The performance of businesses is based on the manner in which the workforce undertakes their operations as per the needs of the organizations. The different factors that affects the proper functioning of the workforce is based on the leadership qualities and approaches that the HR undertakes in order to manage the employees (Alfes et al. 2013). The concerned organization for the report is MVP Tech, an UAE based IT organization. The different HR functions that are undertaken by the management of the organization and the different environmental factors that influence the management’s decision making will be enumerated in the research. The technological innovations that are undertaken by the organization are dependent on the active participation of the employees in the functions of the management. The HR functions of firms help the same in upholding the different interests of the workforce. It also helps the organizations in cutting off different costs from the expenditure list of the companies leading to the profitability of the same. The key elements of the HR functions are based on the needs of empowering the workforce and thereby maintaining the sustenance of the organizations through continuous performance in the international scenario.
The purpose for undertaking the report is to define the different factors that shape the role of the HR of the organization. On the other hand, the research will be enumerating the different elements of business environment and the impacts of HR functions on the performance of the business. The different stages of the strategy formulation will be mentioned in the later part of the report which will provide a clear in sight of the decision making process and the manner in which it affects the proper functioning of the employees.
The HR metrics forms a vital way of quantifying the costs and thereby identify the different impact of the training and recruitments programs on the organizational performance. The organizational management has taken steps to minimize the cost per hire that is incurred by the businesses. On the other hand, the BSC (Balanced scorecard) model has helped the HR in upholding the efficacy of the task as per the priorities. This section of report has enumerated different stages of the BSC model for MVP Tech.
The BSC model clearly indicates the manner in which the strategies and vision of the organization influences the smooth operating financial systems, internal processes, learning and growth of the employees and customer retention. Alfeset al. (2013) stated that the different functions of businesses help in upholding the efficacy of the coordination of the business as per the needs of sustenance. The financial growth of organization is guaranteed through the retention rate of the employees in different processes planned by business. Some 90% of people who are into their probation period are retained in the organizations. The involvement of employees in the procedure of the business will be helping to promote the smooth functioning of the business to work on the objectives of the same (Caligiuri 2014). The identification of different unease that are faced by the people while working on the objectives of the business and the manner in which they can be resolved is one of the major concerns of the HR. The HR of the concerned organization works as an intermediate between the hierarchy of management and the workforce. The issues that are faced by workforce and manner in which the workplace conditions can be modified in order to maximize the productivity of the business is one of the major aim of the HR manager. The maximization of employee engagement in the processes of the business helps in upholding the efficacy of the systems. Alfes, Shantz and Truss (2012) stated that employee commitment in the processes of the company helps in upholding the enhanced productivity of the businesses, which helps in upholding the sustenance of the organizations in the market. The HR of MVP tech has taken steps to support the employees and motivate the same in order to maximize their involvement in the processes that are planned by the IT firm. Mariappanadar (2012) stated that it has helped in minimizing the different costs of recruiting the workforce as per the needs of the organization through the minimization o0f the turnover rates.
The internal business operations of the business are enhanced through the Effective and Safe Work Environment with Appropriate Skills. The different On-boarding and Off-boarding programs that are planned by the business has helped in upholding efficacy of the systems of the functions as per the objectives of growth. On the other hand, the HR information systems like the feedbacks from the employees and the payroll operations have helped in upholding a track of the functions. Jimenez-Jimenez and Sanz-Valle (2012) stated that monitoring over the attendance of the workforce will be helping the HR of the organization in upholding the smooth functioning of the processes as per the objectives of the business. Despite the employee retention program that is planned by the business, the rate of employee turnover has maximized which has affected the smooth functioning of the business of the concerned organization (Giauque, Anderfuhren-Biget and Varone 2013). The HR of the organization designed the operations in compliance with the different regulations that are enforced by the governments in order to maintain their efficacy in the functions. It has helped the business in enhancing the internal processes of the business.
Design of the training materials is one of the top priorities that are covered by the HR departments (Zibarras andCoan 2015). The organization does not provide any formal training to its employees and thereby offers no career growth opportunities, which constrains the capabilities of the employees in the limited fields of functioning. The organization never achieved a certification from the CIPD (Chartered Institute of Personnel and Development) for the training of the employees in order to undertake the smooth functioning of the business processes (CIPD, 2012). The smooth functioning of the business processes is affected through the irregular functioning of the business processes (Lamba and Choudhary 2013). The proper functioning of the workforce will also be helping the organization in retaining the workforce of the business, which will be supporting the sustenance of the business in the highly competitive markets.
The skillful team and the diversity in the workforce has helped in promoting the smooth functioning and continuous innovative intentions of MVP Tech. The flexible workplace environment has helped in maximizing the productivity of the business. On the other hand, the financial stability of the enterprise has helped in its growth and expansion as per the objectives of the business. The key elements of change in the technologies are supported with the highly talented and skilled workforce that is recruited by the organization. However, there are different issues that are faced by the organization due to lack of proper reward and recognition programs (Chowhan 2016). Reward and recognition programs act as a motivational event where the employees are recognized for their contributions to the success factors of the organization. However, the lack of proper reward and recognition programs in the organization has affected the morale of the employees. On the other hand, the lack of integration and communication between the departments of the organization affects the workflow largely.
