Being in an Executive Team and Contributing - Essay Example

Human Resource Introduction Evidently, many forces impact business and their way of operation presently. The forces include globalization, increased competition, and capability profile of the contemporary workforce as well as the rapidly changing age (Paauwe, 2009). Moreover, the information technology is also considered as a compelling force. With the wake of the current terrorists’ attacks and threats, issues regarding corporate security as well as corporate governance and corporate scandals the operational requirements of the business are expanded. Studies indicate that forces affect the businesses in varying extents over time. Nevertheless, some of the organizational realities are resistant to the forces and they remain unchanged. As management will always aim at ensuring that, the organization is healthy for the future generation (Paauwe, 2009). In order to achieve this, it means that the organization has to invest more in as well as maximize various assets. According to studies, there is a rising recognition of human capital. This is due to the fact that there is a remarkable impact on the sustained competitive advantage for the companies that employ it (Byars and Rue, 2006). Therefore, it is true to say that the human capital commonly referred to as the Human Resources function is a driving force for the transformation of many companies and organizations. Human resources is a term used to refer to the function in an organization which entails recruitment of new employees as well as their management and the giving of direction for them to work towards the success of the organization (Byars and Rue, 2006). The function is also responsible for hiring, compensation, wellness, benefits, safety, training, employee motivation, communication, performance management, and administration as well as organization development (Ulrich, 1998). Besides, human resource focuses on planning for the future ventures as well as setting objectives involving people in the organization. Most importantly, the function is responsible a comprehensive and strategic approach for managing people as well as the workplace environment and culture to ensure that employees contribute productively and effectively to the overall organization direction and the attainment of the organization’s objectives and goals. This paper will focus on providing information on how the Human Resource function would be used to ensure the success of the Consolidated Global Mining Services. Role of the HR function in developing a medium and long-term strategy to reduce costs and maintain the desired level of human capital Human resource leaders are currently under amplified pressure to express outcomes from their employees’ policies and practices (Beardwell and Claydon, 2010). In fact, such leaders are aware of the relationship between organizational success and the individuals within the organization. Furthermore, they understand that individual linked matters necessitate being at the core of the boardroom agenda. As a result, human resource managers are highly encouraged to formulate and put into action people strategies, which support the organizational objectives and boost the transparency and accountability around the management of people (Beardwell and Claydon, 2010). In this case, the organization should understand that managing people is not an easy task. Nevertheless, to ensure productivity and efficiency of the organization, human resource managers should put into effect strategies to ensure efficient management of people (Nankervis et al, 2011). According to studies, maintaining human capital in an organization should not be merely perceived as simply a responsibility, rather an extremely significant skill that human resource managers should continually hone and enhance to handle the varied personalities in an organization (Nankervis et al, 2011). Research has revealed that the most significant but difficult job of a manager is managing people. Managers must lead, inspire, motivate, and encourage them, whilst still they are expected to employ, fire, and assess the workforce. Efficient management of people in an organization necessitates an understanding of job design, motivation, group influence and reward systems (Ulrich, 1998). High productivity can only be achieved if the employees are well motivated. Therefore the company has make use of pay linked to performance as a tool of improving motivation amongst employees (Taylor et al., 2007). Research has proved that employee tend to link their performance with the amount of pay they receive (Lawler, et al., 1995). Furthermore, employees will increase their productivity standards if their performance is well rewarded. Although pay is not the only factor that results to employee motivation, research has revealed that, it is a very influential method of communicating a company’s direction, values, and standards of quality and performance expectations. In this case, pay should be linked with the business in order to ensure effective delivery of the company’s operations. In this globalized economy, pay is an essential factor improving workforce performance (Byars and Rue, 2006). Furthermore, the company should also offer the employees workplace learning. Generally, workplace learning assists in boosting employees’ skills. Studies have revealed that boosting skills base within an organization helps in strengthening the business and potentially, organizations sales (Lancaster, 2009). This may be because of a well and highly motivated employees who will be able to carry out their tasks properly therefore, increasing the organizations productivity. Usually, its productivity, sales margins, revenues and profit margins generally measure the strength of an organization. Apparently, workplace-learning results to highly rating of an organization by its customers and supplies based on service offering. A highly rated organization means that its sales margins are also high as such an organization has gained customer confidence and loyalty and this will accelerate in improving the performance of such an organization in terms of sales increment and revenues in general (Paauwe, 2009). Human resource planning Human resource planning is defined as the process, which identifies present and future human resource requirements to ensure that organizations attain their set goals (Nankervis et al, 2011). Human resource planning should serve as a bond between the general strategic plan of a company and human resources management. Efficient human resource planning has been necessitated due to the increasing demands for qualified staffs and an aging population especially in the developing economies (Nankervis et al, 2011). In order to guarantee competitive advantage in the market, companies should put into action innovative strategies, which are designed to improve the rate of employee retention and assist in recruiting new staffs. In developing the planning process, the company has to know that the process is directly linked to the maturity of the organization, organizational considerations, management style as well as the employee professionalism. The Consolidated Global Mining Services should follow the following steps in developing the human resource plan that will build a basis for their future growth. Performing a self-audit to identify the unique qualities and capabilities of its staff Carrying out a self-audit will help the company create an effective human resource plan. This is due to the fact that the management all the relevant personnel factors