Thursday, December 5, 2019

Model of Excellence Driven By Excellent HR-Samples for Students

Question: Discuss about the Model of Excellence driven by Human Resource Management of an Organization. Answer: Introduction The role of HR in advancing the macro-goals of the organization is apparent. Therefore, human resource management is adapted to help the organization fulfill the micro goals, and also remove the weaknesses. An analysis of some topics in this research shows the importance of human resource management system for an organization to improve and eliminate the weaknesses at the management level. Human resource management, which emerged in the 1980s, was developed by its advocates as a new side in human forces management at the subsequent stages. Human resource management is a comparative approach to strategic management of key resources of any business, i.e., the human resource management. For achieving the industrial goals by addressing the challenges, human resource management requires a model depending on which the results can help achieve the organizational goals. Model of excellence is a tool that helps evaluate the right path. It also helps the organizations to compare the current si tuations with the desired situation. In this particular context, the research discusses the rules and regulations of AHRI, as provided in the training module, along with the reasons why an HR should utilize the capabilities. Capability adoption Model of excellence on the human resource not serves as a tool to find the weaknesses but also helps find the differences between the strategies of other organizations. It also gives a complete survey of them, investigates the reasons and also shows which one is better than the others (Eghbal 2008). In line with it, the objective of this research is to offer some potential strategies to achieve organizational goals and increase the business growth. Some policies that support the statement are as follows: A strategic architect Business Driven A workforce and workplace designer Discussions on Findings This section begins with a discussion of the best HR policies which will support the Model of excellence in Australia. It also shows the significance of the development of an organization to get sustainability in the competitive market of Australia and around the world. Here are the brief discussions about those findings A strategic architect One of the major terms in strategy analysis architecture is to find a proper strategy to develop a business (Lepak and Snell 1999). It is an area that constitutes a paradigm shift for human resource professionals, which is essential to navigate administrative functions to focus a long term role for a company. When a tactical role gives rise to the perceptions or becomes its source, it has the same implications for the HR function (Ulrich et al. 2009). An excellent strategic architect is also called a master planner for their organization. HR manager in Australia, who plays the role of a strategy architect, gives a clear view of the shape of the organization regarding how it stands in the market place. Moreover, a good strategy made by an HR manager helps overcome the obstacles in the way of company growth. Besides this, it builds a link between the internal procedures of an organization with the needs of external customers. This linkage gives rise to a customer oriented business stra tegy followed by a better sustainability. This factor helps achieve following functions To understand external customers. Provide a clear view of future goals. To implement the new business strategy to survive the market , HR also makes connections with many companies to get the information about its strength and weaknesses using the data of human resource management. Also, HR management system involves technologies to provide e-recruitment, employee tracking systems, performance management software, etc, which enhance the ability of an HR (Kumar and Pandya 2012). As far as my view is concerned, I wholly believe that the use of various technologies will allow an HR to play a strategic role in an organization to achieve future goals. Business Driven The business driven strategHRies enable a human resource manager to explore the purpose and implication of Strategic HR; it enhances the ability to address the problems and challenges in the organization through an objective, organic HR lens (Boshyk 2016). Besides, it helps an HR to be more entrepreneurial, adding value in strategic support service. Lastly, it gives a perfect vision to measure and evaluate HR's contribution and adds value to the organization. A business driven strategy helps to achieve the following objectives: It helps implement new strategies as per market needs to increase the customer base and provide a competitive advantage in the market in Australia. According to the government policies and regulations of Australia, HR management team chooses a proper and legal way to resolve all the issues for the expansion of the business. A better social and technological change can be possible through this analysis. It provides a conceptual view of the entire operational process. It also helps understand the qualities of the products. Moreover, it assists a better conception about a place where these goods or services are in demand. Lastly, it helps to find out the potential threat as well as the risks of any organization and gives a proper solution to it. A workforce and workplace designer A work force model is a methodical process that describes a planning process of an organization to ensure that it has the right people at the right time with the right skills. In a broader sense, it describes the whole management system of the work area of an organization (Carnevale 1990). It also includes a tool for making human resource management decisions in future. In a nutshell, an innovative workforce design is all about trying to analyse the future demand for staffs, and it helps match the criteria for them with the needs of an organization. There are several benefits of workforce design are listed below: It can identify the future staffing needs. A retirement strategy can be planned for those employees who are unable to work (Morris and Venkatesh 2000). Staff recruitment costs can be reduced by implementing the right team in the right place and by reducing the number of non-performing staffs. A workforce model makes it easier to underst and the needs of staff development. Australia abounds with skilled personnel. An experienced HR manager is necessary to select the right person for the right ,job. An HR manager, who is aware of the ability of the staff members, can bring an improvement in the performance within a short duration of time by placing the right people in the right job role. Conversely, an improper staffing poses a significant threat to an organization. For example, if an individual with skills in graphic designing works in the writing department, it is virtually impossible for them to serve the purpose as they would not have any knowledge or experience in writing. On the contrary, recruiting the person in graphic design department would help an organization achieve more potential output in at minimum cost, thereby saving the precious time. Conclusion Every science is build up with some people, and HRM is also considered as a part of science (Guest 2002). HRM has some basic principles. Apart from the optimum utilization of resources, and adding strength to an organization, it also creates a perfect business environment and helps the staff realize its full potential. Without an excellent human resource management, no organization can be successful. Firstly HR makes a strategy with the help of an expert and then creates a workforce to achieve the desired goals. With it, an organization can complete its target smoothly in any market with ease and efficiency. Bibliography Boshyk, Y. ed., 2016.Business driven action learning: Global best practices. Springer. Carnevale, A.P., 1990.Workplace basics: The essential skills employers want. astd best practices series: training for a changing work force. Jossey-Bass Inc., Publishers, 350 Sansome Street, San Francisco, CA 94104. Eghbal, F. 2008. Identify Challenges human resource managers based on European Foundation for Quality Management [In Persian]. In: 8th International conference of quality managers. July 15-16; Tehran, Iran. Guest, D., 2002. Human resource management, corporate performance and employee wellbeing: Building the worker into HRM.The journal of industrial relations,44(3), pp.335-358. Kumar M. D. Pandya S. (2012). Leveraging Technology towards HR excellence. Information Management Business Review. Vol. 4 (4), p205-216. Lepak, D.P. and Snell, S.A., 1999. The human resource architecture: Toward a theory of human capital allocation and development.Academy of management review,24(1), pp.31-48. Mirsepasi, N. 2002. Strategic Management of Human Resources and Work Relations [In Persian]. Tehran: Mir Publications. Morris, M.G. and Venkatesh, V., 2000. Age differences in technology adoption decisions: Implications for a changing work force.Personnel psychology,53(2), pp.375-403. Seyyed Javadein, R. 2004. Management of Organizational Behavior and Human Resources [In Persian]. Tehran: Negahe Danesh Publications. Ulrich D., Brockbank W., Dani J. (2009). adoption of strategy architect in the strategic HR organization. People Strategy. Vol. 32 (1), p24-31.

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