Investigate the strategic role of human resources management in an organisation?
Discuss with relevant examples the current recruitment and selecti0on practices as well as challenges faced by employers?
Based on a selected organisation, examine how learning and development has impact its performance?
1.The strategic role of a human resource manager is to strengthen the relationship between the employer and the employee. However, there is more into this job role than what many people think of. The human resource managers of a company are required to perform various functions and practices, in order to provide the employees with a proper balance between their professional and personal life. There specific job role involves hiring fresh talents having the capabilities of supporting the goals or objectives of the company and developing or training them on these specific goals in order to meet the future business needs[1].
Moreover, the human resource managers know how to differentiate between individuals on the basis of their potential or performance, moving people into new roles and changing the behaviors of the employees in order to increase their productivity. In addition to this, the human resource professionals are required to emphasize upon effectiveness as well as alignment. There are several models on the human resource management, which have been identified in this assignment and all these models serve various purposes. Firstly, Fombrun, Tichy and Devanna Model highlight the functions of selection, rewards, development and appraisals[2]. These four components are expected to make significant contributions to the effectiveness of the organization.
Secondly, the Harvard Model of the human resource management claims to be as much comprehensive as it seeks to comprise several components like the stakeholders, situational factors, HRM policy choices, interests, long term consequences, HR outcomes as well as a feedback loop through. Thirdly, the Guest Model focuses on logical sequences of six different components, those are; HR strategy, HR outcomes, HR practices, behavioral outcomes, financial consequences and performance results. Lastly, the Warwick Model deals with the outer context, business strategy content, inner context, HRM content and HRM context[3].
Majority of the organizations follow these models in order to maintain a proper organizational culture and to focus on the organizational values. For example; IKEA is a Swedish retail chain that deals in house décor items and furniture. The human resource professionals of the company believe in fostering the relationship between their employees and clients. They focus on cultural fit or values instead of experience and skills. Moreover, the recruitment system of the employees is value driven and standard questionnaires are being set up for the interview purpose. On job trainings are being provided in addition to the tradition classroom courses[4]. At IKEA, a wide variety of web based training services are being provided for several purposes.
At FedEx Corporation, the human resource managers hold the track record of organizational success, which ranges from delivery to the consumer services. Moreover, in order to track the employee relations, the company conducts feedback action programs and annual surveys. The employees provide their valuable feedbacks and the human resource managers discuss those results with the senior management, in order to curb their issues within the workplace settings. The management of the company provides efficient ways to address those problems for balancing the community. In addition to this, Prudential Company also keeps an open mind when it comes to human resource processes and welcomes innovation when needed[5]. The company’s openness helps them in keeping themselves ahead from others.
2. Recruitment refers to the overall process of hiring or selecting the best qualified candidate, either from within or from outside of the organization. It can be defined as the procedure of attracting, short listing, appointing or selecting the suitable applicants for the job profiles, be it permanent or permanent, within the organization. In addition to this, the recruitment is also a process which is involved in choosing the individuals for the unpaid roles. The managers, recruitment specialists and the human resource generalists are given the responsibility of carrying out the recruitment procedure. However, in some public sectors, commercial recruitment agencies or the specialist search consultancies are often utilized to conduct the entire process. For example; Southwest Airlines receives over 342,660 resumes but hires around 7,204 employees. Similarly, Google also receives millions of resumes every year, but hires the most deserving one. LinkedIn is the dominant network in terms of professional recruitment and recruits 96% deserving candidates[6].
The term selection also has similar definition as that of recruitment; however, it can be referred to as the procedure of evaluating and interviewing the candidates for a particular job. In addition to this, the individual selection for the employment is based on certain criteria. The selection of the employees can range from a simpler procedure to a complicated one, depending on the companies’ position or hiring. There are several laws for employment like anti-discrimination, which should be obeyed at the time of selecting the employees. For example; Ford Company selects candidates on the basis of the skills and experiences. The employees have to go through several tests like reasoning questions, mathematical calculations and vocabulary skills in order to get employed. Similarly, Volkswagen Group and Toyota selects and shortlists the candidates on the basis of their abilities to analyze or interpret data[7]. In addition to this, the applicants are required to have good communication and convincing skills.
