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Human Resources School of Management Theory
The human resources school of management theory is widely accepted and has been in existence for quite some time. However, even though not every manager or company embraces it today, it is undeniable that it has transformed overall management practice not only in health care settings, but in all sectors for better (Dunn, 2010). Human resources management theory, which is often referred to as behavioral management or motivational theory has a different view of the employee compared to the previous management theories that are more autocratic (Dunn, 2010).
In particular, this theory puts more focus on the individuals in a place of work instead of processes, rules and procedures. Thus, in human resources theory employees are not viewed as a mere cog in the wheel of the company, but it asserts that the prosperity of an organization can only be achieved by helping its employees to prosper (Dunn, 2010).
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The human resources school of management theory has various features, but the most important ones include:
1) communication between managers and employees is provided rather than directives emanating directly from an organization’s management, which allows interactions with one another in the decision-making process;
2) instead of employees been given quotas or been required to follow certain procedures, they are exposed to emotional and motivational tactics to promote their motivation for improved productivity;
3) the focus is in ensuring that employees are satisfied, productive and helping them invest and be loyal to the company;
4) empowering employees to be innovative through training and career development; and
5) providing appropriate rewards, appreciation and recognition methods when the company goals are achieved (Dunn, 2010).
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The components of the human resources theory can be effectively used in health care setting today by encouraging motivation of health care practitioners, which subsequently results to improved job satisfaction and increased productivity. The components can also be used to boost employees’ sense of belonging by involving them in the company’s decision-making process, which improves their morale to work and loyalty to the company (Dunn, 2010).
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Human Resource Succession Planning
Human Resources Planning and Employee Relations
This paper explains why it is important for the human resources (HR) department in the healthcare organization to maintain objective and accurate records of staffs, and illustrates examples of formal and informal documentation.
Moreover, this paper describes the most important factor which ensures a proper legal termination of a worker and analyzes 2 main challenges faced by healthcare leaders today as they try to sustain the ethics of caring, justice and critique. Additionally, unionization is described from the viewpoint of the organization’s management as well as from the staff’s view on succession planning.
Importance of maintaining objective and accurate employee records
It is important to maintain objective and correct records of employees because it could protect the employer from possible court cases, penalties and fines. In essence, objective and accurate employee records will justify employment actions from selection to recruitment to termination of employment or retirement. It also supports HR objectives for instance promoting from within and succession planning (Jones, 2015).
When the employment of a worker comes to an end, employee records are vitally significant. If the company terminates a worker, documentation would provide justification for that decision. Employee dismissal pertaining to gross misconduct, policy infringements, and substandard performance require employee records to support the involuntary termination (Sims, 2014).
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Moreover, with accurate and objective employee records, it is possible for the employer to track employee wages, merit year-end bonuses, pay increases, as well as voluntary and mandatory deductions. As such, employee records are a vital aspect of an organization’s benefits and compensation structure. Furthermore, employee records facilitate decision making relating to promotion, transfer, redeployment and demotion.
It also allows the employer to comply with state laws and furnish information that relate to salaries, wages, employee turnover, absenteeism and accidents to government agencies (Jones, 2015). The consequences which might result from the lack of record keeping include litigation for not complying with the relevant state laws and regulations. Secondly, without employee records, the employer would lack justification for employee termination, promotion, demotion or pay rise/deduction (Lawler, 2011).
Formal and informal documentation in an employee file
An example of formal documentation that would be kept inside an employee file include resume, job application, employment contract or job offer letter, resume cover letter, benefits and compensation, job analysis records, records from formal counselling sessions, disciplinary action reports, employee self-assessments, copies of employee development plans or performance appraisal used, complaints from workmates or clients, commendations, and employee resignation letter.
Other vital documentation include the title of the staff member, job description and classification, attendances and leave-of-absence notices, demotion and/or promotion details, training as well disciplinary notices (Wolf, 2015). Maintaining formal documentation inside the personal file of an employee would protect the employer in that the employer would require a certain document in justifying decisions if an employee sued the employer. For instance, the employer may have to present the document in a court of law.
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An example of informal documentation that would be kept inside an employee file includes details of any informal discussions with the employee about job performance or company policy. Instances in which the supervisor or human resources manager informally reminds the employee of company policies should be jotted down. The HR manager might find it really hard to recall the informal reminders as well as comments which prelude punitive action if he or she did not make notes at the time.
Rumours overheard or brought to the attention of the human resources manager must be jotted down, especially in the case of sexual harassment for which the employer is expected to investigate every rumour and complaint, in spite of how slight (Lawler, 2011). This would protect the employer in that they may serve as potential crucial evidence.
Most significant factor that will ensure effective legal termination
Termination of an employee refers to releasing of a worker against that worker’s will. The most important factor which would ensure an effective legal termination is having proper justification for the termination and this applies to both contract and at-will employees. For instance, an employee can be terminated for misusing or stealing trade secrets even if the employee was promised job security.
Moreover, an employee could be terminated during downsizing if there is documentation proving the employee’s poor performance. This documentation would provide proper justification for the termination decision (Smith, Boroski & Davis, 2012). In a downsizing situation, the most possible way that staff members could protect themselves from termination is to have an employment contract.
While workers hired under the at-will doctrine could be dismissed by the employer at any time and for whichever reason including downsizing, workers hired under a contract employment cannot be dismissed or terminated in that manner in a situation of downsizing. For contract employees, the terms of termination are specified within the employment contract and the employer’s failure to comply with the terms of the employment contract could result in a violation of contract claim or claim of wrongful against the employer (Smith, Boroski & Davis, 2012).
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Challenges faced by health care leaders
In upholding the ethics of caring, justice and critique, two main challenges faced by healthcare leaders include the following: first is ignoring ethics, and with this challenge, the leader runs the risk of organizational and personal liability in the more and more tough legal environment of today (Jones, 2015). The other challenge is balancing the needs for ethics with the needs of the healthcare organization and of healthcare personnel in the hospital.
Smith, Boroski and Davis (2012) pointed out that sometimes healthcare leaders find themselves in situations in which they feel compelled to compromise their professional ethics standards in order to meet the needs to the organization especially when the two are in conflict. Managers in healthcare organizations could balance the need for ethics with organizational and employee needs by providing proper leadership and instituting systems which facilitate ethical conduct within the healthcare organization.
Healthcare leaders should recognize their role in shaping ethics in the organization and take this chance to establish a climate which could strengthen the reputations and relationships upon which the success of their organizations are dependent (Berman-Gorvine, 2014).
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Outline of an effective succession planning process
The following is an outline of a succession planning process which would help in ensuring a smooth transition as management team members at the hospital start retiring. How to identity employees for advancement: in identifying staffs for advancement, the employer should consider whether or not the employee possesses the necessary mindset and aptitude to meet the longer term goals of the organization. The company should also look for exceptional staff members and ensure that the individual is actually motivated to assume the top job or for advancement (Sims, 2014).
