Human Resources Management, Essays (university) of Business Strategy

Download Human Resources Management and more Essays (university) Business Strategy in PDF only on Docsity! TASK 1 OF 3 – SALES PITCH 1.1 Importance of strategic Human Resource Management and how value could be added to UrPhone4Everything® as well as how Strategic HRM could be linked with other departments. When a human resource department strategically develops its plans for recruitment, training, and compensation based on the goals of the organization, it is ensuring a greater chance of organizational success. Strategic HRM is the designing of procedure of how organizations will achieve its goals through the personnel by adopting integrated HR policies and practices. In other word and according to Bratton & Gold (2017), strategic human resource management is the process of linking the human resource function with the strategic objectives of the organization in order to improve performance. At the core of strategic human resource management is the alignment of the programs, policies and practices of the HR with the organizational strategies (Cania, 2014). The scope of HR in management includes but not limited to the following: Talent management; labour relations; HR planning; Succession & career planning; performance & Reward management; Training & development; Personnel administration; and Recruitment, Selection & introduction. In designing a strategy for HRM, the following criteria need to be satisfied: the strategy must be in alignment with corporate goals; the strategy must set out clear aims; it must be supported by business case; the strategy need to take into account, the individual as well as business needs; it also should contain realistic and achievable plans for implementation. The importance of SHRM to UrPhone4Everything® is very significant as it highlight and align the value of the personnel of the organization to its goal of being large and viable enough to cater for bigger client both individual and enterprise. Value will be added by 1 recruiting more computer software programmers, engineers, marketers, and customer care representatives, and build their capacities by putting them through training and development to be able to cater and successfully manage the customer traffic that the new frontier of the business is bringing. The Strategic HRM will bring the business to its potential of being the leading mobile control solution company. HRM approach its functions in order to discover, polish and improvise the potential and talent that people working in the organisation have in them but are unaware of that, thus improving the quality, efficiency, productivity and satisfaction. HRM also aims to resolve any problems and conflicts that employees are facing. Moreover, maintenance of discipline is also characterized by HRM. Different models have explained the HRM within the context of organization. Of such models are: Contingency model: this model originated from the work of Woodward (1958), and it explains that there is no one method fit for all when it comes to leading organization. The model believes that circumstances in organizations are different; therefore, the method and strategy adopted in leading one organization may not be applicable in another. As a result, it is stated that organizations require to be led differently depending on the circumstances that are faced with and that this also depend on the internal and external restrictions. Harvard Framework: this model was postulated by Beer et al (1984) and it explains HRM from the perspective of the situation faced in the organization. It is believe that HR policies are impacted by circumstances and interest of the stakeholder. The model also states that the decision and policies of managers have capacity to influence other factors such as: competence and commitment within the organization. 2 their business goals. HR do this by acquiring people’s services, developing their skills, motivating them to high levels of performance, and ensuring their continuing maintenance and commitment to the organization are essential to achieving organizational goals (Burma, 2014). 1.3 Analysis of the factors that UrPhone4Everything® should consider before HR planning Although embedded technology is not a new area of business, its application in networking home appliances and mapping it to be controlled by the mobile phone is an area that has not been fully integrated into technology–driven daily life of many people. Based on this, the following represent the strength, weakness, opportunity and threat to the business: Strength: The strength of the organization is the personnel and its experience in consumer targeted software business. The company has developed software for the use of consumer in the past therefore have experience of the expectation of consumer as far as software is concern, unlike competitors who may not have had such experience. The personnel i.e. the programmer being in-house employees also serve as advantage for the organization as any error can quickly be corrected unlike if the programmer are outsourced which could delay the process of test-run and correction of programming error. Weakness: The weakness of the organization is the limited number of programmer and engineer on the pay-role of the organization. The shortage of personnel means there is delay in project delivery for the customer as period of project completion is long due to shortage of manpower. Opportunity: The opportunity for UrPhone4Everything® in the business is the fact it is a pioneer in the business. Customized mobile controlled solutions being a relatively new business area provide opportunity for UrPhone4Everything® as early entrant to secure significant share of the market. 