Business Is Neighbours Envy Commerce Essay


In todays world business processes are a complete, end-to-end set of activities that create value for the customer. Business means consumers- target-achievements. Business is neighbour's envy & owner's pride.

Changing environment, changing competitive landscapes, changing regulatory rules, changing workforce dynamics, changing economic times, rapid changing technology have resulted in a shift in the way businesses operate and consequently the way HR functions. Survival depends on a culture of steady change. An organization has to be ahead of the times, or come up with something that was never produced or experienced before. It needs the ability to move to where the markets are going, lead the organization and competition. HR should be at the very centre of this which knows which method to use and when.

It's that they know how to make changes in a way that encourages employees to suggest them and make them happen efficiently and happily. HR has to restructure their boundaries or assumptions, to provide themselves with new ways of looking at a problem. HR has to become the part of the company that looks after people rather than processes them and their records. HR should be there to help an employee when no one else can make out what is required.

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There are a number of new business realities that will raise the bar for HR professionals. These realities include globalization, where the world becomes interdependent & interconnected; customer expectations, where customers have higher expectations and loads of choice; technology, which allows information to be shared directly; demographics, where employees will have different expectations and skills based on their demographic attributes and lifestyles; and industry consolidation and convergence. All these lead to a changing world. Organizations have to be adaptive, flexible, and collaborative to keep pace with these changes. In sum, a good HR professional has to use both the left and the right hemisphere of his brain to make the organization survive & incorporate changes.

So the areas where HR need to look for change are

INVENTING SUSTAINABLE & DISTINCT COMPETITIVE ADVANTAGE ………Life span of technological knowledge is short now. So the critical issue for an organization is the ability to develop new technological capabilities. With that shift from having technological knowledge to develop technological capability there is a fundamental change in the nature of competitive advantage. Competitive advantage used to be defined as the technical knowledge that an enterprise had. In today's world it means the ability to be innovative and creative, to be flexible and agile. HR has to cultivate a culture that supports and creates new innovations that will keep the organisation ahead of the competition & provide an infrastructure that helps people manage change quickly. They have to know that prospering is a learning organization.

DIGGING DEEP TO DISCOVER POTENTIAL………. If people can say, 'I'd really like to do this, I'm really good at that,' the productivity that would occur within the organization will be immense. When motivation& involvement comes from the employees - they will be doing the work because they want to be happier, they want to develop their careers. The employees would want to know how to grow & enhance their potential so their working lives keep getting better every year. It's putting right people to right job to make him productive. In the long run the organization prospers.

NEW WAYS TO UTILIZE TALENT…….. HR has to find out ways to motivate, engage, and retain workers without the usual tools of pay increases and incentives. People's excitements really vary a lot more than we think. Not everyone is a people person. Not everyone is an innovator. An employee who is reserved but otherwise talented & a hardworking & sincere worker will be a misfit in marketing. The key issue is that HR is able to understand different market requirements for different businesses. Refining skill projections, early identification of talent, preventing professional obsolescence will be a top priority for HR because each person's skills must be continuously enhanced and gaps identified.

BUSINESS ENABLER ……… HR folks prefer to focus on the people issues in their company. But almost everything in HR intersects with numbers in some way: budgets, compensation, insurance benefits. If an HR manager doesn't understand the numbers around those issues, they probably aren't doing their job very well. The HR team needs to get in right from the stage of defining the business strategy.

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CREATE A PERFORMANCE CULTURE………..where in opportunities are provided for enhanced performance of employees and where giving out optimum performance becomes a way of life.

TO BUILD & SUSTAIN A PERFORMANCE DRIVEN CULTURE…... The role of HR will shift to that of facilitator. HR will have to involve the whole organization in this process and act as a counselor and facilitator and that is the most gigantic challenge the HR of any organization faces.