Training and development programs: employee development needs should be identified. The organization should particular use individualized development plans which are focused on the exact needs of every worker. Other than the simple essentials of training and development, more advanced employee development should include action learning, special assignments, as well as executive coaching programs (Wolf, 2015).
The employer should use a combination of training and developing the current employees and external recruitment. Training strategies should be in alignment with the performance aspects as well as career ladder to achieve attainment needed for employee success. In essence, the organization should develop career paths for staffs which would facilitate the capacity of the company to hire and sustain top-performing workers.
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Mentorships: mentoring is a vital development tool for purposes of succession planning. To the protégé, mentoring is beneficial as it provides him or her with opportunities for learning, growing and advancing his/her career. Mentors offer insight and advice into the company. Mentoring is helpful in facilitating knowledge transfer and helps to groom leaders of the future.
Timeline for preparing leaders for their role: succession planning is often for two to five years or two to seven years period for an individual employee although it is a constant exercise for a company (Berman-Gorvine, 2014). As such, the organization should prepare potential leaders for their role continuously, but an individual employee can be prepared for a period of between 2-5 years or 2-7 years.
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Unionization
From the employee’s perspective, unionization is important as it helps to protect their interests. Individually, a worker cannot do much to fight the employer’s abuse or alter the employer’s policies, but they can do this when they are in a labour union. Employers do not like this challenge to their authority (Lawler, 2011).
Employees prefer to join trade unions since unionization helps to increase the pay of unionized workers including their wages, compensation, benefits and salaries. Moreover, unionization allows employees to get generous health benefits from their employers than employees who are not unionized.
From the management’s perspective, unionization is not good at all. The management hates unionization particularly because labour unions force an employer to have less control. By unionizing, employees are able to gain power, organize, and limit the employer’s flexibility as well as the rules imposed by the employer.
In addition, the management do not like unionization as this can restrict the employer from dismissing an employee, even an employee who performs poorly (Jones, 2015). In addition, employers hate unionization since unions could compel the employer to execute policies which the employer considers as disadvantageous and harmful to the firm, for example labour unions can engage in collective bargaining.
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How HR can continue being a strategic partner in helping achieve organizational goals
Human resources department can continue to be a strategic partner in helping to accomplish the objectives of the company by ensuring that there is a direct link between the services, programs, procedures and policies they offer and the overall objectives of the organization. If there are no deliberate and clear connections, the human resource department would simply be a cost centre that is unappreciated and undervalued (Lawler, 2011).
Strategic human resources management (SHRM), by acting as a strategic partner, means that the HR department goes beyond administrative tasks like payroll processing. In essence, the HR professionals in the organization think more deeply and broadly, regarding the way that members of staff contribute to the success of the organization.
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Conclusion
To sum up, it is vital to maintain objective and truthful records of staffs since it could protect the employer from possible court cases, penalties and fines. Formal documentation kept inside an employee file may resume, job application, title, compensation and benefits, and employment contract or job offer letter, and informal documentation may include any informal discussions with the employee as regards job performance or company policy. The most significant factor which would ensure an effective legal termination is having good justification for the termination.
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Employee Voice in an Organization
Employee voice refers to the worker’s participation in influencing the decision-making the process of an organization. Employee voice has become vital in every organization as it is key to the successful business process. Articulation of the individual dissatisfaction is regarded as the first voice that seeks to address some immediate issues through proper management (Mowbray et al, 2015).
The employee’s voice will simply imply the two-way exchange where the workers air the issues affecting them with the management. Employees can air their concerns and problems indirectly using representatives or directly through some forums. Employee voice can act as a crucial pillar for the better worker’s engagement, better performance and management styles in a given organization (Mowbray et al, 2015).
Employee voice can be attained through various mechanisms for their effectiveness in a given organization. Informal and formal employee voice mechanisms are the commonly used types of the many organizations. Employee voice can also be categorized as either task-centered or power centered depending on the structure of the mechanism adopted (Townsend et al, 2012). All of these mechanisms are always centered on the team working initiatives, empowerment techniques and also the full engagement of the employers (Townsend et al, 2012).
The informal mechanism is the main type of employee voice employed in this paper. Informal type of voice mechanism mostly entails the use of the communication tools that are mainly implemented by the management of a given firm. The type of employee voice mechanism entails the implementation of the social function meetings, communication e.g. through emails and other forums and finding a proper way of receiving the feedback from workers (Townsend et al, 2012).
The structure of the mechanism is a two way-communication type of employee voice employed in the organization. The structure includes the forum for sharing of information between the employees and the employer after the workers are provided with the right information about the businesses (Burris, 2012). Newsletters, notice boards and staff meeting are used by the employer to disseminate the information to the employees.
Intranet and the email are adopted to ensure the information reaches the workers. The meeting structure will allow the workers to seek clarifications about the certain matter from their bosses. Seek feedback and suggestions structure is to be enhanced through the problem-solving groups, surveys and regular meetings. The atmosphere is to be full of trust where the anxiety of the employees is reduced and make sure they freely provide their feedback about the business operations of an organization (Burris, 2012).
The feedback mechanism is part of the structure that encourages the dialogue with the employees. Evaluate and respond mechanism is to be implemented as part of the structure for ensuring the feedback and suggestions provided do not conflict. A structured way of responding to the feedback and the proper evaluation of the input by the workers is adopted in the informal mechanism of employee voice (Burris, 2012).
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There are various ways that ensure the employee voice mechanism adopted is effective in nature and successful in nature. Elimination of the barriers that hinder the efficient communication between the employer and employee is one factor considered in the many organizations (Morisson, 2014). Such a strategy for working on the various barriers can be made possible through the skip-level meeting or having the numerous feedback processes (Morrison, 2014).
Adoption of this strategy ensures the employees are closer to the managers who will impact the success of the employee voice mechanism positively. Proper evaluation of the ideas and opinions of workers by explaining why some suggestions cannot be adopted is offered as a useful forum that influences success. Adoption of this strategy ensures the organization fully benefits from the employee voice mechanism making it a success.
Enhancing mutuality in the relationship between employees and employers would impact the success of the employee voice mechanism (Morrison, 2014). Use of downward communication and use of the electronic media to ease the process of conveying the relevant information which consequently impacts the success of the employee voice mechanism.
Unions are important as they effectively offer sufficient reasons for their positive effect on productivity. Management behavior is positively impacted by the union where the issues of the employees are handled in the right manner. The union has both the positive and negative impacts on the employee voice mechanism.
Unions offer the collective bargaining for the employee’s voice which is a stronger force that ensures their issues are properly handled thus impacting the mechanism positively (Morrison, 2014). Union presence would lower the effectiveness of the mechanism due to lack of the direct employee involvement which is the major factor in the success of employee voice. Unions with greater monopoly enjoy a more effective employee voice due the pressure they put on the management.
