Posted at 12.30.2018
In this task is presented briefly the entire world economic recession, this is of strategic management which is examined the role of Strategic Individuals Tool Management as well as the HRM Guidelines during the monetary crisis. Finally, are proposed some solutions of minimizing HRM costs, following a minimizing cost strategy of the firms and presented the potential contribution to the long-term success of any company after the end of the recession.
Every business adopts strategies of behaving. The business enterprise strategy the that a company adapts and applies is straight linked with its day-by-day changing commercial, financial, technical, ethical and social environment. (Georgopoulos, 2006)
Until now, businesses were consuming bank account the factors of an continuously augmenting globalization of the markets and the non-stop pushing from the international competition (Scroggins W. , Benson Ph. , 2010), the indegent ability of the company to protect itself from the increasing menaces from the external environment and technical and administrative opportunities are propagate between the society and the business enterprise. (Georgopoulos, 2006)
In these factors that bring doubt to the company is added the economical recession that burst about two / three years ago. Recession is a phase of business pattern in which there is a significant reduction in monetary activity, which is obvious in income, employment, industrial production and sales. As result a great deal of companies are trying to survive, focused mainly in cost leadership strategy, a strategy that its goal is the minimizing of the expenses of development.
Strategic Management identifies the most difficult challenge that an organization confronts, about how through the competition for survival and prevalence on the market in today's, will put base for a success in the future. (Georgopoulos, 2006)
Maximizing Performance is the primary goal of most managers, which means the level that the organizations reach their organizational goals with efficiency and performance. This will result the company's success in the long run. (Georgopoulos, 2006)
SHRM is a strategic approach of handling one of the most important elements of a business, its working force. The need of SHRM is more powerful in present days, as economies are under recession, businesses have losses and a vast number of people lose their jobs all over the world (Harness T. , 2009).
The administration of each firm has an expense reduction strategy, searching for potential cost benefits and thinking twice of spending its income. The HRM costs are usually significant costs and are usually the first that are low in an economic turmoil.
In situations like this, the HRM must react quickly, aiding the business in protecting inbound cash and minimizing its functional costs. That is pressing for HRM, as it must change its concentrate rapidly, from the nice strategies of the monetary growth, taken for granted by the employees, to unpopular cost chopping strategies.
In this way, HRM contributes to the survival of the business enterprise, increasing its performance if it's possible and also to its success after the exit of the recession, having already recruited the most skilled employees with the less possible cost, leading the organization to the competitive advantage in the foreseeable future market (FergusonK. , 2009).
Unfortunately, for achieving this, HRM adopts unpopular enhancements; policies and types of procedures may be terminated or postponed; but also this may be helpful for HRM to add modern plans of high standard, making the organizations healthier following the recession.
Until now, has been detected a development of the firms where the majority of companies has fired employees straight after the burst of the turmoil and replaced low-performing employees with high executing. Also a large amount of these hire only non permanent employees and augment the size of IT applications. As a result, a few of the HRM techniques can be highly affected plus some other not to be affected at all.
There are plans of HRM that are heavily affected by the recession in the strategy of reducing the expenses, such as planning of workforce, recruitment, training, benefits already directed at employees, performance management and appraisal, which have to be minimized immediately. Other routines are less affected, such as job analysis, recruitment, screening, selection, interviewing and development, in which the costs can become more easily reduced.
In these activities of HRM, the the one which needs to be almost taken out is the recruitment. A lot of the businesses stop recruitment completely or they reduce it to least. This affects the actions of job analysis and planning, as there are no inbound employees. The HR team is absolutely careful of determining the needs in staff of the company and designs work positions that cover a larger field of responsibilities and have less specialization. Additionally, they can build a "brand name" this era, creating job campaigns that will catch the attention of skills with the bare minimum cost. They reschedule all together the look of the working make of the company and its own organizational structure, redirecting the employees in other departments. In this way the expenses in money and time from recruitment are almost taken away instantly (Richbell S. , 2010).
These three activities aren't affected a great deal, so long as there is at least some recruitment, as there are ways to make their costs disappear, mostly through technical tools (Polychroniou P. , 2009) that give the possibility to the companies to check and interview without cost of transportation, residence of the interviewers, materials etc. Alternatively, always businesses want talented employees, thinking of their performance and success following the end of the recession. In cases like this, the crisis allows companies of mapping and targetting the truly talented employees that maybe they will work for the rivals or are victims of the recession. And each one of these will definitely cost to the business significantly less than in a rise period (Emerald Group Publishing Limited, 2010).
Training will follow the speed of the recruitment as it is costly to teach the new employees, so long as they exist. They have huge costs in time and money, so the companies like already experienced employees, victims of the recession, to avoid these costs. On the other hand, development is absolutely significant during the recession time. This is the HR practice less afflicted by recession, as can be carried out with low priced, using IT solutions, and prepares the business enterprise for the exit of the financial crisis, making the most of the performance and contributing in the long-term success. The development can be diminished to the main element personnel, identify the top performers and focus to the really capable of reaching good performance (Malik F. , 2009).
A company has after the check of performance of its employees to produce a quick classification between good and average employees. This will make also the common or bad employees to be pressed to execute. Also, employees with average performance in a department can be redirected to some other one, that may provide them with additional skills as well. Finally, for increasing their performance the HR department has to listen to the employees, to keep them encouraged and be honest with them about the difficulties of the period, in order that they will trust the administration, they will help it to to handle the appraising problems by reviews and will augment their willingness for higher performance. Additionally, creating a vision and making them part from it, will boost the level of commitment of the employees (Pate J. , 2010).
From what the business can save a huge amount of money will be the bonuses that can be significantly reduced, without touching the base earnings of its employees, because they are really sensitive in this (Armstrong M. , 2011). In the same manner, in the appraisal process, the deals can be re-evaluated and can be carried out only the needed ones, hoping to minimize the salary augmentation and strengthen their development programs(Armstrong M. , 2011).
In bad economic periods, companies neglect buying HRM, as they think of the periods ideal for chopping benefits and firing employees. In the contrary, companies should take advantage of these periods, to get ready themselves for another period of strong economic progress.
Innovation results out of change, which calls for an organizational culture inclined to accept it. The contribution of HRM in organizational culture, makes it an extremely important function of the business enterprise nowadays.
The enhancements that HRM can apply in organizational culture of the business are (Benevene P. , 2010): collaborate with ecological means of communication lowering costs; improve the satisfaction of employees making them sense important, showing with them the perspective of company; create the adaptable working changing it from an employee benefit to a cost managing strategy (Atkinson C. , 2011); raise the employee proposal to the performance of the company; attract and keep talented employees(Pate J. , 2010).
In this way, HRM, through innovative strategies contribute to the exit of any company from the recession, reducing the expenses and maximizing business performance. Being focused on organizational culture, through its processes and the assistance of technology, HRM will offer real benefit to the company.
In this era of world financial recession, the HRM must react in a fast and reliable way, as the much longer an launching solution needs, the less is suitable. A business with HR office reporting, managing and innovating all its processes, can be leaded in an enormous competitive advantage after the crisis comparing to its competitors, improving or take full advantage of the performance of its employees and as a consequence the performance of the organization and thus, thought to have achieved success in the long run (Kats M. , 2010).