Pages Describing Organizations Within Human Resources

4 Pagesdescriptionwithin Organizations The Human Resources Department

Within organizations, the human resources department is considered an ally by some managers and a barrier by others. The legal requirements of managing HR require you to be the dispenser of policies, procedures, and rules at times and a trusted counselor and guide at other times. There are varying perspectives on the value HR policies bring to an organization. In other words, the policies, procedures, or rules may be viewed as tools that help or hinder leaders from managing their people and will either detract from or enhance company performance. When not properly aligned with the company's goals, they can negatively affect the success of the organization.

You know that you need to review the current HR policies, procedures, and rules and anticipate that you may be recommending changes, additions, or deletions. Because you are still new and solidifying your position within the company, you are concerned that missteps now will cost you your "place at the table." You decide to consult with your mentor—an experienced, powerful HR executive at another company. She presents the following for you to consider: What steps will you take in your policy, procedure, and HR rules review with the jewelry company? What will that involve? As you consider their HR policies, how will you ensure they are effectively aligned with what you see as the company's goals?

If you find areas where policy revision is needed, how will you present your recommendations? How do you feel your recommendations will be viewed? Do you anticipate resistance? If so, what plan do you have to overcome that? What do you see as the possible outcome from policy revision in terms of impact on the company's performance?

Write her an e-mail addressing these issues. Note: You are required to use a minimum of 2 scholarly references in your research. Ensure that citations and references are formatted in compliance with APA style.

Paper For Above instruction

Introduction

Effective human resource (HR) management is crucial for aligning organizational goals with workforce policies, procedures, and rules. As a new HR professional in a jewelry company, the process of reviewing and revising HR policies requires a strategic and meticulous approach. Consulting with an experienced mentor provides valuable insights to navigate potential challenges, resistance, and impact on company performance. This paper outlines the steps to review HR policies, ensure their alignment with organizational goals, present recommendations, and address resistance.

Steps for Reviewing HR Policies and Ensuring Alignment

The first step involves comprehensive policy analysis. This includes collecting existing policies, procedures, and rules and evaluating their relevance to current organizational objectives (Gratton & Truss, 2003). Engaging stakeholders—such as managers, employees, and legal advisors—offers diverse perspectives and helps identify policy gaps or conflicts with company goals. Conducting benchmarking against industry standards ensures policies are competitive and relevant (Brewster et al., 2016).

Next, it is essential to assess policy effectiveness through metrics such as employee engagement, turnover rates, and compliance records. Alignment with organizational goals can be achieved by mapping each policy component to strategic objectives, such as customer satisfaction, innovation, or operational efficiency. Regular communication with leadership ensures policies support these goals effectively.

Throughout this process, maintaining transparency and documenting rationale fosters trust and buy-in from stakeholders. Additionally, reviewing legal compliance ensures policies adhere to employment law, reducing risk (Dessler, 2020). If gaps are identified, revisions should be drafted clearly, and potential impacts communicated to leadership before proceeding.

Presenting Recommendations and Managing Resistance

When proposing policy revisions, it is crucial to present clear, evidence-based recommendations linked directly to organizational outcomes. Framing changes as strategic enablers—improving efficiency, compliance, or employee morale—can facilitate acceptance. Utilizing data and benchmarking results strengthens the case (Wright & McMahan, 2011).

Anticipated resistance may stem from concerns about cost, change fatigue, or disrupting current practices. To address resistance, I would employ a change management strategy that includes stakeholder engagement, transparent communication, and providing training or support during implementation. Garnering leadership support through one-on-one discussions and emphasizing the benefits can further reduce opposition.

Furthermore, pilot-testing proposed changes in select departments allows for assessment and refinement before full-scale implementation. Demonstrating quick wins and positive outcomes encourages broader acceptance.

Potential Impact on Company Performance

Revising HR policies thoughtfully can lead to improved organizational performance by enhancing legal compliance, reducing turnover, boosting employee engagement, and fostering a positive workplace culture. Aligned policies can streamline operations, clarify expectations, and reinforce strategic priorities (Ulrich et al., 2012). However, poorly managed changes risk employee dissatisfaction or resistance, which can negate benefits.

A well-executed policy review process, combined with effective communication and stakeholder involvement, ensures that revisions contribute positively to organizational success. Moreover, continuous monitoring and periodic updates sustain policy relevance and alignment with evolving company strategies.

Conclusion

In conclusion, reviewing and revising HR policies in the jewelry company requires a systematic approach that involves analysis, stakeholder engagement, evidence-based recommendations, and resistance management. Ensuring policies align with organizational goals enhances overall company performance and fosters a positive workplace culture. Seeking mentorship and employing strategic communication are vital to navigating this process successfully.

References

• Brewster, C., Chung, C., & Sparrow, P. (2016). Global Human Resource Management. Routledge.
• Dessler, G. (2020). Human Resource Management (16th ed.). Pearson.
• Gratton, L., & Truss, C. (2003). Managing human resources: A review of contemporary issues. Human Resource Management Journal, 13(3), 5-24.
• Ulrich, D., Brockbank, W., Johnson, D., Sandholtz, K., & Younger, J. (2012). HR Value Proposition. Harvard Business Review Press.
• Wright, P. M., & McMahan, G. C. (2011). Exploring human capital: putting 'human' back into strategic human resource management. Human Resource Management Journal, 21(2), 93–104.