GROWTH MEANS CHANGE……….We need to grow our business with less resources and talent. But what can be done when workforce is already burned out? HR has to create a workforce of people who enjoy their work and contribute to company growth. This task requires a constant alertness to changes in the workforce demographics and the needs of the organization. HR must be willing to bring change when it is needed. They have to encourage, support and reward creative approaches throughout the organization and particularly those related to new ideas for product lines.

INTELLECTUAL CAPITAL--the ideas and passions of employees--has become our most critical resource. HR has to identify, integrate and coordinate those intellectual resources into products and services that the customers value. They need to assure customers that they can acquire intellectual resources from around the world in unique and creative ways to meet the customers needs.

TRAINING & DEVELOPMENT……….It is not just about identifying training needs and giving the required training. It is foreseeing and anticipating the requirements and developing suitable training so that the employees are well-equipped to handle the challenges.

HUMAN TOUCH …..Change is a very human process and requires sensitivities and skills that the modern workplace tends not to value or nurture. The business wants 'reliable processes' where things happen the same way every time. The organization can be technology-driven but has to be cautious in preventing technology from destroying human elements in the company. A human touch means there is someone who says "Never mind. It'll be all right next time". Non work related discussions are seldom structured or action-oriented. Knowing and understanding colleagues as individuals and not employees brings out greater trust and openness in working relationships.

LEADERSHIP DEVELOPMENT……….. When we think of a successful leader, to mind comes a vivacious and aggressive personality, someone who takes dramatic action at a crucial time. However the most effective leaders aren't high-profile men and women. They do what is right-for their organizations, for the people around them, and for themselves-inconspicuously and without casualties. A leader is known by how many efficient workers could grasp his way of working & deliver results. We need leaders who are adaptive, who can be agile and respond to all the frequent changes a business is facing, so HR challenge is to develop adaptive leaders.

IDENTIFYING CAPABILITY GAPS…….. A capability gap is the difference between the ability of existing systems to meet operational requirements and of what's expected of it. It's the lack of knowledge, skills and abilities in the current system. HR has to fill these gaps by obtaining the appropriate resources, training available resources and through other means. Successful organizations are those that are flexible and are quick to adapt; HR department plays a crucial role in this process of adapting.

SKIMMING OUT THE WEAK ……….This will include goal-driven performance, employee motivation, and strategic planning. Those lacking work ethics or cannot meet set targets will identify who stays and who goes to streamline an organization's work force.

WORKPLACE FLEXIBILITY………..As more employees work off-site there will be an increase in emphasis on performance and results & not the number of hours put in. Specified work will become much more collaborative and management will have to spend a lot of time managing cross-functional work teams who will have a lot of autonomy. There will be a trend towards a decentralized model of HR. In order to obtain and maintain a competent workforce, HR must act as organizational performance experts and shape employees behavior without face to face meetings.

GLOBAL BUSINESS………HR must be knowledgeable of other cultures, languages and business practices. Organization must know the cultural differences that shape managerial attitudes, when developing multinational management programs. For e.g., Americans value individual achievement and autonomy, while Indian managers give more importance to their culture and tradition.

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HR managers must therefore be familiar with and understand other cultural norms to promote organization diversity. An organization that recognizes and promotes cultural diversity will benefit because it will be employing the market that it serves.

PRODUCE RESULTS….…To prove effectiveness in their area of work, HR professionals will be required to produce quantifiable results that prove that their department is delivering outcomes with it's eye on the objectives and goals of the organization.

COMMUNICATION ……… To be effective, HR must be able to listen and listen actively, to clarify without appearing to be interrogating, to draw out the speaker, to channelise a discussion, to suggest ideas, and to develop them. HR has to learn to see things through the eyes of its employees. It's not sending e-mails or, going to picnics. It is about effective face-to-face communication.

In order to be really be successful at running an effective human resources department, there is need to have a solid understanding of emerging technologies. HR need to evaluate its effectiveness & identify technologies that will support the data needed to make strong business decisions for the company.  In future HR professionals will be asked to lead their companies through rapid technological change that is transforming the workplace and eroding traditional concepts of work schedules, locations and responsibilities.