Assessment Task 2: Essay
It has been already mentioned that the HRM is one of the most important assets of a company and the human resource managers are regarded as a vital element for running a business in a successful manner. One of the main roles of the human resource management is to organize the individuals so that they perform the activities in the effective and efficient manner. For this, it requires the human resource managers to view the individuals in the workforce as the assets not the costs for a company (Martin, 2010). Looking at the individuals is a part of the human capital management and the human resource management. It has been observed and witnessed that the human resource management needs the strategic planning for addressing the changing needs of the employers and also addressing the constantly shifting of the competitive job market (Galinsky and Stein, 1990). In the current years, there are a lot of human resource professionals who have overseen the extension of the preventive health elements to the traditional health plans for both retention efforts as well as for recruiting the employees. It can be also said that the HRM team helps a company to develop a competitive advantage that involves building the capacity of the organization so that they can offer unique and creative services and goods to their potential consumers present in the marketplace (Rowley and Jackson, 2010).
It has been observed that the Australian HR institute in the recent times has developed the model of excellence and it is proven to be one of the best instruments for the HR practitioners. The Model for excellence basically includes the graphic representation that mixes the HR practitioners in terms of what they are expected to do and what the other employees expect them to be with regards to the capabilities and the behaviors. The below-mentioned graphic representation also suggests that seven capabilities and 10 behaviors are an absolute necessity for the human resource practitioners in the recent times. Furthermore, the entire idea of the Model of Excellence was formed on the basis of two surveys that were performed with regards to the Australian CEOs and HR practitioners (Armstrong and Taylor, 2014). The Model of Excellence is the accreditation and assessment of all the HR management programs in the vocational and technical education and an assurance in also provided that the necessary competencies that the individual must possess for operating successfully in their field. Furthermore, the Model for Excellence can be used by the HR practioner for increasing the effectiveness of a company but before that the HR professional needs to go through an online test that is known as the Training Needs Analysis Tool for benchmarking the capabilities of the individual against the HR profession, gaining insights for the expertise and the career journey of the HR professional and also discovering certain skills that is needed to progress in the HR career as it is related to the Model of Excellence (Nankervis and et al., 2013). In the following segment, it will be highlighted how the Model of Excellence can be used by the HR professionals so that they can be the biggest contributors towards the effectiveness of an organization. Firstly describing the outer dark circle the following results have been found:
Solutions drove- the HR professional is only focused on achieving the business objectives by offering the best-fit solutions with regards to the company's operating environment.
Courageous- in this particular segment the HR professional must have the necessary ability to challenge the status quo and they must be also assertive, resilient and try out the new things fearlessly so that they can be able to negotiate the outcomes that are required.
Influences- with this particular skill an HR professional will gain the capability to develop certain relationships and exercise influence among the other individuals for affecting actions, opinions and behavior of the other people.
Understand to care- in this particular phase the HR persona has the strong ability to showcase their emotionally intelligent behavior to look at a specific situation and understand a large range of various outlooks of the potential stakeholders
Resolver of issues- if the HR professional has the ability to bring the stakeholder and they also have the ability to deliver the outcomes in a timely manner then it will be other vital elements towards adding effectiveness in an organization.
Professional- if the HR exhibits the professional behavior then will promote equity, merit and fairness held high with regards to their stakeholders (Bratton and Gold, 2017).
Credible- it can be also said that an HR professional also needs to be ethical, trustworthy and personally credible so that they can operate with the required amount of integrity and provide advice that can help the organization to come out of every critical situation in a most effective and efficient manner.
This section will discuss how an HR professional by the competencies in the second inner circle with regards to the Model of Excellence may contribute towards the effectiveness of an organization.
Business-driven- the HR is able to understand the products and the operation of the organization in a perfect manner, the operating environment of the company consisting of the financial segment is completely understood by the HR professional, competitive advantage is driven by them along with some of the quality results for the clients via the people.
Strategic architect- in this phase the HR professional tries to contribute towards the organizational strategy that later on converts into the HR strategy. Furthermore, the HR professional is also responsible for implementing the HR strategies in an effective manner so that they are valued and it should also make sure the company strategies are achieved.
The workforce and workplace designer- the HR professional through their HR experience designs the company in such a manner that it tends to sustain a workforce that is capable of nature
Culture and change leader- in this specific phase the HR professional has the clear understanding about the elements that are required for a sustainable and productive culture in the company and they also translate the values and cultures into the workplace activities and workforce as well.
Stakeholder mentor and coach- the HR professional fosters and builds the partnerships and relationships with the main stakeholders in order to ensure the capability of the companies. The HR professional also engage with the government, industry for developing effective and valued HR solutions by which it will add towards the effectiveness of the organization.
HRM’s effectiveness in organization
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HRM's ineffectiveness in organizations
Thirdly, there is also the absence of the sound rules, policies, and procedures that are developed for the different HRM functions. Fourthly, in most of the scenarios it has been also observed that all the vital schemes with regards to the HRM for performance evaluation, promotions and transfers which had been properly developed but they are not implemented because of the national politicization, internal politicization and also for the personal biases. Lastly, there is also a lack of clarity of the HRM systems developed by a lot of managers who are assumed to implement them in the organization (Marchington and et al., 2016).
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