The productivity of the organization is lagged through the lack of proper coordination between the different internal departments of the business. Lack of proper legislations and IT infrastructure systems has affected the productivity largely. The organization also deemed to provide training to the employees, which has affected the organizational progress while operating as per the objectives of the business (Long, Ajagbe and Kowang 2014). The lack of suitable HR functioning of the concerned organization has resulted to the loss of trained workforce. It has affected the proper functioning of the systems of the business while operating as per the objectives of the same. On the other hand, the lack of product management has affected the placement of the product and their suitable designing attributes contributing to their availability in the relevant markets. The lack of proper career developmental schemes and training to the employees has affected the progress of the business and its relevant sustenance in the external markets. The proper functioning of the HR departments of the organization would have helped the same in upholding the congruency between the operations and the workforce expectations (Bello?Pintado 2015).The understanding of the HR in the processes of the business would have helped the organization in maximizing the participation of employees in the development of business. On the other hand, supporting the workforce through the identification of issues and manner in which they can be mitigated will be helping business in upholding the smooth functioning of the business processes.
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Political |
· Political climate and stability of the different nations where the organization operates · political impositions · taxation in the different field of action taken by the organization |
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Economic |
· Distribution of income in the different t communities · monetary and fiscal policies of the government · trade restrictions in the different regions |
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Social |
· social traditions, values and beliefs of the people · social satisfaction in the different contexts as per the preferences of the people · maintenance of the ethical standards while operating in the different markets |
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Technological |
· technological innovation in the security systems · competition in the market due to the advancement in the technological aspects |
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Legal |
· different tax impositions in the market · ethical standards relating to the security systems |
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Environmental |
· Waste management policies · intervention of the different environment protection agencies |
Organizational performance is specifically based on the different functions that are undertaken by the HR of the organization. The key role that is played by the HR of the organization is to undertake recruitments for the organizations. The recruitment of skilled workforce has helped in upholding the proficiency and productivity of the businesses while operating as per the objectives of its expansion. The skilled workforce helps in enhancing the functions of the enterprise. On the other hand, Vanhala andRitala (2016) stated that the quality of the processes and knowledge transfer among the employees is enabled through the skilled workforce. Alternatively, the recruitment of the skilled workforce also helps the companies in minimizing the training costs, which helps in maximizing the profitability of the venture.
The HR of the organization also designs the induction and training process of the employees, which helps in enhancing the skills of the same. It helps the organization in maximizing its productivity as per the objectives of the business. The training and induction of the new candidates helps in inducing the culture of the organization in them and thereby helps in making the same more adaptable to the processes of the business. The design of the training that is provided to the employees by the management is a crucial factor as it helps in upholding the efficiency of the functions of the business (N. Theriou and Chatzoglou 2014).
Identification of the concerns that are faced by employees and thereby mitigating the issues is one of the major functions of the HR of the organization. It has helped in upholding the proper functioning of the systems of the business (Gold et al. 2013). Communication with the employees and thereby maximizing their involvement in the processes of the business helps in upholding the efficacy of the performance of organizations (Lewicka 2013). Changes that are planned by the management of the organization is supported through the communication of the same through the HR departments to the employees. The smooth functioning of the workforce as per the changed processes of the business facilitates the smooth operations. Clarke and Hill (2012) stated that the HR department of the organizations aims at resolving the inter- cultural clashes in the workforce and thereby maintain the smooth functioning of the workforce through the integration of the different internal departments of the organization.
The HR of the organization also aims at upholding the ethical backdrops and thereby induces the corporate culture within the people. It will facilitate the business in upholding the smooth functioning of the systems as per the objectives of the business. The different aspects of the change in the systems of the business are based on the proper functioning of the HR departments (Donate, Peña and Sanchez de Pablo 2016). The induction of different regulations in order to maintain the flexibility of the workplace has helped in enhancing the productivity conditions of the business while operating as per the objectives of the business.
The strategies that are formed by the organizations pass through different stages, which portray the feasibility of the idea and the manner in which they can be implemented on the business model in order to enhance the proper suitable operations of models of the business. The most important step even before a strategy is formulated is to have a clear conception of the objective (Zakaria2013). The identification of the objective of the organization helps in upholding the efficacy of the function as per needs of the business. The strategy formulation model by Andrew Isherwoodwill be helping organizations in identifying the different steps that might be undertaken by the businesses in order to formulate and implement a proper strategy as per the needs of the organization. The identification of the vision of the organization will be helping the management to support the strategy with a rationale (Björkman et al. 2014). The vision of the organizational situation through the implementation of the strategy will be helpful in understanding the potential outcomes.