5 Threat: the new entrant into customize mobile control solution constitute significant threat to the business of the company. Also constitute threat is the availability of sophisticated home appliances in the market where home equipment comes with pre install or embedded application that allow easy pug-in by the user without necessary contracting a solution company to integrate the systems. Such appliances mean consumer can buy and do the plug-in and installation themselves thereby by-passing the business of UrPhone4Everything® therefore affecting the sales of the company. Preliminary HR requirements for the organisation considering the new contract The preliminary HR requirement will be to work with the organization to know the personnel and skills required to get the new contract delivered. The next line of action after the determination includes the following: 1. Preliminary Interview: The purpose of preliminary interviews is basically to eliminate unqualified applications for the new job based on information supplied in application forms. The basic objective is to reject misfits. 2. Selection Tests: individuals who past the preliminary interviews are called for tests. There are various types of tests conducted depending the jobs position. These tests could be Aptitude Tests, Personality Tests, and Ability Tests and will be conducted to judge how well an individual can perform tasks related to the job. 3. Employment Interview: The next step in selection is employment interview. Here interview is a formal and in-depth conversation between applicant’s acceptability. It is considered to be an excellent selection device. Interviews can be One-to-One, Panel Interview, or 6 Sequential Interviews. Besides there can be Structured and Unstructured interviews, Behavioral Interviews, Stress Interviews. 4. Reference & Background Checks: Reference checks and background checks are conducted to verify the information provided by the candidates. Reference checks can be through formal letters, telephone conversations. 5. Selection Decision: After obtaining all the information, the most critical step is the selection decision is to be made. The final decision has to be made out of applicants who have passed preliminary interviews, tests, final interviews and reference checks. The views of the software and engineering managers are considered generally because they will be responsible for the performance of the new employee. 6. Physical Examination: After the selection decision is made, the candidate is required to undergo a physical fitness test. A job offer is often contingent upon the candidate passing the physical examination. 7. Job Offer: The next step in selection process will be job offer to those applicants who have crossed all the previous hurdles. This will be made by way of letter of appointment. 7 performance will be managed by the HoP. Programmers must be proficient in programming html, C++, and Java programming languages. Technical Engineer (TE) (30 position): The TE are responsible for the distribution, installation, and monitoring of the new software. The TEs are responsible for working with the Programmers to ensure all coding on new software conforms with organizational and the home appliances regulations, and home owners standard. TEs will undergo training every quarter to asquint them with the new update of the app and to update their skill in installation. The TEs will report status to the HoE in accordance with the communications management plan. The TE’s performance will be evaluated by the HoE and communicated to the TEs and MD. The TEs must be proficient in managing network architecture. Marketing Managers (MM), (1 position): MM oversees the process of designing and directs the implementation of marketing strategies to make the product and service of the organization know and consume far and wide. MM is responsible for working with the HR to determine skill sets required and approving resource assignments. MM is also responsible for conducting performance appraisals of assigned resources based, in part, on the HR feedback regarding field performance. MM is involved in interviewing the marketing & sales officers to be employed and manage direct and manage marketer’s affairs and performance.MM report to the MD. MM must have a degree in marketing preferably Masters degree, and must be a member of a professional body in marketing. MM must also have 5 years cognate experience in the post of Marketing Manager. Being in management position, MM is in line of succession for the post of the CEO of the organization therefore will have leadership training as part of his yearly training. Marketing Officers (MO), (30): MOs are responsible for taking the product of the company to the public. They follow up on the advertisement to look for new market for the company. MO 10 facilitates new business and bring new customers for the company. They also follow up on the existing customer of the organization to check whether there is need for upgrade of their app. Director of Finance (DoF), (1): DoF oversees all the finance of the business. DoF source for needed fund for the organization through direct investors or negotiate loan with the creditors on behalf of the company. He also oversees the release of fund to different department after the approval has been given by the MD of the organization. DoF office requires the occupier to have 4 years cognate experience in finance and must be up to date in the area of financial reporting for an organization. DoF report to the MD. Being in