In the formal employee voice mechanism, the employee perspective is mainly reflected in an organization. Reflection on the employee is mainly due to the full workers engagement in the decision-making the process as the main objective of an organization (Morrison, 2014). Formal mechanism aims at ensuring the employees air their grievances in an easier better channel thus making the reflection to be fully in them.
The necessity of the full presentation and the policies that require full safeguarding of the employees makes the employee voice a right that should be accorded to the workers in every organization (Townsend et al, 2012). Employers should grant the workers the freedom to express their opinions especially regarding the matters that affect them as failure to do so is a violation of their privileges.
In this case, the employee voice is a fundamental right that should be provided to the employees by their employers. The privilege of education, training and provision of good meals is a fundamental right identified in the story of Daniel during captivity. The strategy is to acquire as much knowledge as possible through the education rights which impacted his integrity leading to better actions and performances in future (Mowbray et al, 2015). The strategy was to gain during the captivity period and at the end having an uncompromising life full of genuine integrity.
Townsend, K., Wilkinson, A., & Burgess, J. (2012). Filling the gaps: Patterns of formal and informal voice. Economic and industrial Democracy, 0143831X12448442.
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The success of a business is influenced by the level of employee motivation. Productivity and profitability are the results of happy and hardworking workers. Motivation is dependent on individual employee since some may be motivated by money, others promotion and others are motivated by having equity in the business. The only way to motivate employees is finding out what each wants and making it available or assisting them to earn it. If all employees are motivated, the result will be high productivity and profitability.
The author carried out the research to identify the existing motivational strategies in National Alcohol and Liquor Factory and assess their impacts on productivity. The quality of the motivating system, type of motivation, and roles played by the motivated employees are some of the items analyzed to address the issue of employee productivity. By carrying out the research, the company was able to identify gaps in its motivational system and focus on motivation since it affects the productivity of the organization.
Construction industry lagged behind in productivity compared to other industries. Attitude, employee-employer relationship, and lack of communication are some of the main issues affecting motivation in the workplace. Work climate, employee development, perceived equity, work objectivity, and organizational climate should be addressed with relation to employee motivation.
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An environment that fosters motivation makes employees feel that there is constant communication, have control over their work and are respected. According to the research, firms that had motivated employees had a subsequent increase in their stock prices resulting in high dividends for shareholders. Being less strict on internet use, measuring performance with set goals, and consistent measurement of performance are some of the ways the author indicates crucial in improving productivity.
The study was carried out in the United States telecommunication industries due to the increased downsizing of workers. Systems theory was used to assess the available strategies for managers to increase the motivation of the retained workers. Communication is the most crucial element in motivating the workers.
High performers are the most productive compared to average workers according to the research. High performers are few in the workplace yet they the most satisfied with their jobs. The best strategy should be to increase retention rates for the high performers. The study was conducted in 27 countries to determine the future expectations of the workforce. Base pay and bonuses are what satisfies most employees.
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Culture is critical in an organization as it drives performance and affects business processes. A good culture encourages play, potential, and purpose while at the same time reducing economic and emotional pressure. The research was carried in 50 companies around the world.
According to the author, morale can be defined as an individual’s state of mind resulting from emotions and feelings. It is an elusive quality that determines the attitude towards other team members, workplace environment, and the overall organization. Job insecurity, excess outsourcing, perceived unfairness, and poor compensation lead to poor morale. Thus, employees focus on how to improve their careers instead of being productive. Managers are encouraged to build an organization culture that meets the needs of each employee to increase their motivation and productivity.
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Organizations are focusing on having an equitable balance between employee contribution to the firm and the firm’s contribution to the workers. Recognition, benefits and compensation are some of the rewards associated with the balance between the firm and the employees in the bank. Balance leads to motivation hence increase in productivity.
The author applied Maslow hierarchy of needs to analyze motivation in relation to productivity. Strategies must be put in place to address the misunderstandings that happen when there are changes in organizations. Attitude, beliefs, and background can result in destructive or constructive acts that affect workplace performance.
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Human Resource Management in Health and Social Care
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Human Resource Management in Health and Social Care
Introduction
Recruiting efficient workers remains an important factor to the success of every organization. Consequently, organizations adopt approaches involving training and developing the most effective employees. Within the health and social care fields it is imperative measures aimed at understanding systems used to monitor and promote the development of employees are integrated. The paper explores the various legislative frameworks of human resource management that must be observed during recruitment processes. This includes exploring leadership theories which can promote effective team spirit. This is particularly important to progress the healthcare organization leadership and management of the employees as well as the recruitment processes.
Task 1
Factors to Be Considered in Planning and Recruiting Individuals
Many health institutions today have significantly increased their attention towards human resource management. Human resource is the major principle of health systems alongside physical capital (Sumelius, Björkman, Ehrnrooth, Mäkelä, & Smale, pp. 569. 2014). Human resources in relation to health can be termed as diversified non-clinical and clinical staff in charge of both private and public health care. It is important to consider the fact that the most significant input in the health system is its presentation and the benefits realized from these systems.
This basically relies on the skills and knowledge of the workers in the health care departments. It is also equally important to note that the workers require motivation so as to be able to offer quality services (Sumelius.et, al.2014). As it the case in physical and human resources, it is equally important to keep equilibrium between caretakers and health promoters to make sure that success is achieved.
Due to the differences between physical and human capital, it is crucial that the later should be managed in an extremely different way from the physical capital. It is also vital to note that the connection between health care and human resource is extremely complicated and should be studied further.
The cost incurred in health care facilities is rising radically due to an increased cost and number of disposable equipment’s and drugs. In cases where these facilities are funded publically, it has become practically hard for them to employ and maintain efficient health workers (Sumelius.et, al.2014). It is essential to consider that human resource management should be urbanized so that a suitable balance between the workforce contribution and the capability of health workers to perform successfully and professionally can be achieved. It is important to know that those practicing in the health care institutions should access high-quality equipment’s in order for them to be efficient.
The most important factor that forecast on HR requirements includes turnover rates, financial capacity and turnover rates. Human beings are social beings and thus cannot live or work in isolation. Human resource management in today’s human resource is one of the critical fields in healthcare as it involves management of an extensive and intense field. The HRM is accorded the capacity to deal with management issues in terms of Human resources (Sumelius.et, al.2014).
Strategic Human resource management therefore deals with an organizations most valuable asset that are required in the management of an organization purposefully because this resource aids in individually and collectively supporting in the achievement of an organizations objectives as well as its productivity.
