The Role Of HRM In Executing Business Strategy At Unit

The Role Of Hrm In Executing The Business Strategy At Unit

Explain the role of HRM in executing the business strategy at Unitel.

Identify key issues relating to the introduction of the new corporate strategy by Unitel senior management.

Propose some potential solutions to the problems relating to the introduction of the new corporate strategy at Unitel.

Discuss how Unitel may benefit from using four (4) human resource management practices (covered throughout the BUSM3201 course) to improve organisational performance at Unitel.

Paper For Above instruction

Human Resource Management (HRM) plays a pivotal role in the execution of business strategies, especially in dynamic organizations like Unitel. Effective HRM ensures that the human capital aligns with strategic objectives, fostering an environment where organizational goals are achieved through the optimal utilization of personnel resources. In the context of Unitel, understanding how HRM functions to translate strategic plans into operational realities is essential for sustainable growth and competitive advantage.

At the core, HRM at Unitel facilitates the translation of strategic directives into actionable HR practices. This includes staffing, training, development, performance management, and creating a culture conducive to strategic aims. HR professionals act as strategic partners, integrating organizational goals into their functions to ensure that the workforce is engaged, competent, and aligned with the company's vision. For instance, when Unitel introduces a new corporate strategy, HRM ensures proper communication, necessary skill development, and motivation alignment to support strategic initiatives effectively.

However, the introduction of a new corporate strategy often encounters several challenges. Key issues at Unitel may include resistance to change among employees, misalignment between HR practices and strategic goals, inadequate communication of the strategic vision, and insufficient training or support systems to facilitate the transition. Resistance often stems from uncertainty or fear of job insecurity, which can hamper the overall strategic implementation. Moreover, if HR departments are not proactive in realigning their policies and practices with the new strategy, it can lead to dissonance and reduced organizational performance.

To address these issues, several potential solutions can be proposed. Firstly, effective change management strategies are crucial, including transparent communication about the benefits of the new strategy and involving employees in the change process. This helps mitigate resistance and fosters buy-in. Secondly, HR should facilitate targeted training programs to equip employees with the necessary skills and knowledge aligned with the new strategic directives. Thirdly, revising performance management systems to reflect strategic objectives ensures accountability and motivation towards the desired outcomes. Lastly, enhancing internal communication channels ensures continuous feedback and support, easing the transition process.

Moreover, Unitel can benefit significantly from implementing specific HR practices studied throughout the BUSM3201 course. One such practice is strategic staffing, which involves recruiting and selecting personnel who possess skills and attitudes aligned with strategic goals. By hiring individuals committed to innovation and customer service, Unitel can better execute its strategy.

Another valuable practice is comprehensive training and development. Continuous skill enhancement enables employees to adapt to technological changes or new operational procedures, supporting strategic agility. Performance appraisal systems that emphasize strategic achievements motivate employees to align their individual goals with organizational objectives, fostering accountability.

Furthermore, implementing effective reward systems tailored to strategic priorities can reinforce desired behaviors. Recognition and incentives for achievements that directly contribute to strategic goals encourage ongoing commitment. Lastly, fostering a strong organizational culture that embodies values associated with the new strategy helps embed strategic change into daily routines and organizational identity.

In conclusion, HRM is integral to the successful execution of Unitel’s business strategy. By proactively addressing challenges through strategic HR practices, Unitel can enhance its organizational performance, foster employee engagement, and maintain a competitive edge in the industry. The alignment of HR functions with strategic initiatives ensures that the organization’s human capital remains a pivotal resource in achieving long-term success.

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