Defining the market situation of the organization through internal and external environmental analysis will be helping the management in gathering data of the current situation of the business. The different element of the change that is required to be undertaken by the organization in order to support its sustenance needs is being understood through the different environmental analysis (Hennekam andHerrbach 2015). It will be helping the management of the organization in upholding the similarity between the functions and the strategy as per the objectives of the business.
Formulation of the strategy is one of the major steps that are undertaken by the management in order to enhance the organization’s scopes of expanding in the international markets (Renwick, Redman and Maguire 2013). The implementation of the correct strategy on the organizational context helps in enhancing the scopes of expansion and sustenance of the businesses (Farndale, Brewster and Poutsma 2014). The long term objective of the businesses is to sustain in the highly competitive markets. Therefore, strategies help in upholding the efficacy of the functions of the business.
Implementation of strategy on functions of the business through suitable communication with the internal and external stakeholders of business will be facilitating the organizations in upholding proficiency of the performance. The implementation of the different strategies as per the needs of the organizations helps in upholding the efficacy of the functions. Monitoring over the processes and thereby bring in changes in the strategy of the organization is one of the final steps of the strategy formulation. The strategies that are formed by the businesses are meant for the betterment of the operations as per the objectives (Dumont, Shen and Deng 2017). The different steps of the strategy formulation help the organizations in upholding the efficacy of the functions. Human resource of the organizations helps in expanding the scopes of productivity and success for the business organizations. The proper functioning of the workforce as per the processes helps in upholding the efficacy of the functions correlating to the needs of the organization to sustain in the highly competitive market conditions.
The evaluation of the business performance is based on the profitability of the business. The increased retention rate of the employees helps in upholding the efficacy of the business enterprises. The measurement of the performance of the business organizations are based on the different key elements of sustenance of the business while operating in the diverse markets. The traditional indicators of the business performance were based on evaluation of absolute value of the earnings, indicators of cash flow and profitability of the venture. Indicators of the earnings of the business were done through evaluation of net income, earnings before taxes, earnings before interest and depreciation(Cooper, Liu and Tarba 2014). The group of indicators was mostly focused on the profitability of the firm ignoring the different sustainability concerns of the business while undertaking the venture. On the other hand, the modern indicators of business performance are discounted cash flow, market value added to the business, excess return on the investments, total shareholder return, economic value added, shareholder value added, cash flow return of investment and the like (App, Merk and Büttgen 2012). It has helped in understanding the market holdings of the organization pertaining to its sustainability while operating in the diverse markets. The enumeration of the different indicators has helped in upholding the proficiency of the functions of the business operation.
The HR of the organizations holds an important place in enhancing the performance of the businesses while operating in the diverse markets. The HR of the organizations aims at motivating the employees through different rewards and recognition programs. The different reward and recognition programs help in motivating the employees and thereby undertake the smooth functioning of the business processes. On the other hand, the provision for different training programs has helped in enhancing the skills of the workforce, which helps in the smooth functioning of the processes of the organizations (Ko and Smith-Walter 2013). The changes that are planned by the management of the organization for the growth and expansion of the businesses is being communicated by the HR department to the employees which helps in upholding the change readiness among the workforce. On the other hand, communication with the employees helps the HR manager in coming across different issues that are faced by the workforce while operating as per the processes that are designed by the organization. The identification of the issues of the employees and thereby resolving the same will be helping the organizational management in promoting the smooth functioning of the workforce. Communication also helps in encouraging the employees to involve in the processes that are planned by the management of organizations (Bos?Nehles, Van Riemsdijk and KeesLooise 2013). The suitable performance of the systems of the business is facilitated through the participation of the HR in the processes of business to encourage employees. Encouraging employees and motivating the same helps in upholding efficacy of functions as per objectives of the businesses while operating in the diverse market conditions.
Conclusion:
Therefore, from the above analysis it can be stated that the performance of the businesses is based on the HR activities. The smooth functioning of the workforce is based on the design of the training and the communication of the issues that are faced by the same. Mitigation of the issues that are faced by the employees helps in enhancing the workflow of the organizations. The involvement of the employees and engagement of the same in the processes that are planned by the management helps in upholding the efficacy of the productivity of the organizations. The enumeration of the different needs of the employees and thereby supporting them with the same has helped in upholding the efficiency of the functions as per the HR responsibilities of the organization. The HR of the organizations also holds the responsibility of integrating the different departments through communication. It helps in undertaking the collaborative venture of the organizations. The different aspects of the performance of the organization are based on the productivity, which is influenced by the skills of the employees. Therefore, the HR of the organization takes steps to design training materials in order to induce the culture of the organizational processes. The changes that are planned by the businesses are communicated to the employees through the HR department, which help in upholding the change readiness. Therefore, the research that was undertaken focuses on the identification of the different key roles that are played by the HR in boosting the employee morale through which the organizational performance is supported.
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