add to the outcome of the organization? During the last ten years, there has been tremendous importance placed on HR professional becoming strategic business partners and being a reliable source within organizations.  Adding value to the workplace is an important part of not only the Human Resource sections, but that of managers and supervisors. Both HR and supervisors have a supervisory responsibility for the quality of life of employees. Previously, HR professionals could talk vaguely and theoretically about employee morale, change in employees, and employee devotion being outcomes of HR efforts.  Moreover, the HR function is often viewed as a business expense and an administrative task . (Ulrich, 1997b) reiterated that to fulfill the business partner role of HR, concepts need to be replaced with evidence, ideas with results, and perceptions with assessments.

Human resources today are under extreme pressure to keep up with changing technology and industry. The role of HR is to develop innovative people strategies to ensure business success. Today, there are still numerous companies that still use the traditional HR model, and limit the role of the HR department to administrative providers. This is not added value, and HR is viewed as necessary but not very valuable. The role of HR is to draft up company policies, employment laws, and assist in maintaining company profits. In simple terms, human resource management focuses on the company’s mission, and assists in the planning process of getting to that goal. HR is an essential department to every manager, and can either make or break a company.

According to (Ulrich, 1997a) to create value and deliver results, HR professionals must begin by not focusing on the work activities or work of HR but by defining the deliverables of that work. HR’s roles in building a competitive organization include management of strategic human resources, management of transformation and change, management of firm infrastructure and management of employee contribution. Some things that a company can do to create value added to their human resource department is to first come up with a plan that is aligned with the company’s overall vision and mission. When implementing new plans, you want to start small and depending on the size of your company, implement policies and procedures that will allow you to take it slow and monitor the progress. Communication is an important and crucial role of HR departments. All information and changes should reflect the company’s image, and communicated to personnel at all levels that is easy to understand.

Increasingly, an organization’s ability to rapidly respond and change quickly while providing improved performance in the midst of change allows organizations to retain a competitive advantage in a business environment. But this is not about quick fix or alternating between two different plans; change needs to be based on a solid plan. Organizations can get caught up in changing from one plan to another. Sometimes Human Resources managers are to be blame for flavor-of-the-month plans; other times they may be fascinated by a flawed plan developed by senior executives. In today’s operating environment, organizations need to be always evaluating their internal and external business environment for challenges and chances to stay competitive and to maintain growth.  Political, economic, social, and even emotional changes within our societies create considerable impact on organizations.  Given any significant change or event, how prepared are we as an organization to respond in order to remain competitive? 

       According to (Cumming & Worley, 2002) many factors are effecting changes in organizations today including the use of technology, globalization, and changes in workforce demographics, eliminating the bureaucracies in organizational structures, and balancing work-family issues .  Considering the potential of an HR department’s resources with maximizing the output of such resources should provide the force for HR being the key solution for creating the competitive advantage for organizations.  Numerous changes cause organizations to follow a predictable pattern likely to lead organizations down a path filled with disappointment, confrontation, and eventually safeguarding of the status quo. After persuasive arguments are developed as to why change is required, a plan for getting from “where you are now” to “where you want to be” is viewed as the solution, with implementing the plan seen as the final step. However, if your dream of the future - the “where you want to be” - is a shift from one pole of a polarity to the other, your efforts are guaranteed to create resistance.

Resistance in the work place is not always a bad thing. Resistance sometimes can mean that people are just afraid of change or when people get wrapped up into managing the business like they have always done, they limit their earning and growth potential. Tremendous commitment and perseverance will be required to create a valuable human resource function, but the rewards will be well worth the effort. Today, you will notice that companies are recruiting young, energetic people who have the drive and bring new ideas to organizations to help it get to new levels. As a manager, you always have to remember that there is always going to be resistance in any decision that you make.


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