management position, DoF is in line of succession for the post of the CEO of the organization therefore will have leadership training as part of his yearly training. Personal Assistance (PA), (6): PA performs the function of assistant to the senior officers i.e. MD, MM, DoF, HRM, HoP, & HoE. PA helps in managing the secretariat and clerical work of the offices of the managers and the report to their respective bosses. Human Resources Manager (HRM), (1): HRM perform functions such as intake, management and directing the people who work for the organisation. The office is also responsible but not limited to, intake, monetary and non-monetary benefits, motivation, training, personnel development, communication, and wellness and performance management. HRM reports to the MD. 2.2 The importance of HR policy Human Resources Department otherwise called HR is an indispensable division of any organization, be it a start-up, or an established company; irrespective of the size of the business is. In every HR however, there is always a policies which must exist in all types of organizations for them to be able to cater and meet the desires of the diverse people that constitute their 11 personnel. People are of different characteristics and personality, not unexpectedly all go well with each other. In organizations just like in life, few people may show characteristics of normality and want to leave under the rule, while others may have the penchant for leaving beyond boundaries. However, the written policies have the control to have personnel subject themselves to the rule and regulations of the organization. As a result of this, there is a need for UrPhone4Everything® in association with the HR plan to equally have HR policy to be able to effectively manage the organization. Human resources policies provide the framework by which employees are expected to behave in the workplace. These policies are written statements of the company’s standards and objectives and include all areas of employment, including recruitment, compensation, termination, benefits, employee relations and leaves of absence. They contain rules on how employees must perform their jobs and interact with each other. Managers, employees and the HR department all have roles in ensuring that HR policies are effectively implemented. The purpose of HR policies according to (Odina, 2017) is to ensure that a company complies with relevant legislation, employment contracts and collective bargaining agreements. These policies reduce the risk of corporate liability or employee lawsuits. HR policies address areas critical to the company mission, ensuring operational efficiency. They clarify expectations of performance and behavior and help create the desired workplace culture. On the other hand, HR policies protect employees from arbitrary and discriminatory actions by management. Employees can refer to the policy manual in case of conflict or disagreement. There are four major key elements that an organisation must keep in mind when drafting out their HR Policies and Procedures. These major elements are: Roles, Rules, Consequences and Tools. 12 selection and training of new employees are done based on the HR policies developed for the company. Compensation and Evaluation: Human resources team members are responsible for conducting proper market survey and job analysis to determine adequate compensation of employees. Performance review and job evaluation are also conducted by the human resources team in lines of the HR policies so as to provide standardisation and unbiased reviews. The HR policies do not state the quantitative measurement of compensation, employees must receive; but they state that each employee must be adequately compensated for his\her input. Training and Development: HR policies include the tools and resources available to the employers to provide proper training to employees. They also help new employees as well as old employees get enough assistance in case of added responsibilities. Grounds for Termination: HR policies contain guides and information on grounds for termination of employees. These policies help protect the organization from harmful employees. They also provide clear cut ground rules for the violation of any company policies or rules, which call for corrective measures, or in the worst case scenario, termination of the contract of an employee. 15 TASK 3 OF 3 – REPORT 3.1 The impacts of different management and leadership theories on organisational strategy and structure When we think about management and leadership, the image comes in our mind that these are powerful dynamic individual who commands people. Yesterday principles and theories are contemporary and sophisticated. Some overlap and gaps occurs. Current theories fill these gaps and after to study that people are dealing to current situation. There are many theories of management and leadership, these are defined as: Behavioural theory, Contingency theory, Functional theory, Great man theory, Situational theory, Trait theory, Transactional theory, Transformational theory. Major models and approaches are:  Adaptive leadership and appreciative leadership  Many leaders and managers have his or her own style. Some common styles are:  Autocratic, Bureaucratic, Democratic, and Laissez-faire. There is a difference between theories and leadership models that leadership theory is an explanation of some aspect of leadership, these are used to better understand and control successful leadership and leadership model is an example for use in a given situation. Each one has strengths and weaknesses, and each one has its appropriate uses. Here I am selected two current management and leadership theories which are Transactional leadership and Transformational Leadership. 