The recruitment and selection procedure is continuously evolving and thanks to the improvements in scientific research and information technologies. However, there are several challenges and difficulties faced by the organizations at the time of conducting these procedures of recruitment and selection. Bringing on new applicants in the companies can be a bit expensive as it involves the costs of recruitment, orientation or training procedures. The labor costs for the employees, who will be working for full time, can be a bit higher than the part time workers. Moreover, the recruitment and selection procedure needs to be efficient and effective, as hiring a less experienced candidate can cause greater damage to the organization itself. Moreover, until and unless the company has a well defined objective selection method for the employees, subjectivity can be a bit problematic[8]. In small businesses, human resource professionals have to conduct the selection procedure by depending on the existing resources and at times, they end up hiring the wrong candidate for the organization. In addition to this, companies find it challenging to choose the perfect applicant for the required position. Therefore, the professionals need to find the most efficient worker for the company, who fits into the company’s culture.
3. L&D is the abbreviated form of learning and development, which is particularly focused on helping the employees gain new skills as well as experiences, so that they are productive as well as motivated at the workplace. The L&D professionals are mainly concerned with getting the best results out of the workforce and develop their capabilities as well as skills in order to drive the business performance. For understanding the concept and benefits of L&D, Starbucks Company is being taken as the example. Starbucks is the leading caffeine providers all across the world[9]. The company employs applicants in order to increase their productivity and performance level.
The company implements lean techniques in order to increase the productivity as well as performance level of the employees. It also helps in maximizing their customer satisfaction. They believe that the more the employees are happy, the more are thy productive. Starbucks also take care of its employees by providing them with a proper balance between their professional and personal life. They are best known for offering most generous benefits packages to the employees, which include health care, stock options, online education, tuition reimbursement and many more[10]. In this manner, the company motivates as well as encourages its employees to perform their best.
Learning and development have enabled the company in increasing morale and job satisfaction among the employees. It helps in increasing the motivation of the employees, efficiencies in the processes, which in turn have resulted into financial gain within the Starbucks Company. In addition to this, the organizational leader Howard Schultz have mentioned that the employees are being trained and motivated on a daily basis, in order to perform their best. Moreover, they are given the opportunities of discussing their issues with their supervisors[11]. Their opinions and valuable feedbacks are being considered and implemented for the betterment of the organization.
For the Starbucks Company, employee satisfaction is the basis of their success. They consider their employees as a valuable part of the organization. The company also implements strategies like monetary incentives, intensive training procedures and insurance programs for motivating and encouraging its employees. It is revealed that the employees are happy and satisfied with the organizational culture of Starbucks. They feel valued and special and are given numerous opportunities for education. In addition to this, they get flexible working hours, professional development opportunities and proper retirement planning[12]. These factors have enabled the company in designing a great workplace, which many companies lack.
The Starbucks Company believes that the learning and development theory helps the employees in enhancing their communication as well as computer skills. Trainings conducted in the organization have helped the employees in improving their customer services. Moreover, the employees are given trainings on accepting diverse culture and ethics, which is a very good practice that every organization should consider. Employees of Starbucks are highly satisfied with the working culture and happily serve the organization. In addition to this, the company also has proper risk management strategies and focuses on employee safety or welfare as well[13].
References
Aguinis, Herman, and Kyle J. Bradley. “The secret sauce for organizational success: Managing and producing star performers.” Organizational Dynamics 44.3 (2015): 161-168.
Armstrong, Michael, and Stephen Taylor. Armstrong’s handbook of human resource management practice. Kogan Page Publishers, 2014.
Auernhammer, Jan, and Hazel Hall. “Organizational culture in knowledge creation, creativity and innovation: Towards the Freiraum model.” Journal of Information Science 40.2 (2014): 154-166.
Bratton, John, and Jeff Gold. Human resource management: theory and practice. Palgrave, 2017.
Brewster, Chris. “The integration of human resource management and corporate strategy.” Policy and practice in European human resource management. Routledge, 2017. 22-35.
Cascio, Wayne. Managing human resources. McGraw-Hill Education, 2018.
Marchington, Mick, et al. Human resource management at work. Kogan Page Publishers, 2016.
Reiche, B. Sebastian, et al., eds. Readings and cases in international human resource management. Taylor & Francis, 2016.
Snell, Scott A., et al. “Starbucks: Schultz Back in the Brew.” Darden Business Publishing Cases (2017): 1-18.
Snell, Scott A., Shad Morris, and George W. Bohlander. Managing human resources. Nelson Education, 2015.
Taylor, Tracy, Alison Doherty, and Peter McGraw. Managing people in sport organizations: A strategic human resource management perspective. Routledge, 2015.
Thompson, Andrew. “Starbucks Coffee’s Stakeholders: A CSR Analysis.” Panmore Institute (2017).
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