related such as the quality and quantity of their staff (Nankervis et al, 2011). Assessing the workplace environment for probable rewards and risks This should be done to ensure that the employees are working in a safe environment free of risks. Evidently, a healthy environment enhances employee retention and increases productivity (Nankervis et al, 2011). Setting the aims and objectives to give the employees direction The aims and objectives set by the organization should be easy to attain. Moreover, management should coordinate all the goals of the organization to ensure the success of the company (Nankervis et al, 2011). Lastly, the company should establish procedures to monitor the execution and implementation of the plan. Benefits of HRIS to the Consolidated Global Mining Services It is apparent that in the contemporary society, human resources are playing a very vital role in the business world (Ward and Daniel, 2006). The human resources department has been made more efficient and effective due to the introduction of new technologies such as the Human resources information system. This is computer software that is used by human resource managers to manage the HR functions of an organization (Ward and Daniel, 2006). As evidenced by past researches, HRIS has the ability maintain the employment records of the entire staff of a company. In addition, the employers can use it to gather the information regarding its employees, compensation and benefits activities as well as the performance management (Ward and Daniel, 2006). By employing this software in their operation, Consolidated Global Mining Services will benefit from: Reporting Apparently, reporting is the most important advantage that a business can accrue from the use of a human resource information system. The company will be able to create reports as well as presentations. A HRIS system holds all the metrics regarding the human resources initiatives of the company (Ward and Daniel, 2006). Benefits an administration According to studies human resource information systems permits a corporation to rationalize the administration of the benefits of the staff benefits. New employees are able to enrol their benefit plans electronically (Ward and Daniel, 2006). In addition the company’s employees are able to log into the system and monitor their as well as update their present information regarding their contact and dependent information. Saving time Since the human resource information system permits self-service, benefits are effectively and efficiently administered with the least possible labor. For this reason, the company will be in a position to save time as well as money (Ward and Daniel, 2006). Recruitment The human resource information system offers a complex interface permitting its use by all the staff of the company as well as those applying for job in the company. Therefore, it is true to say that the HRIS system offers support to the company’s staffing efforts (Ward and Daniel, 2006). The system allows those applying for job positions in a company to deliver their resumes to their potential employer via a remote computer. In the case where the manager of the company is looking for new employees he is able to carry out a detailed search using the offered information regarding professional experience, level of education and the technical skill set (Ward and Daniel, 2006). Legal issues to consider in order undercutting labour costs The capability of a business manager or company director to deliver a service or product is directly linked to how you as the manager can bring the good or service to the market. Studies indicate that trimming labour costs and delivery budgets can, either lower the prices to the customers or heighten the profit margins (Nolo's Lawyer Directory, 2012). In the past reducing labour costs in organizations used to be a thing done when the organizations are facing a tough time. Presently, reducing labour costs is something that is done frequently. Before a company identifies the things that make sense to the company, it should realize that in the contemporary business world, labour costs entail more than what the company can offer its employees and the salaries (Nolo's Lawyer Directory, 2012). According to research, making tough decisions is a part of operating a business. Nevertheless, there is no hard decision as that of laying off employees. Companies carry out the layoffs in order to minimize the labour costs and increase the profits (Nolo's Lawyer Directory, 2012). However, laying off employees can be costly. This is because the company may need to pay compensational packages, the morale of the remaining employees may decline and thus the productivity of the company reduces too. Based on my opinion, Stacey is wrong in saying that redundancies and layoffs would be legally justifiable. This is because there are a number of issues that need to be considered such as: Identifying the departments and positions that need to be cut Developing the procedure to for layoff decisions Establish what the company needs in order to move forward (Nolo's Lawyer Directory, 2012) Conclusion As is evidenced in the essay, Human resources is a term used to refer the function in an organization which entails recruitment of new employees as well as their management and the giving of direction for them to work towards the success of the organization. The function is also responsible for hiring, compensation, wellness, benefits, safety, training, employee motivation, communication, performance management, and administration as well as organization development. The essay has discussed the role of the Human resource function in developing a medium and long-term strategy to reduce costs and maintain the desired level of human capital within the Consolidated Global Mining Services. In addition, the essay comprises the benefits the company would accrue if it uses the HRIS system in its management. They include reporting, recruitment and saving time. In conclusion, making tough decisions is a part of operating a business. Nevertheless, there is no hard decision as that of laying off employees. In deciding of employee layoffs, a company needs to consider a number of issues such as identifying the departments and positions that need to be cut and developing the procedure to for layoff decisions. References Byars, L. & Rue, L., 2006, Human Resource Management; 8th Ed. Boston, McGraw-Hill. Clark, J. 1993, Managing people in a time of technical change: conclusions and implications. In Clark, J. (ed.), Human Resource Management & Technical Change SAGE Publications. pp. 212–223. Lancaster, D. 2009, ASEM Conference: Lifelong Learning: e-Learning and Workplace Learning. Bangkok, Thailand. Lawler, E., Mohrman, S. and Ledford, G. 1995, Creating High Performance Organizations: Nankervis, A. R., Compton, R., and Coffey, J., 2011, Human resource management: strategy and practice, 7th Ed, London, Cengage learning. Nolo's Lawyer Directory, 2012, Making Layoff Decisions. Accessed on March 25, 2012, http://www.nolo.com/legal-encyclopedia/making-layoff-decisions-29949.html Paauwe, J 2009, HRM and Performance: Achievement, Methodological Issues and Prospects, Journal of Management Studies, 46 (1). Taylor, T., Doherty, A and McGraw, P 2007, Managing people in sport organizations: a strategic human resource management perspective, Elsevier. Ulrich, D., 1998. A new mandate for human resources. Harvard Business Review, vol. 76, no. 1, pp. 124- 134. Ward, J. and Daniel, E., 2006, Benefits management: delivering value from IS & IT investments John Wiley & Sons Read More