The Relevancy of Legislative Measures and Policy Frameworks of UK In the Selection, Recruitment and Employment Process of Personnel at Hounslow Care Ltd
It is necessary that each and every country has its own rules and policies that guide them in the recruitment, selection and employment of personnel. Therefore, it is vital for Hounslow care ltd to apply related policies. It is important to note that the prevailing laws in the United Kingdom gives equal opportunities for every citizen irrespective of the race, religion, community or even gender.
The United Kingdom government provides laws and policies that govern the employment, selection and recruitment of a new workforce. The major laws involved in Hounslow care ltd includes The Race Relation Act, Sex Discrimination Act, Employment policy, legislation Employment Relations and lastly but not least The Race Relation (Colvin, & Gough, pp. 1019. 2015). Legislation Employment and Employment policy helps to ensure that equal wages are paid to the employees and also enforces the tribunal methods of employment are adhered to.
The Sex Discrimination Act in this case protects the employees from discrimination within this organization considering the fact that those seeking for job opportunities are frequently discriminated directly or indirectly. Direct discrimination may entail rejecting their training, denying them a promotion, giving hostile conditions or even worse, rejecting people because of their secluded characteristic (Colvin, & Gough, pp. 1019. 2015). On the other hand, indirect discrimination occurs in situations whereby the terms and the policies of the organization do not favor those individuals with particular protected characteristics.
The Employment Act principally deals with conflict declaration and achievement of the required principles of employment. Hounslow Care ltd is currently focusing on employing more qualified personnel that caters for the whole society. In order for them to effectively achieve this, they must uphold and sustain applications primarily from the people that are not represented in the institution (Colvin, & Gough, pp. 1019. 2015). Additionally, there is a need of supporting the applicants who are bound to feel that equality and justice is not achieved within a recruitment process so that can easily have their issues addressed.
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Evaluation of Different Approaches Used to Ensure the Selection of the Best Personnel’s at Hounslow Care Ltd
In achieving this, it is essential to take cognizance of the two main procedures that should be followed during selection of workers. This includes interviewing candidates through conducting tests in the centers. An additional approach includes evaluating and ensuring that the candidate is well equipped and can offer high quality services (Hollenbeck, & Jamieson, pp.380. 2015).Therefore, it is highly essential for Houslow Care ltd and other health institutions to adhere to these approaches so that they can be able to choose qualified workers.
It is important to know that conducting interviews is the most crucial step when choosing employees. When conducting interviews, the interviewer talks about the candidate’s impersonation and can make any conclusion (Hollenbeck, & Jamieson, pp.380. 2015). The main advantage of interviewing is that the candidate can easily be evaluated by the interviewer with no possible mistakes since it is one on one.
Additionally, this aids in choosing the best out of the candidates since the interviewer is able to distinguish a more confidence candidate. Another approach that can aid in choosing excellent employees is the use of tests where every candidate conducts a test concerning the type of job that is being offered. It is usually assumed that the outcome of the test depicts the job applicant’s mindset.
(M1). Critical analysis of the different approaches of the recruitment process employed in recruiting individuals at Hounslow Care Ltd
In developing an effective approach of recruitment aimed at aiding in the employment of individuals at Hounslow Care Ltd, it is significant that the job description is clearly developed and that give information on the detailed aspects of the job that include the responsibilities, pay, and reporting requirements. On the other hand, there is a need of developing a skills inventory and a job posting strategy. This clearly gives a depiction of the systematic interview process to the candidates as well.
Task 2
2.1 How Individuals Interact In Groups within Health and Social Care Settings
2.1.1: Interaction Stage as one of the Faces of Forming
Armstrong believes that the forming phase implies to the high reliance on leadership as an approach for guidance. Employees within these systems await information on determining what is new with everyone within this system, thus retaining their selves’ as cautious, polite and well organized (Armstrong & Laschinger, pp.134, 2006). During this point, the individuals learn to cope with the opportunities and challenges ad try to agree to specific matters in handling tasks, and responsibilities effectively.
In order to ensure that interaction and communication is effective between the group members and the co-workers, it is vital that everyone acquires the opportunity to share thoughts, information, and ideas with the aim of knowing each other.
2.1.2: Storming
Armstrong alleges that various ideologies are determined to differ within this step for deliberation. Within the step of storming, teams or groups are determined to identify various issues and derive approaches of effectively solving these issues. Storming therefore remains one of the vital steps for a group’s growth (Armstrong & Laschinger, pp.134, 2006). However, this may turn out to be a challenge for individuals within the team who have an issue with disputes.
This therefore determines the fact that every individual within the team needs to reflect patience and have the capacity of bearing to the issues since avoiding the element of tolerance and patience within a group may turn out to be a challenge in achieving success within an organization. The efforts of the managers and the supervisors are therefore essential in directing leadership and behavioral patterns within the process.
2.1.2 Norming
The Norming stage is another essential stage that allows the group members to agree, frankly discuss issues in regards to their views and ideologies with the aim of adjusting to the behavioral patterns and attitudes of the others with the aim of developing an effective work habit (Rodgers, pp. 373.2014).
This therefore sees the members of a team agree in the rules and values including the change of methods and the inclusion of professional patterns. Managers and supervisors are bound to turn out as more energetic with the capacity to improve more.
2.2. Approaches Used By the Staff within Different Levels in Promoting Efficient Team Work at Hounslow Care Home Ltd.
It is imperative to determine the fact that there is not a single developed approach that may be considered as essential in working with a team collaboratively (Rodgers, pp. 373.2014). This is attributed to the fact that teams are unique and need to locate their own collaborative working methods in an effect manner. In consideration of Hounslow Care Home Ltd, there is a need to take consideration of the following approaches in establishing an effective team working relationship.
There is a need to ensure that the core objectives of a team and understood explicitly and accepted by every individual.
There is a need to consider the diversity of personality’s ad skills as one of the essential factors in ensuring a team is effectively working. This therefore requires that the members of a team employ their strengths in supplementing the weaknesses of others.
It is important that the levels of transparency and understanding about the responsibilities of the employees is understood clearly.
The members also need to discuss about some of the different subjects that allow them to meet at a point of agreement. This requires that they are provided with the opportunity that grants them social time, a factor that opens communication.
Cultivating trust within the members of a team through the spending of personal time with the team members is essential in understanding the team members.
Engaging the group members within activities that are socially inclined mitigates the barriers that may hamper the performance of the team.
D.3 Creative Thinking in the Planning, Development and Building of an Effective Team in Hounslow Care Home Ltd
In this case, one of the essential elements that I considered in developing an effective group in this organization was to ensure that the diversity of the group members was considered in the formation of the group. This helped in blending different individuals with different traits and abilities within the group, a factor that developed unity of purpose within the group.
Task 3
3.1 How the Performances of Employees Working Within the Health/Social Care Can Be Appraised
The element of performance management entails a process that seeks to establish a shared understanding on the aspects that need to be achieved and the manner in which they can be achieved in managing people, a factor that increases the chances of an organization in achieving success (Downey, Lee, & Stough, pp. 280.2011). This therefore determines the fact that several approaches developed to measure performance within an individual in the health care sector and social organization.
