Posted at 11.15.2018
In today's competitive business environment, real human reference management has made significant stride in the past decade. Together with the internationalization of markets, having a competent workforce is a key to maintain competitive. Contributing to an organization's proper goal is an integral area where HR can make a difference (Private, 2009). Increased competitive stresses lead organizations to revise their strategy. Organizations spend money on new systems to increase their competitive benefit; however, possessing advanced technology will not guarantee success. Quite simply competitive advantage depends upon the management's capacity to consolidate global systems and skills into competencies to modify speedily to changing environment.
According to Amit et al. , "Linking HRM to organizational strategy was accentuated with the rise of resource-based view of the firm currently. " (as citied in Dan-Shang & Chi-Lih, 2008). Strategic human source management links between group strategy, business environment and human resources. Human capital is currently being increased target in neuro-scientific human resources management and resulted in increased need for managing human resources.
In recent years organizations emphasize on the strategic value of human being resource management, to be able to gain a competitive benefits. Besides capital, individual resource is the one of the most important assets in every organizations. The progress of human source of information management has resulted in more and more organizations finding the benefits associated with using well licensed and experienced staffs who are prepared to work from the day one. The need for strategic human source of information management treated within business strategy in the business and its marriage with various work policies. Human source of information management strategy controlled correctly could increase organizational performance significantly. The Workforce Scorecard: Managing Human being Capital to Execute Strategy (2005) figured how workforce success is a shared responsibility between collection managers and human resources professionals and exactly how effective labor force management strategies can have a robust effect on efficiency, profitability and shareholder value. (p. 32). The management of human resource must transfer down certain level of responsibility. While organizational individual tool strategy is properly configured, it'll provide a immediate and financially significant contribution to company performance.
Organizations need to give attention to the value of the recruiting in order to acquire and maintain competitive advantage for the organization. Starks & Brooks (2009) explained that the strategic human being capital management plan has two key components: recruitment and retention strategies, which are not mutually exclusive. (p. 62). Successful real human resource management may be accomplished by the implementation of these strategies through recruiting tactics such as recruiting, selecting, training and satisfying employees.
Traditionally, by post advertising communication in the Internet can reach wide range of individuals. Regarding to Ryan & Tippin (2004), "Employees who are referenced are less inclined to leave, have higher job satisfaction, and better performance". (as citied in Valerie & Janice, 2007). Employ the service of the right staff with the right skills. Those referrals tend from cultural background, same generation or qualification which matched with job technical specs. While filling up job starting of high level position, it can be good for use internal promotions. Organization can take the good thing about investment manufactured in recruiting and training the employees by recruiting from inside. And employees can also be motivated for their rewards for previous performances. It causes job satisfaction and performance improvement.
An organization's success is now increasingly dependent on the data, skills, and abilities of its employees. Organizations must be versatile to allow an modification in creation and resources to meet changing market segments and customer demands. Today, organizations are now emphasizing on the progress and development of their employees. The grade of employees and their development through training and education are major factors in determining permanent profitability of an business. If good employees are chosen, it is good insurance policy to purchase the introduction of their skills, so they can increase their productivity. Cross training and job rotation program are also helpful. With job rotations, employees can learn about different elements of the business by spending time in positions in several departments. And in addition, employees have got the skill and training can in a position to perform a variety of different tasks.
Knowledge is very important to organizational performance. To be able to develop the knowledge worker and retain the knowledge, organization must implement human resource strategy and keep maintaining the competitive edge. One key is staff retention. Relating to Drucker, "Knowledge staff aren't labor, they can be capital" (as citied in Riham, 2008). Without these "capital", business would surely fail. And, effective recruitment plan must incorporate plans to be able to hold on to employees once employed. However, Alvesson stated "The commitment of knowledge staff and the ways to reduce turnover are critical management problems" (as citied in Riham, 2008).
Employee retention strategy brings about the campaign of effective staff communication and enhances the workforce. Along with the implications for job security and working condition, standard of living and professional development both are ways to hold on to top employees. When companies start concentrating on their number one advantage, their people, retention is no longer an issue.
Human reference management staffs have been facing issues. Relating to Barnett & McKendrick et al. , "Factors including the globalization of competition, the tightening of skilled labor marketplaces, improvements in technology, the growth of the data economy, and the need for flexibility and expertise in the workplace have each presented strategic difficulties to which organizations experienced to response". (as citied in Wickham & O'Donohue, 2009). Lawler & Boudreau (2009) discovered that HR performs a better role in strategy a lot more the function can connect human being capital to strategy, and specifically identify where ability and corporation design features make a strategic difference. (p. 21) Strategic human source of information management takes on the main issues which include the following:
During recruitment of minority employees, organizations face two major issues. The first one is to reach the minority group individuals who meet the position's selection standards. However, the minority groupings do not use the same systems as almost all groups. By using web recruiting, different group individuals with different history can be reached. The second concern is to get those potential applicants to send their applications. Regrettably, many companies are unaware they are reflecting a graphic of homogeneity, while others must package with the actual fact that their industry is improperly perceived.
Dimensions of work area diversity aren't limited to age, gender, ethnicity and educational track record. More importantly, if the organizational environment will not support diversity broadly, one dangers losing expertise to competitors. Furthermore, organizations failing to hold on to a diverse ability pool are incurring significant loss, especially recruitment and training cost. Sadler (2009) discovered that homogeneous labor force that shares similar backgrounds, education and means of thinking does not generate the creativity and creativity that is imperative for an enterprise to survive. (p. 33). The future success of any organizations depends on the capability to manage a diverse body of talent that may bring ground breaking ideas. Broadening the talent pool and variety of its talent contributes to the expansion and development of the business enterprise. In real life, diversity cannot be easily categorized and those organizations that react to real human complexity by leveraging the abilities of a wide workforce will be the most effective in growing their businesses and their customer bottom part.
The problem of strategic human source of information management is gaining popularity. Human reference strategy must keep rate with the changing environment in term of dealing with changing needs and expectations of customers and employees. Recruitment and retention programs are part of tactical human management plan made to improve and retain the quality of the employees. In the long run, successful strategy implementation required personnel development and job satisfaction, thus production and reputation of the organization can be enhanced. Besides, financial and nonmonetary rewards such as competitive reimbursement and better work condition may be used to attract diverse skill.
Organization culture is another issue contributing to the strategic individuals tool management. It brings about create culture of common respect irrespective of personal information and improve recruitment. To conclude, in order to get competitive gain through employees, it's important to analyze the business enterprise strategy and individuals resource methods in organizations. Therefore, real human resource management takes on a critical role in management planning and should always be treated as strategically essential aspect of business management.