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Executive Summary business uncertainty
Today, the business world becomes more global, uncertainty, and
competition. In the past, the importance of human resources management
may ignore during the competition. But in the present competitive
environment, more fact show the human resource can be the innovator to
strategies to improve job performance and give organization a competitive
edge. As the market become more global that managing people also
becomes more challenging and the managing people effectively become
more importance. There are many organization devoting more time, attention,
and resources to have a competitive edge. The companies who stand in the
high level human resources management performance have more effective in
the competitive environment. Human resources will be helping the
organization make a significant impact on the primary sources of competitive
advantage in today's marketplace.
Introduction
In the real business world, no matter where we go, no matter what kind of
companies and organisations, they all can not survive without strategy,
structure, and HR practise. These three elements must be maintained on a
high degree of consistency to achieve the company vision in the real
business world.
Firstly about the strategy about the organisation, there are four critical points
to establish the strategy before the business operating. The first key is vision,
mission and competitive advantage, which describe the business a company
is in, it's current and long term market objectives and the manner in which it
differentiates itself from the competition. The second and third key strategy
element is external and internal assessment. External Assessment is reflects
an approach of organization to gathering and analysing essential market
data. Internal Assessment is the key strategy element that reflects the ability
of company to objectively evaluate its own strengths and weaknesses. The
final element of organizational strategy is objectives and goals. The illustrate
an ability of company to articulate what it wants to accomplish, how it will do
it, and when it will be achieved. Hence, the strategy of organisation should be
according to the vision and mission of organisation. The vision gives the
objective to organisation that is the strategy of organization must be
depending on. And the objective give the mission to strategy that can be
made the vision become truly.
Secondly, Organization structure means that an organization arranges people
and jobs so that its work can be performed and its goals can be met. The
organisation can be established through many different ways or styles that
must be depend on their objectives. The structure of an organization will
determine the modes in which it operates and performs.
Thirdly, Human Resource Management practices, refer to organizational
activities directed at managing the pool of human resources and ensuring that
the resources is employed towards the fulfillment of organizational goals
(Schuler & Jackson, 1987; Schuler & MacMillan, 1984; Wright & Snell, 1991).
From above discuss, easy to see the final purpose of these elements is
reached their mission as far as possible that is way to face the objective of
organization. All elements are working for the vision of organization.
Therefore, these elements will be more powerful to make organization truly
face their objective when they are keeping achieve congruence. If they are
only work for their own purpose but they do not work gathering to reach same
purpose. The damage for organization cannot be image.
As the market become more global that managing people also becomes more
challenging and the managing people effectively become more importance.
There are many organization devoting more time, attention, and resources to
have a competitive edge. The companies who stand in the high level human
resources management performance have more effective in the competitive
environment.
‘One of the aims of HRM is to give an organisation a
competitive edge.’
For this statement, the answer is definitely yes. In the present day, the
organizations are facing increasing competition from globalization and free
market. There is an issue on how to ensure competitive advantage.
Competitive advantage refers to the ability of an organization to formulate
strategies to meet profitable opportunities. A human resources management
practice is primary organization systems that motive employees. This is way
to manage the organizational system and people in order to match customer
and strategic needs. Basically there are three specific ways that HRM
activities can build and sustain a business's competitive advantage
2.1 Strategy Implementation
Every business need to meet the needs of its customers in more effective
ways through continually assess and establish new strategies. The business
strategy is concerned with achieving competitive advantage. The
organizations not only require setting up their strategy, but also have to
develop and implement strategy. Human resource management practices are
the way used to focus people's attention on the major strategic issues in the
organization. When the change of strategy happened by organizations,
Human resource management practices should be managing people to
improve the performance effective during the new strategy process.
