Business // Strategic Human Resource Management
Strategic Human Resource Management
Introduction
The question 1 on page 158 on the book on Human Resource Management book, it asks on what is the underlying theme of the role played by the human resource management. The main answer to the question is the application of improving the operations and the performance of the employees as the main resource person of the operating organization. The manager’s role is to provide training and orientation activities that seek to increase the value of knowledge to employees of People’s Bank, Ingersoll Rand, and Maid Best. This means that the main theme is to change the existing organizational management structure as strategy to change the quality of performance of the employees into a more competitive practice. As a manager, a strategy is important because there are tactics defined and applied to change operations that are no longer performing efficiently (Greer, 2007).
With response to personal experience, the main issue is the socialization with other employees and the managers. It has been observed that the culture and the social behavior is a personal factor that impacts my performance as an employee. This is similar with what happened with the three above mentioned companies wherein communication problem can result into misunderstandings and misinterpretation of data associated with wrong delegation of information. The human resource manager provides therapeutic strategies to ensure that working relationships becomes more comfortable between two employees. The art and style of engaging in team building is one of the most important activities organized by the human resources because the main purpose is to organize employees together. This process seeks to strengthen the confidence level of each employee so that they can start working together without showing any hesitation with each other (Johnson & Johnson, 2012).
In the professional sense, the human resource manager’s strategy is to introduce a new tactic to improve the performance of the employees. One example is providing trainings and workshop seminars applied to all employees. The purpose is to strengthen the skill and knowledge of employee so that they can engage in a more productive manner of enhancing their experience to improve their responsibilities at work. Trainings and seminar workshops are usually applied on a weekly basis, which is a new rule for employees to perform excellently in their position. This professional experience manages my responsibility to become more experienced and reliable with the company that I previously worked with. The human resource managers implemented this new organizational routine as a long-term plan and application so that employees become highly valued by the company. The risk of committing mistake is limited due to a repeat in training sessions affiliated with an effective human resource management practice (Capelli, 2015).
As an employee, there are factors that influence the applicability of role performance. Existing leadership practice is a factor because it deals with the type of rules that are implemented to control professional growth. Social factor such as the relationship with other employees and family members impacts the way a person performs at work. These environmental factors play an important role for building the confidence of the person at work as well as enhancing their confidence that are usually observed by the human resource manager. As a result, the human resource management has been efficient on dealing with a productive way of organizing tasks with the employees from different departments. In addition, managers are responsible for promoting discipline to each employee’s role so that delivery of goals is always consistent with their job description.
Reference
Cappelli, Peter (2015). “Why We Love to Hate HR … and What HR Can Do About It”. Harvard Business Review.
Greer, Charles (2007). Strategic Human Resource Management: A General Managerial Approach. Second Edition. New York: University Press.
Johnson, R. D., & Guetal, H. G. (2012). Transforming HR Through Technology. Retrieved from https://www.shrm.org/about/foundation/products/documents/hr tech epg- final.pdf
2017/5210
