Assignment 2: Human Resource And Organization Performance

Assignment 2 Human Resource And Organization Performanceeffective Man

Assignment 2: Human Resource and Organization Performance Effective management of human resources contributes to mission accomplishment and vision achievement. Given that a vision is the future preferred status for an organization, it is critical to align people with the processes and resources necessary to propel the organization forward. As easy as this may seem to the uninformed, there are many challenges as pressure is applied to consistently reduce costs while delivering superior goods and or services. Whether you are part of a small entrepreneurial start up, a civil servant with a mature and large government entity, or a volunteer for a non-profit organization, someone is fulfilling the role of HR oversight.

No matter what type of organization you are working for, the HR functions typically associated with building human capital are: analysis and design of work, recruitment and selection, training and development, performance management, compensation and benefits, employee relations, personnel policies, compliance with laws, and strategies for supporting the mission. This assignment is designed to integrate the reflection of personal experience and the information covered in the textbook.

Assuming you are Juanita, answer the following questions: How can human resource management strategically contribute to the organization’s mission and vision on a daily basis? What skills might Juanita have to develop to better fulfill her role? How might Juanita engage line managers to become more involved in what has traditionally been HR’s function in this organization? Why? Which aspects of human resource management would she want to entrust to specialists? Why?

By Saturday, February 21, 2015, submit your response to the appropriate Discussion Area. Use the same Discussion Area to comment on your classmates' submissions and continue the discussion until Wednesday, February 25, 2015. Comment on how your classmates would address differing views.

Paper For Above instruction

Human resource management (HRM) plays a pivotal role in aligning organizational strategies with daily operations to fulfill the mission and realize the vision of an organization. At its core, HRM involves recruiting, training, evaluating, and maintaining human capital to support organizational goals effectively. Strategic HRM emphasizes the integration of HR policies and practices into overall organizational strategy, ensuring that every human resource activity advances mission-critical objectives on a daily basis.

For Juanita, a human resource professional, the ability to translate organizational mission and vision into effective HR practices is essential. She can do this by actively engaging in workforce planning, ensuring that recruitment and selection processes attract individuals whose values and skills align with the organization’s goals. Regular performance management systems provide feedback and direction, fostering a culture of continuous improvement that supports strategic goals. Additionally, implementing training and development programs tailored to organizational priorities can enhance employee capabilities, thus directly contributing to mission success.

To better fulfill her role, Juanita might need to develop skills such as strategic thinking, data analysis, and a deeper understanding of organizational culture. These skills enable HR professionals to interpret organizational data, forecast talent needs, and develop initiatives aligned with strategic priorities. Leadership skills and the ability to influence line managers are also crucial, as HR practitioners often serve as catalysts bridging organizational strategy and operational execution.

Engagement of line managers is critical to HR’s effectiveness, as they are directly responsible for daily operations involving personnel. Juanita can facilitate this involvement by providing training to managers on HR policies, involving them in workforce planning, and encouraging shared responsibility for employee development and performance management. Creating collaborative relationships helps embed HR practices into everyday management activities, ensuring alignment with organizational goals and fostering a cohesive organizational culture.

Certain aspects of HR management, such as complex legal compliance issues, compensation design, and specialized training programs, are best entrusted to HR specialists or external consultants. These professionals possess the technical expertise necessary to navigate complex legal landscapes, establish competitive compensation packages, and craft targeted development initiatives. Delegating these responsibilities allows Juanita to focus on strategic HR functions that require broad organizational understanding and leadership skills, rather than technical depth in compliance or compensation law.

In conclusion, HR managers like Juanita contribute significantly to an organization’s success by ensuring that human capital strategies are aligned with overarching goals. Developing key skills, engaging line managers effectively, and delegating specialized tasks are essential strategies to maximize HR’s impact on organizational performance. Continuous learning and proactive collaboration with all levels of management facilitate the integration of HR practices into the organizational fabric, advancing the mission and vision in practical, measurable ways.

References

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