The approach in this case involves the improvement of the candidates, marketing and performances, a factor that determines the appropriate avenues of improving the performance levels of individuals, the evaluation of specified standards through the inclusion of tests and fixing of standards that need to be achieved. The manner in which performances of individuals are measured is termed as performance appraisal (Downey, Lee, & Stough, pp. 280.2011).
There are five primary approaches of performance evaluation that includes: measurement, feedback, inclusion of positive reinforcement, the sharing of ideas and reaching an agreement. Measurement means the achievement of an organization goals established, with the individual performance level requiring appraisal.
When this information is provided, the individuals within an organization are determined in reference to their performance and progress, a factor that provides feedback (Downey, Lee, & Stough, pp. 280.2011). Positive feedback in relation to criticisms needs to be made in regards to the matters that need to be developed, a factor that initiates a positive and constructive reinforcement.
The exchange and sharing of ideas within the next phase in a situation where challenges are faced is measured with the aim of determining the way of recovering performance. Agreement determines the last phase in which employees are considered to understand their objectives and targets and how these may be achieved.
3.2 Individual Training and Development Needs and How They Can Be Identified At Hounslow Care Home Ltd.
In order to identify the development and training needs of the employees, the organization needs to re-evaluate their institution’s business goals with the aim of addressing the crucial activities that include the monitoring of performance quality, the assessment of problem domains, the evaluation of weak points and appraisal (Van Bogaert, Peremans, Diltour, Van heusden, Dilles, Van Rompaey, & Havens, pp.12. 2016). It is essential to consider the fact that everyone has flows and need to keep updates on where there is a need of expanding their knowledge base.
After a close observation and measurement of the employee’s performance and progress, the outcomes are achieved that enables the organization to understand the population’s training needs and what is required during training. In this case, having a clear understanding of the employees at Hounslow care Home Ltd helps in developing appropriate training approaches for the employees.
Hounslow care Home Ltd needs to provide the employees with appropriate training resource’s that are aimed at completing the learning process and that advances the aspect of knowledge acquisition and improves the skills expertise, ideas, concepts, and behaviors of employees progress and performances (Van Bogaert, et.al,2016). This can be depicted in an instance where the employees within this organization lack proper communicational skills. After measurement and evaluation, the management of the organization developed a training program aimed at developing these skills among the employees
3.3 Different Strategies Aimed At Promoting the Continuing Development of Individuals in This Sector
Performance incentives and feedback remains fundamental within an organization and that are developed to promote the continuous development of employees within the healthcare sector. Performance feedback infers to a vital approach developed to enhance and boost the performance level of employees in cases where feedback is not provided on how individuals may understand on the performances done (Decramer, Smolders, & Vanderstraeten, pp.354.2013). In this instance, employees need to have information in regards to how they can enhance their professional careers within the sector.
Through performance feedback’s, the positive and the negative individual’s within an organization are given the opportunity to solve issues since this aspect updates them on their weaknesses and mistakes and provides them with the opportunity to learn. Performance feedback does not only enlighten the employees on their weaknesses, but provides them with the recommendation of how they can be trained (Decramer, Smolders, & Vanderstraeten, pp.354.2013).
Appropriate performance based incentives are essential in motivating the employees and considers the increments of wages and the provision of training and developmental programs as part of the benefits enjoyed by the employees.
D1) How to Monitor My Own Personal Training and Development Needs
In determining my personal training and development needs, it is important to consider the level of productivity within my department. This can be determined through the evaluation of the achieved goals in relation to the organizations goals that will determine the need of training and development.
Task 4
4.1 Leadership Theories That Apply In This Industry
There are two main theories of leadership that affect health care facilities which include situational and behavioral theory. Behavioral theory is the same as characteristic theory. Nevertheless, the most important aspect of this theory is for people to understand what leadership entails, a factor that makes this uncomplicated when teaching about leadership (Findley, Matos, Hicks, Campbell, Moore, & Diaz, pp.1884. 2012).
However, this theory was discovered due to the disapproval of trait theory after which the experts decided to carry out a detailed investigation about the manner in which flourishing leaders conduct themselves. According to this investigation, it was concluded that most leaders are prone to more power instead of association. Additionally, it is essential to note that the majority of efficient and prominent leaders are generally temperate.
Theoretical theory explains that leadership patterns and styles commonly depend on the level of leadership. The theory also alludes to the fact that the most successful style of leadership is determined by the conditions under which leaders are subjected to. According to this theory, it is equally important to understand that leadership has three main branches which include democratic, laissez faire styles and authoritarian. Among the three, it is considered that authoritarian is the most efficient especially for the period of disaster (Manroop, Singh, & Ezzedeen, pp.780.2014).
However, if a leader decides to use this method every time, it ends up failing since it does not gratify the members. On the other hand, a leader who uses the democratic form of leadership successfully runs his empire since it is most simple and suitable for many situations. These mentioned methods have some boundaries and clearly, there is no style that can be termed as the leading method. It is also important to apply some undemanding principles which might not be necessary in some cases.
Application of these Theories in this Industry
Since the behavioral theory of leadership aids in reaching to an agreement, it should be used in both social and health care institutions. If this theory is formulated within the conceptual framework of an organization by the leaders in social workplaces, it would be exceptionally easy for t to administer responsibilities and duties for the subordinates. On the other hand, situational theory is more useful in areas where more complicated issues are involved.
4.2 How working relationships can be managed at Houslow care Ltd
Every worker in Houslow care ltd should be positioned accordingly so as to ensure that work is easily monitored. On the other hand, there are other aspects that can be used to ensure that work is administered effectively (Mitchell, Obeidat, & Bray, pp.901. 2013). For example, trust is the main fundamental aspect of any working environment. All employees in Houslow care ltd should know that in any working environment, innovation is very much necessary in order for the organization to offer effective and quality services. They should also consider the fact that communication and mutual understanding among the employees is also very vital.
4.3 Evaluating the developments that have been influenced by management approaches
Leadership basically refers to a dynamic and lively relationship between workers and leaders who have a universal interest and are principally motivated by better results (Mitchell, et.al.2013).Team working means working collectively in order to jointly achieve the goals set by an organization.
Actually, team working is the most crucial aspect and each institution should apply as it helps the workers to perform their duties effectively. According to some assessments that have been made, it is important to know that teamwork generates incredible performance and thus should be highly recommended (Mitchell, et.al.2013). Recruitment on the other hand entails choosing the most qualified candidates amongst the many who turn up for interviews. In addition, employers should adhere to some fundamental rule’s including gender discrimination and equal opportunities.