16 Transformational Leadership: Transformational leadership theory has captured the interest of many researchers in the field of organizational leadership over the past three decades. This theory was developed by Burns (1978) and later enhanced by Bass (1985, 1998) and others (Avolio & Bass, 1988; Bass & Avolio, 1994; Bennis & Nanus, 1985; Tichy & Devanna, 1986). The major premise of the transformational leadership theory is the leader's ability to motivate the follower to accomplish more than what the follower planned to accomplish (Krishnan, 2005). Transformational leadership has four components: idealized influence, inspirational motivation, intellectual stimulation, and individualized consideration (Bass, 1985). Burns postulated that transformational leaders inspire followers to accomplish more by concentrating on the follower's values and helping the follower align these values with the values of the organization. Research has also shown that transformational leadership impacts employee commitment to organizational change (Yu, Leithwood, & Jantzi, 2002) and organizational conditions (Lam, Wei, Pan, & Chan, 2002). Due to its impact on organizational outcomes, transformational leadership is needed in all organizations (Tucker & Russell, 2004). Transformational leadership identifying and developing core values and unifying purpose, developing leadership and effective followership, utilizing interaction-focused organizational design, and building interconnectedness" (Hickman, 1997, p. 2). Transformational leaders work to bring about human and economic transformation. Within the organization they generate visions, missions, goals, and a culture that contributes to the ability of individuals, groups, and the organization to "practice its values and serve its purpose" (Hickman, 1997, p. 9). These leaders are reliable leaders who generate commitment from followers which results in a sense of shared purpose (Waddock & Post, 1991). The leader's 17 3.2 The impact of these organisational strategies, structures and culture on the management of HR. According to Schein (1985, 1995), the leader's beliefs, values, and assumptions shape the culture of the organization and these beliefs, values, and assumptions are then taught to other members of the organization. Schein also stated that leaders have the power to embed organizational culture through various methods such as mentoring, role modeling, and teaching, Bass and Avolio (1993). Transformational leadership has four components: idealized influence, inspirational motivation, intellectual stimulation, and individualized consideration (Bass, 1985) which involves motivating people, establishing a foundation for leadership authority and integrity, and inspiring a shared vision of the future (Tracey & Hinkin, 1998). Idealized influence and inspirational motivation are connected with the leader's ability to formulate and articulate a shared vision (Dionne, Yammarino, Atwater, & Spangler, 2004). Transformational leadership creates a desire for people to work as a team, in an enjoyable and non-threatening culture, yet always with an expectation of excellence. It creates a 'How To' approach to problem solving and development of new concepts, it allows for early warnings of imminent threats and weaknesses in the organization and strongly encourages celebration of strengths and aggressive pursuit of suitably qualified opportunities. Transformational Leadership is demonstrated from the highest level in the organization, and rewarded all the way through the management layers. It is charismatic, passionate and inspirational and attracts the very best candidates for available roles. Everyone in the organization clearly understands the culture, goals and expectations of the organization. 20 This culture of innovation and shared vision when use as strategy in organization permeates through the length and breadth and as a result form the fundamentals of HR management in the organization. Organisational culture can be defined as thorough concept of knowledge, belief and thoughts of mind and customs in where peoples are expressing their organisational conditioning. At Dangote group, there is different shared belief and values which sometimes convert into policies and practice. The culture of the organisation has some impact on the HR management that are: Decision making that are less centralized; Freedom of different level of staff and management; Frankness on communication; Different leadership styles that is conducted by managers; Educational involve and intelligence of employees; Attitude of training and development; Attitude to change specially with the technology; and Commitment on the quality You and service. The structure of the organization is such that HR management is scalable, and this is borne out of the leadership style adopted. This is done by the way of activities of the HR like training to large extent is done at the operation environment of the company; while the HR strategies are developed at the corporate headquarter of the organization. The strategy of the company to localize its activities as much as possible in order to brand the organization as having the touch feel of the environment where it operate, and impact the local environment. 