Essay on HR Contribution to a Business Strategy

In any organization, the work of a human resource manager is very important. The success of that organization would depend on how effective the human resource manager performs his/her work. It is the people in an organization who carry out the most important task. As such, the human resource department should ensure that they hire competent people who can achieve the desired goal for that firm. The work of human resource manager tends to cut across all other departments in an organization. In that light, this paper will discuss human resource in an organization.

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One of the most important roles of human resource department is to hire competent people. In most cases, they tend to interview candidate to ensure that they select the best people for that position (Harzing, 2010). What is more, they would be required to conduct a training program to ensure that the selected candidates are equipped with the best skills and knowledge. In this way, the HR are a consultant, not workers in an isolated environment. They tend to advise managers on many issues related to employees and help the organization achieve its goals.

Collaboration is another important task of HR in an organization. This entails advising the managers on how they can organize the employees to work as a team. For an organization to achieve the aspect of teamwork, the HR must enlighten them some of the people who are likely to work together. As such, the managers would use such advice when assigning task and responsibilities in different team groups within that organization (Mathis, 2013). In a flexible organization, the employees are shifted to different business functions based on business priorities and employee preference.

HR are responsible for building capacities within an organization through developing a competitive advantage. In that light, it helps in building the capacity of the company so that it can offer a unique set of goods and services to its customers. In the recent years, various successful companies tend to compete when it comes to offering the best rewards for their employees. For the reports, employees are likely to give out their best when they are offered best rewards in that organization. As such, the HR are responsible for researching on some of the best ways of motivating employees.

For the work of human resource manager to be effective, they need to strategies on how to implement specific HRM functional areas. All the functional areas of HRM need to match the overall business strategy. In most companies, these strategies are divided into four functional areas which include culture, organization, people, and human resource system. As s business partners, HR takes the leading role in decision making in an organization. Such actions include selecting top company executives who would perform various functions within a firm.

In the past, most companies used to view employees are liabilities rather than assets. However, currently, employees are viewed as the most important assets of a firm. In fact, various companies tend to compete with each other to hire a certain number of people. Based on that, many companies were hiring a very minimal number of staff leading to job pressures and overworking issues (Mathis, 2013). However, with the help of HR strategies, it helps to determine the exact number of people required to perform the various task. As such, the employee within an organization would not be overworked unless they are compensated as per their workload.

Human resource is responsible for foreseen future staffing needs and strategizing plans for recruiting, hiring and retaining top talents. In some organization, the HR department tends to achieve such actions through training certain candidates even before they are considered part of that organization (Mathis, 2013). In that light, such people would be required to acquire extensive information on how other companies in that environment are performing. Such information helps the managers to come up with better strategies for competing effectively in that business environment.

Some successful companies attribute strategic planning to the success of their customers and employees. HRM strategies are believed to play an important role in ensuring that such actions are implemented according to the culture of that organization. In most cases, the HRM would be required to list some of the top priorities of that firm so as to strategies both the staff and the management appropriately (Mathis, 2013). Employee satisfaction survey is one of the HRM strategic tools used in retaining capital talent. The employees are asked various questions regarding their opinion on different policies, benefits, amenities and career development. In return, the HRM would be required to analyze their answers and determine some of the areas that the organization needs to improve. Also, the HRM required conducting customer interviewed to determine their satisfaction level. If they found the most complaint from a certain business areas, then they are required to take appropriate actions.

The HRM is responsible for ensuring discipline is maintained with an organization. In that light, before hiring any candidate, they must ensure they sign a document indicating that they would abide by the set terms and conditions. Based on those documents, any employees who violate it would be liable for an offense and the HRM would be responsible for determining the appropriate discipline for that person (Noe, 2011). Such activities save the managers time of constantly monitoring their employees. Also, it makes the staff more responsible for their action since they will be aware of the reputations.

The HRM is required to strategize on how to offer equal promotion opportunities for the employees. It is the intention of every employee to grow in their working environment. The HR should ensure that such promotion opportunities are free and fair for all the employees as it would act as a tool for motivating them. In most companies, one of the ways of promoting employees is based on their work performance. As such, it motivates the staff to give out their best for them to be promoted.

In conclusion, there are several ways in which the HR can contribute to a business strategy. It ranges from identifying strategic options, through outlining the best options available for facilitating the implementation process for that company. In fact, in the recent decades, many companies are investing more of their resources in the HR department to ensure that their activities become successful. Also, the management musty ensures that they select the best and competent people to manage the HR department. Any small mistake from that department may affect the general operation of that organization. The management, on the other hand, must be willing to work closely with the HR department since it entails the welfare of the employees in an organization.

References

Harzing, A.-W., & Ruysseveldt, J. . (2010). International human resource management: An integrated approach. London: Sage Publications

Mathis, R. L., & Jackson, J. H. (2013). Human resource management. Mason, Ohio: Thomson/South-western

Noe, R. A. (2011). Human resource management: Gaining a competitive advantage. Boston, Mass: McGraw-Hill.