As we enter into the age of stiff competition from global giants, quality of products and customer satisfaction become prime factor in organization success. The twentieth century industrial organization made is fast becoming obsolete. Organizations are looking for product and services that help them adopt the informational model, which may very probably dominate the twenty first century.
This paper focus the following multifaceted change has serious application for HR strategies.
Change profile of employees
Phenomena of knowledge workers
Concern for participation and quality of working life
Demand for better job security and social security
To supply update information
Expertise of HR professionals
This ultimately leads to highly productivity and superb performance by organization.
What are HR strategies?
HR strategies: "HR strategies are a plan that define how the human resources would be utilized through the use of an integrated array of training, organizational development and career development efforts to achieve individual, organizational objective."
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Human resource is concern with improving contribution of people towards the effectiveness of the organizations. Their contribution can be assessed in term of specific personnel human resource outcomes attractions performance retention attendance and satisfaction. These outcomes can be influence by matching job requirement and rewards with individual ability and motivation. To accomplish this matching the human resource department and individual line manager performing set of activities. These activities reveal management's personnel policies, programmes and procedures and influence both indirectly and directly match between individual and job. The support activities are analysis of individual and job assessment of outcome performance appraisals and human resource planning. The functional activities include external staffing, internal staffing and development compensation labour relations and work environment, job design quality circle safety programmes. These all activities are called human resource strategies.
Major HR strategies
Educate and train employees
About the change accountability and ownership strategy: Employee's accountability and ownership leads to higher productivity and customer acceleration. Quality strategy: Quality needs to be fostered in the employees through training and development.
Every employee's contribution in saving crucial as small contributions from each employee can be pooled by organizations to save substantial saving at the end of a given period and enhance its competitive strategy.
Every employee needs to be an independent entrepreneur, who can generate ideas and bring them to reality by using the existing resources and support of the organization to create innovative and creative products and services. Culture building strategy: organisation's valuing its employees have a sustainable competitive edge over competitors because employees are highly charged, motivated and commitment to the org.
Appropriate work culture:
The planning and organization of formal on- job training and off- job training leads to improving vital employee's characteristics, build and sustain appropriate work culture and brings in more professionalism in action.
Continuous development and learning environments promote self development of employees, of self and by self.
Designing HR strategy:
Designing HRD strategy getting a big picture developing a mission statement conducting HR analysis conducting org. SWOT evaluation of action plan HRD strategy: designing HRD strategy getting big picture: understanding of business strategy to highlight the key deriving forces of the business such as technology distribution competition markets developing a mission statement: the mission statement should relate to people side of the business. The words or references should not be idealistic it is the actual process of thinking through the issue in a formal manner.
SWOT analysis of the organization:
Focus should be on the internal strength and weakness of the people side such as current skills & capability and research the external business and market environment to highlight the opportunity and threat. Conducting a detailed HR analysis: it concentrate on the organization's culture, organizational structure, and people against SWOT and COPS analysis to identify the critical people issues namely those issues that must be addressed so as to have a key impact on the delivery of business strategy. Developing consequences and solution: for each critical issue the option for managerial action generate needs to be highlighted, elaborated and created. Then action plan around the critical issue is developed with set targets and dates for the accomplishment of the key objective: implementation and evaluation of the action plans:
What are multifaceted changes in HR strategies:-
Always on Time
Marked to Standard
The market place is changing. More often than not such change is rapid, pervasive and profound, and technologies, processes and people. The 20th century industrial organisation mode is fast becoming absolute. Organisations are looking forth production and service that help them adopt the informational model which may very dominate 21st Century. The following aspects of this multifaceted change implication for HR strategies.
Changing profile of employee
Concerned for total quality management
Concerned for participation and quality of working life.
Financial versus non financial reward
The terms ergonomics has reached many organisations in its basic meaning ergonomic refers to the science of adopting the work place to the employees. For years researchers and practitioner having searching for ways to make the work environment more conductive to productive work for instance we have read about studies where lighting was altered in an effort to achieve this end. Modern ergonomics include work stations correct posture at work body measurement and furniture designs and video terminal glare.
Why do companies like Wal Mart proctor and Gamble IBM Nike and Nestle want to pursue global strategies despite failures and losses? The answer is fairly simple. They recognise that business is becoming a unified global arena as trade barriers fall. Communication became faster and cheaper and consumer taste in everything from clothing to cellular phone coverage. Firm form across globe are entering new markets, facing new challenges and forming global alliances with other firms to compete more effectively and succeed.
Globalisation means more employees are being sent overseas on temporary assignments when sent abroad such assignments face unique challenges. In relationship oriented societies they need to adopt a personalised approach with employees, The leaders are expected to be more social and mix with workers, One of the important challenge for organisations is preparing people to working in a Nation other than their home country without this preparations such employees may not be able to take on and successfully complete an overseas assignments.
Rewards may or may not enhance the employee's financial well being. If they do they can do this directly through wages bonus profit sharing through supportive benefits such as pension plans paid vacations etc.
Non finance rewards that are employee's life better of the job. Some workers are very status conscious a panelled office a car a large walnuk etc. Some employee's value having their lunch between 1 and 2 O clock afternoon. Never assumed a particular reward is universally important to all employees Research indicates that the preference for the reward will be significantly by age marital status and number of children the employee has. One effort to broaden the idea of reward has been labelled Cafeteria compensation. In contrast to the traditional manner in which fringe benefits are allocated. To help a manager the following acronym has been proposed:
R Recognition identify good work
A Achievement innovative ideas to get the job done
P Participation listening for employees
S Several use the above routinely
The grapes philosophy may help a manager to motivate employees if used properly can turn on employees and leads to many benefits both company and the employee.
EMPLOYEE WELFARE AND QUALITY F WORK LIFE
The term employee welfare mean the effort to make life worth living for workman if include various services facilities and benefits offered to the employees, the purpose is to improve living standard and thereby improve the quality of work life. Employers voluntary extend a number of benefits to employees in the hope that these indirect compensation plans motivate employees to perform better.
Quality of work life efforts are systematic efforts by organisation to give workers a greater opportunity to effect the way they do their jobs and the contributions they make to the organisation overall effectiveness
Socio Technical system
Self managed work team
Open door policies
EFFECTIVE WORKERS PARTICIPATION IN MANAGEMENT
The employer should be willing to share information and shade a portion of their hard earned authority in favour of workers. To ear their respect management must involve worker by identifying a clear cut agenda developing guidelines for decision making to be useful participation should cover wide range of issue where workers can openly represent their cases and seek quick solutions on the spot.
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Empowerment is the authority to take decisions within ones area of operation without having to get approval from anyone else. Here the operatives are encouraged to use their initiatives to do the things they like. There are four basic conditions are necessary for various labels in an organisation
Certainly no one can predict future. We are not implying that we can. However the evidence thus for points to a more active interest in and careful implementation of human resources management. Remember that management is by definition getting things done through people if managers are to increase productive reduce cost improve their organisation competitive posture they must focus on how to properly implementation of change HR strategies