3.3 The effectiveness of HRM in organisations and evaluate the link between leadership & management and HRM. Zinox technology's HRM effectiveness rest on some fundamental mechanisms which are highlighted bellow; and these mechanisms are being monitored by Zinox on a regular basis in order for the achievement of organizational development. These components are: 21 HRM strategy: Human resource strategy is indicative of some objectives such as training and development, motivation and control workers. Zinox technology is one of the most successful technology company in Nigeria, and this success is achieved through the adoption of business and HRM strategy, and the organization believes that the tendency to continue to be successful is high, so far the organization effectiveness is still dependent on its HRM strategy. HRM operations: Organization s founded to be successful and to do this certain elements are expected of such organization, elements like performance and productivity. For organization to determine this, there must be constant gauging of the activities of every department, and HR department is responsible for achieving these. These gauging of performance is done through the monitoring of HR department to ensure overall success of Zinox technology as a company. Proper use of human resource: Zinox technology HR department principally focuses on hiring the best people that will constitute the result oriented workforce for the organization. This shows how fundamentals the HR is, which means if there is a wrong hiring from the department, the whole company will be in problem. So for the effectiveness of the Zinox technology, the HRM is highly important. Efficiencies and inefficiencies: An organizational effectiveness mostly depends on having right workforce to bring to reality the vision of the organization. Right people can only be obtained by measuring efficiencies. Efficient workforce means effective organization. On the other hand an inefficient personnel is a barrier to the attainment of the organizational goal. So HRM being efficient is when organization can perform to its full potential. Therefore, monitoring efficiencies and inefficiencies must be considered on the effectiveness of human resource management. 22 among the employees and broadened their human resources that will be at the advantage of the organization. This being a culture of the organization will form the broad base of the work related attitude and behaviour among the employees while prepare them for the leadership position. Apart from this general preparation and provision of equal opportunity for all the member of staff of the organization, the process of identifying the employee that project this transformational leadership attribute will be identify and put in a special training program to continue develop the type of leadership characteristics that is visionary, innovative and allow diversity to thrive among the followers and prepare such for leadership position. So as a result, the filling of the position of leadership in UrPhone4Everything® will be through the rank to give the employees the sense of worth and opportunity to rise to the pick of their profession with the company. 3.5 HR strategy for UrPhone4Everything® HR strategy for UrPhone4Everything® must key into the organization goal which is to be a market leader in intelligent home control. In order to achieve this, the HR is providing down-to- earth, straight-forward people the possibility to grow, both as individuals and in their professional roles, so that together we are strongly committed to creating a better everyday life for ourselves and our customers. The HRM process will start from recruitment policy which in the case of this organization contains: focus on values and cultural fit rather than skills and experience; use of standard questionnaire for interviewing; additional assessment for leadership positions; value-driven recruitment system. UrPhone4Everything® will recruit around 75 individual into various positions that are available. The turnover ratio of the recruit is expected to 25 be higher than the positions available, which mean the company, will incure high recruiting and training cost. The training process will include: Co-workers who have mastered their current job are encouraged to seek new challenges; Job enlargement/enrichment, changing the Job scope/location; Annual development talk to discuss and outline career paths; On-the-job training complemented by traditional classroom courses; and a wide range of web-based training activities for all aspects of the company operations. After the training, UrPhone4Everything® has developed global, mandatory guidelines for compensation and benefits. The company will offer the same benefit structure for all co-workers in the country, and the benefits are to be based on UrPhone4Everything® core values as well as local laws and market conditions. Feedback from the training will be gathered to help analyse the potential attitude and behaviour of the new recruit on the job. After working for three years, UrPhone4Everything® will provide opportunity for the employees to take one month vacation for development adventure program, to develop their leadership responsibility capacity, and broaden their view on diversity and how it is highly essential in our business and its management skills for who would be leader in the organization. The traveling opportunity will equally serve as part of incentives to retain our workforce in the face of competition and to prevent loss of our skilled and best workers to other organizations. 26 References African Leadership Magazine (2015). The Private Life of A World Class Nigerian Billionaire Dr Mike Adenuga. [Online] Available at http://africanleadership.co.uk/the-private-life-of-a- world-class-nigerian-billionaire-dr-mike-adenuga. Accessed 6th November, 2017. Armstrong, M. (2009). 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