(M3) Comparison of how different leadership styles can be used within your branch of Hounslow Care Ltd
It is important to consider the fact that leadership remains an essential element for any entity. Different managers present different leadership styles in impacting productivity among the employees. However, it is important to note that an effective leadership style would impact the growth and development of the organization immensely.
Employing the delegative approach of leadership would not be an effective approach of leading the organization and the employees to the achievement of their goals since the leaders are in most cases bound to arrive on decisions on their own. However, the participative leadership approach would be effective since the leaders include the participation of the employees in the decision-making process, a factor that would yield results in this organization.
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D2. How to address the dilemma of a member of staff who was underperforming
Many organizations consider firing their staff members who do not perform within their organizations. However, it is essential to consider that the underperforming staff members are sometimes affected by some work related situations that hinder their performance. This would therefore require an approach that would ensure that the staffs are motivated and are trained to remain productive within the organization.
Conclusion
This study has in this case discovered that recruiting best workers is important to every organization. This paper seeks to describe the approaches which involve training and developing the most effective employees. The aims at improving at understanding systems used to monitor and promote the development of employees so that they can work as a team.
Decramer, A, Smolders, C, & Vanderstraeten, A 2013, ‘Employee performance management culture and system features in higher education: relationship with employee performance management satisfaction’, International Journal Of Human Resource Management, 24, 2, pp. 352-371, Business Source Complete, EBSCOhost, viewed 14 April 2016 Retrieved From; http://search.ebscohost.com/login.aspx?direct=true&db=bth&AN=83561511&site=ehost-live
Downey, L, Lee, B, & Stough, C 2011, ‘Recruitment Consultant Revenue: Relationships with IQ, personality, and emotional intelligence’, International Journal Of Selection & Assessment, 19, 3, pp. 280-286, Academic Search Premier, EBSCOhost, viewed 14 April 2016.Retrived From: http://search.ebscohost.com/login.aspx?direct=true&db=aph&AN=64905370&site=ehost-live
Findley, S, Matos, S, Hicks, A, Campbell, A, Moore, A, & Diaz, D 2012, ‘Building a Consensus on Community Health Workers’ Scope of Practice: Lessons From New York’, American Journal Of Public Health, 102, 10, pp. 1981-1987, Professional Development Collection, EBSCOhost, viewed 14 April 2016. Retrieved From: http://search.ebscohost.com/login.aspx?direct=true&db=tfh&AN=82041368&site=ehost-live
Hollenbeck, J, & Jamieson, B 2015, ‘Human Capital, Social Capital, And Social Network Analysis: Implications For Strategic Human Resource Management’, Academy Of Management Perspectives, 29, 3, pp. 370-385, Business Source Complete, EBSCOhost, viewed 14 April 2016. Retrieved From: http://search.ebscohost.com/login.aspx?direct=true&db=bth&AN=109373294&site=ehost-live
Mitchell, R, Obeidat, S, & Bray, M 2013, ‘The Effect of Strategic Human Resource Management on Organizational Performance: The Mediating Role of High-Performance Human Resource Practices’, Human Resource Management, 52, 6, pp. 899-921, Business Source Complete, EBSCOhost, viewed 14 April 2016. Retrieved From: http://search.ebscohost.com/login.aspx?direct=true&db=bth&AN=92038564&site=ehost-live
Sumelius, J, Björkman, I, Ehrnrooth, M, Mäkelä, K, & Smale, A 2014, ‘What Determines Employee Perceptions of HRM Process Features? The Case of Performance Appraisal in MNC Subsidiaries’, Human Resource Management, 53, 4, pp. 569-592, Business Source Complete, EBSCOhost, viewed 14 April 2016. Retrieved From: http://search.ebscohost.com/login.aspx?direct=true&db=bth&AN=97119660&site=ehost-live
Van Bogaert, P, Peremans, L, Diltour, N, Van heusden, D, Dilles, T, Van Rompaey, B, & Havens, D 2016, ‘Staff Nurses’ Perceptions and Experiences about Structural Empowerment: A Qualitative Phenomenological Study’, Plos ONE, 11, 4, pp. 1-14, Academic Search Premier EBSCOhost, viewed 14 April 2016 Retrieved From: http://search.ebscohost.com/login.aspx?direct=true&db=aph&AN=114181107&site=ehost-live
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Compensation as a Change Agent
Compensation plan of the employees refers to the various components and manner in which incentives, bonuses, and remunerations are paid to the workers in the company. Compensation can work as an effective agent for the change of employees’ behavior through the positive effects and benefits (Chung et al, 2013). My employer bramble consultant has various improvements that lead to the positive change of the worker’s behavior.
Rewarding of the high performing employees in the company using bonuses and incentives on top of their salaries creates positive reinforcement making the workers demonstrate desired behaviors such as self-drive and hard work (Chung et al, 2013). The company has started the learning interventions that are knowledge based in nature. Training interventions have been adopted to gain intelligence and insight into the workers who are also provided with allowances and bonuses after undergoing such training programs. Such actions have secured the commitment to change in the company.
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Incorporation of the better strategies such as offering promotions after the performance ratings while still providing better bonuses and incentives shall foster better positive changes related to consistency (Chung et al, 2013). Workers have adopted the change whereby they practice the appropriate customer service skills with the aim of better performance to get the rewards and compensations acting as motivation.
There are policies and procedures used when designing the effective compensation plan in the company that will consequently lead to the change of behavior among the employees. Extinction process involving the elimination of the policies and behaviors inhibiting the ability for the efficient performance of work and also communication is a modification during the design of the compensation plan (Chung et al, 2013).
To get the desired change, the risks involved during the compensating process need to be eliminated. The design of the internal locus of control incorporated in an appropriate manner mitigates the high risks involved. The efficient strategies adopted during compensation of workers in a company leads to overall positive behavior changes consequently speeding up development.
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Employability Skills
Introduction
Effective career readiness for college students requires the acquisition of excellent skills in terms of academic knowledge, technical experience and a collection of set competencies, referred to as employability skills (US Department of Education 2016). Employability skills can be defined as work competencies, which can drive success across all levels of employment in the labor market.
The skills include the ability to assess personal responsibilities and evaluate your performance, ability to improve interpersonally, ability to understand the dynamics of work relationships, and the ability to develop effective strategies for solving work related problems. However, the question is about how one can acquire or develop effective employability skills. The objective of this paper is to discuss the most efficient strategies for developing employability skills.
1.1 How to determine own responsibility
As a Practice Educator in Gold View Hospital, my duties are planning objectives, and monitoring team performance. In addition, I am tasked with the role of coordinating various departments, organizing meetings, and providing an enabling environment for employees to work better. Generally, my duty is to enhance performance objective.
How to enhance performance objective
Performance objective can be enhanced by improving one’s capabilities such as communication skills, problem-solving skills, work and team management skills et cetera.
Effective Communication skills: As a practice educator, my strategy to effective communication involves good listening skills, use of verbal and non-verbal messages. In addition, I should be able to relate well with issues and know when to speak.
Problem solving techniques: The best approach of solving problems includes: problem definition, problem analysis, developing options for solving the problem, selecting the most suitable option, implementing the option, evaluating the outcome, and learning from the problem.
Decision making skills: Before making a decision, it is important to learn and develop your decision within the work requirements. This often calls for embracing intuition approach by applying experience and personal values. Furthermore, the process should encourage reasoning and comprehensiveness of ideas without attaching emotional aspects to decision.
Organizing work: The best approach to handling any given assignment is by writing down every detail needed as well as any related information that you think might be useful to you. Develop a time schedule to ensure that all tasks are prioritized and accomplished within the set timeframe. Consult your friends, tutor, or anyone who might provide important information regarding your assignment.
Embrace leadership skills: Observe good relationship with coreworkers and the institution at large. Make use of negotiation, influence, and persuasion techniques in the case of divergent views.
Team management skills: This is equally an important aspect of increasing performance objective. The skills include effective communication, establishing team virtues, effective decision-making approach, and developing suitable conflict resolution techniques.
Work Ethics: Virtues such as credibility, honesty, industriousness and respect for others are also important factors to developing performance objective.
However, the above-highlighted skills are to some extent too general to bring out an efficient objective performance. Therefore, they can be effective or not depending on a person’s nature and state of mind. However, the efficiency of this skills can be enhanced by addressing several factors considered to be obstacles to their effectiveness.
For instance, to promote aspects of effective communication skills, one should develop effective stress management skills (Robinson, Segal &Smith 2016). Stress and emotions can lead to misinterpretation of other people or project. According to Robinson, Segal &Smith (2016), to deal with stress while communicating one is required to:
Take a moment of calm before you decide whether to continue the conversation or postpone it.
Carry out stress managing activities such as taking some deep breaths, relaxing and clenching muscles, and recalling a sensory image, which is soothing and rich in your memory.
Using humor in the conversation to ease tension and release emotions
Be able to appreciate the concerns of others even though may not appear so big to you
On the other hand, problem-solving techniques can be made better by applying the psychological theory of problem-solving such as the Herzberg’s Motivation-Hygiene Theory (Cooper 2014). Team management, building, and work ethics can be enhanced by introducing motivation and morale boosting factors.
According to Herzberg’s Motivation-Hygiene Theory, it is believed a happy and motivated person is more productive as compared to an unsatisfied person. Some requirements such as incentives and rewards to recognize people’s efforts will motivate them to be more committed to their work.
1.2 How to monitor and evaluate performance objective
Mind Tools (2016) outlines that the best approach to monitoring and evaluating performance objective is by embracing the SMART technique, which is an acronym for:
S- Specific
M- Measurable
A-Acceptable
R- Relevant
T-time bound
Specific: This describes a project or work regarding what should be done, how it should be done, and the project outcomes in the most observable manner.
Measurable: It describes the objectives of the project in terms of quantitative and qualitative measures, frequency, project costs, and timeframes among others. This is to ensure that the project meets the expectations.
Acceptable/achievable: The aspect of ‘achieving’ involves ensuring that the team is in a position to carry out the assignment, and has the necessary experience and technical skills. In addition, it evaluates whether the objective can be attained within the given timeframes, opportunities, and resources.
Relevant: The techniques applied in carrying out the assignment should be relevant to the objectives and the implementation plan.
Time-bound: This determines the way of achieving the objectives within the set timeframe. It evaluates the progress of the project at specific time intervals. More often than not, timeframes are put in place to create a sense of urgency to help the team to complete the work on time.
1.3 Recommendation
Dubinsky, Jennings & Brans (2010) states that to improve the performance quality in work environment, the following recommendations should be implemented:
Adoption of performance appraisal techniques: Appraisal techniques such as 360-degree performance appraisal should be adopted to help keep employees on track towards their assignments. It involves the process of gathering feedback on individual performance from a variety of sources. It includes self-appraisal, management, appraisal, subordinate appraisal, and peer appraisal.
Self-appraisal enables employees to evaluate their performance, strengths and weaknesses, and achievements. Management appraisal involves the rating of employees’ performance by the senior management. Subordinate appraisal involves the evaluation of employees’ communication and motivating skills, their ability to deliver desirable results, and their leadership qualities.
Conclusion
Based on the issues outlined in the paper, it is evident that employability skills depend on determining an individual’s responsibility and ways of enhancing performance to meet the objectives. To this effect, performance objective must be monitored in line with the SMART model, motivational methods such profit sharing and bonus et cetera.
In terms of developing solutions to work-based issues in health care setting, it is necessary to define and identify the problem; establish the main causes of the problem; choose the appropriate alternative; implement the alternative; and assess the results. In the long run, communication can only be effective through the use of not only verbal and non-verbal techniques, but also through good listening, assertive, mindful and responsive skills.
Reasons for carrying out research on impact of student intern engagement on the operations of an organization
The research question is the impact of student intern engagement on the operations of an organization. The reason why I choose to research on it is the fact that most supervisors complain that they do not feel the impact of engaging interns in their organizations. After theoretical studies, students get attached to an organization to take have practical experience before taking on real jobs. However, interns influence a firm’s productivity differently thus the research was intended to find out how part-time, temporary, and paid interns affect the production of an organization so that managers can provide terms and conditions that will motivate the interns to be highly productive.
What I did to carry out the research
First of all, I reviewed works done by other researches on the particular topic in order to find a gap and improve their studies. Since little research has been carried out on intern engagement, I decided to find a solution to the research question by engaging managers and interns through one on one interview and questionnaires. Apart from the managers, the other respondents had prior intern experience which they used to answer the questions. The questions explored the different aspects of intern engagement and the respondents had either been part-time, temporal, paid, or a combination. The responses formed the basis of concluding the research question.
Result of the research
After a thorough literature review and data collection through interviews and questionnaires, I found out that the different levels of intern engagement influence the productivity of the interns in organizations. One of the findings is that paid interns tend to be more productive than the unpaid interns. When there is monetary compensation, interns are motivated to work hard and also have peace of mind since they can take care of their personal financial needs.
Monetary compensation and peace of mind motivates them to give their best to the organization and thus end up increasing the productivity of the organization. On the other hand, unpaid interns are not motivated and only try to finish up the assigned tasks so that they can be given a positive recommendation letter.
Additionally, I found out that part-time interns are more productive compared to the temporal interns since the part-time interns have few hours to work at the organization thus do their best so that their work can sell them to the managers and be retained after the internship. The temporal interns tend to feel comfortable at the place of work since they mingle with the other employees and only work on given tasks instead and do not put extra effort. Overall, paid and part-time interns are the most productive in an organization. If organizations paid their interns and utilized more of the part-time interns, they would have an increase in productivity.
How the research changed my thinking on the topic
Prior to doing the research, I thought that intern’s productivity in organizations is the same and they normally work hard so that they can be retained irrespective of working conditions. However, while carrying out the interviews I realized that majority of people consider the conditions given by a firm for engagement and organizations that offer monetary compensation are the most sought after. The common belief that interns only need a positive recommendation and do not mind about the working conditions is not the case anymore but working conditions and motivation play a key role in the engagement process.
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How the research changed me as a researcher
I have gained confidence after interactions with different stakeholders during the research process. As a researcher, I realized that people have different views and perceptions about a certain topic or situation thus it’s important to involve many data samples in order to get a complete analysis of the research question.
Originality of my thesis and what I did before doing the dissertation
My thesis is original since I used real life situations and samples to conduct the research instead of relying on the already published works. I identified a problem as far as intern engagement is concerned and that formed the basis of my thesis. Before writing the dissertation, I read books and articles concerning internship engagement, I then wrote a draft of literature review as a guide on the questions I would ask during interviews and in the questionnaires to avoid duplication of previous research, I identified the methods to use to collect data, then carried out the research. It was after successful research that I wrote the dissertation since I then had all the needed information.
Practical and theoretical implications of my research
The findings of the research can be utilized by managers that take up interns in their organizations. Firms that want interns to contribute productively to their operations should consider monetary compensation so that the interns are more motivated. Also, more supervision and encouragement should be given to the temporal interns while part-time interns should be given the most productive sections of the firms operations since they normally give their best. Theoretically, the research forms a foundation for future research where it can be based on specific industrial sectors instead of generalizing it.
Reasons for not answering vocally during the first VIVA interview
Though I have improved my confidence after the research, I find presenting my ideas in writing simpler than oral communication. It’s easier to write than communicate amiably in English but I am in the process of engaging myself with people and situations that will enable me improve on my oral communication.
Carrying out the research helped me to view internship engagement in a different perspective and I realized that motivation is essential in ensuring there is productivity of interns in the organizations. Future research should be carried out in different industrial sectors since my research was general and assumed all sectors offer the same internship environment.
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Strategic Human Resource Management
Introduction
Strategic human resource management is a very broad area of study. It has also evolved over time, making it difficult to summarize the concept in a few words. As such, there is not one single definition that can fully encompass what the concept is about. However, there are certain key aspects which help to put the definition of this concept into context.
Strategic human resource management (SHRM) revolves around systematically connecting and integrating human resource concepts to match and meet corporate needs. Every organization has laid out structures intended to assist in the achievement of set goals and aspirations.
In order for these goals to be realized, there has to be a systematic and practical manner through the strategies of human resource management are merged with the needs of the organization. SHRM concerns itself with overseeing a smooth integration of the two. Since its emergence, human resource management has evolved. As organizations keep up with the dynamism in their respective fields, HRM has had to keep up. There is a lot of materials that have been written in regard to this topic, including the constant evolution. The focus of this discussion is literature review on this topic and what various authors thing about SHRM.
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Background Information
Human resource strategies play a crucial role as they address all fundamental issues arising from management of various issues on human resource. There is need to ensure that there is alignment between the needs of an organization and the strategies of human resource. The human resource department is in charge of the personnel who form the human resource of an organization.
As such, it is pertinent to ensure that there is a blend between the two. On one hand, human resource practices are more concerned about the welfare of the personnel in the organization. On the other hand, every organization has set goals which must be achieved. Sometimes, there is a clash between the two and hence the need to have middle point where the needs of both can be harmonized.
Literature Review
Why is it so important to have integration between business or organizational strategies and human resource management? Authors on this topic have provided a myriad of reasons as to why the integration is essential. Mello (2014) notes that integration of human resource management with business strategies contribute significantly to improvement of performance within the organization.
Further, Storey notes that with proper integration of the two aspects, the competitive advantage o the organization is increased. The competitive advantage is increased since the human resource management is customized to meet the specific needs of an organization. Due to the unique system of HRM it is not easy for other organizations to imitate, giving the organization in context a niche.
Crucial Aspects of SHRM
Strategic human resource management is supported by two main tenets. The first tenet is the integration of human resource with specific business needs and the second is the devolution of human resource management to the managers. Millimore (2010) notes that integration of the two is considered successful when all matters pertaining to human resource are considered to be crucial in business strategy.
In the past, business strategies have been formulated devoid and in total failure to consider the impacts on human resource management. The impact thereof is that in most cases, the human resource strategies and business strategies clash leading to a deadlock. Armstrong (2011) therefore recognizes the importance of such an integration thereby avoiding a deadlock.
Resource- Based View
There are a number of theories that have been developed all of which seek to explain the relationship that exist between performance of an organization and human resource management. The resource-based view is one of the theories whose arguments have been used by researchers to assert this position.
According to this theory, organizations gain what is seen as competitive advantage or a niche for themselves when the resources within the organization are well taken care of. Blau & Schoenherr (2011) is of the view that the most valuable asset and resource for any organization is its human resource. The integration of human resource management will hence have a direct impact on the performance of the organization.
The resource based theory is certainly a departure from previously held views where business strategy would focus more on the external environment. Prior to the evolution of human resource management, business organizations put more focus on the external environment including the market while completely ignoring the human resource.
It is not until the recent past that the perception changed. Human resources are now considered an integral part of business strategy and this has evidently seen a shift in performance by organizations. The integration of the two aspects has seen an alignment of goals for both concept which together work for the betterment of organizations.
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Findings
From the above discussion, there are a number of findings. The first finding is that there is indeed a relationship between human resource management and performance of an organization. The second finding is that when the two aspects are integrated systematically, then there is evidence of improved performance for organizations.
There is need for more studies to be conducted with an aim of proving that the relationship between SHRM and organizational performance is causal. This means that strategic human resource management has direct impact on the performance of an organization. This means that failure to properly integrate the two will have ripple effect on the performance of a business firm.
Conclusion
Human resource management sits at the center of good performance of every organization. Unfortunately, until very recently, human resource management has always been set aside during business strategizing. The role of HRM was not appreciated as more focus would be on the external environment of the business. However, with multiple researches conducted on the topic, the role of human resource management is now recognized and appreciated. Further, the need to integrate human resource management with business strategies has seen improved performance of organizations.
As the name suggests, the integration must be strategic meaning that it must be done in a certain manner. The most important factor of consideration during integration of human resource management and business strategy is alignment of goals of each department. Recognition that human resources is one of the most valuable asset for each organization is a step in the right direction for organizations.
Management of human resources has grown in leaps and bounds to become the centerpiece of organizations. More organizations are now investing in this area as they seek to create a niche for themselves by increasing their competitive advantage.