Strategies are abstract and easy to be translated in the wrong way when they
deliver into action. Human resources strategies often result failure, because
they often misunderstand the strategies need of the business when
attempting to implement strategic initiatives, with the result human resource
strategies initiatives may see as irrelevant. Through full assessment on
strategic may affect by environmental and cultural factors that can be solve
this complex problem. HR practices ensure that a coherent, holistic approach
is adopted (Storey1992 p219). To overcome this problem, must be through
analysis very seriously. Included business needs, corporate culture, and
internal and external environment factors. The framework could be a SWOT
of the organization. Last, the establishment should set out the reason for the
strategy and spell out its aims, cost and benefits. (Stoyanova 2005 p219-220)
2.2 Respond to Change
Organizations may meet some change likely to satisfy, retain, and attract
customers in the increasingly competitive environment. To solve these
problem human resource management cab be a tool, like hiring some
peoples who are flexible and training people to fitting the change. Encourage
employees innovative also can improve the performance standards.
2.2.1 Recruitment and selection
Staff recruitment and selection process becomes more complex and Weather
Human resource strategies successful, is very importance for job
performance and organizational success. The organizational competitiveness
should be considered during recruitment and selection, if not may lead a
failure result for future job performance. Jobs change accordingly as
organizations respond to economic and technological pressures (Nankervis,
Compton & McCarthy, 1999, p.190). The organization's external environment
directly affects the organizational context (Irwin, 2003, pp.6-7).
2.2.2 Key factors for successful recruitment
The key factors for successful recruitment are job analysis and job design.
Changes in organizational structures and strategies, employee skills,
competencies are the main source of information about the position to be
filled and type of person to fill it.
Further, intensified competitive pressures, changing technology and market
uncertainty has made the employment decision more complex. Thus, the
methods for gathering information are crucial for the accuracy of the job
analysis (Compton, Morrissey & Nankervis, 2002, p.30).
2.2.3 Problem faced in during recruitment process
During the recruitment process, management may not effectively sourcing
potential candidates; this may affect the competitive advantage, this because
of the inability to acquire skilled workers. (Compton, Morrissey & Nankervis,
2002, p.29). In such situation, the job requirement may change by
organization's strategy structure. This will result in poor job performance
when recruitment or selection incorrect.
2.2.4 Evaluation of recruitment method
Because of incorrect selection during the job requirement change, the human
resources management should be evaluating the recruitment the method.
They need to avoid the mistakes may occur that can be improve job
performance in order to reduce the affect organization competitive advantage.
Through the accurate and objective understand about candidates, such as
training time, labour turnover, absenteeism and performance. And reduce the
frequently change in job requirements to keep the selection correct that can
save time and resources of organization. According to organization strategies
and structure establish a common job requirement; base on the objective
selection that will be more effective during the recruitment process. Once the
recruitment method evaluated, that will be more effectively and attracting the
right applicants for the available position. It is pertinent to address the
selection process and methods used to eliminate unsuitable applicants.
2.3 Motivating Employees
In the present day, the biggest task in front of a human resource manager is
to encourage and retain employees. Any failure about this effort is because of
the manager having not understood heart of employees. The motivation as an
organization important key word often ignores. There are many types to
identify motivation, but managers must combine organization goal and
employees’ personal needs. The goal is increase productive effective and
maximum profit for organization. The motive purpose is improving the job
performance through motive employees. These two party relationships are
cannot be separate. Thus, manager must be clear knows the needs of
employees before motivating.
2.3.1 Motivating techniques
Motivate employees are big challenge because they are individuals. There is
no one strategy can be satisfaction all peoples, meaning what work for one,
but not another one.
Get to know every employee
Before the now work start, manager can communicate with every employees
one on one and face by face. That will be a big encourage to each one of
them. They may feel they an importance individual in the project. And this
behaviour can show respect to everyone from manager.
Give employees as much control as possible over their work
During project performance, the employees need more personal control on
their position. Manager should be give more space to using their own mind
but not limit their control on the job. If manager give employees as much
control as possible over their work, they will become more energized,
enthusiastic, and productive
Challenge them to improve the operation
Managers can make clear job requirement for employees before new work
start. And managers may give some recommendations during the work
process when they after take hard look and analysis at the whole operation.
Motivation can be properly or improperly achieved and can either hinder or
improve productivity. Motivation involves getting people to do something
because they want to do it. The competitive advantage cannot be achieved
without knowing what is important to associates. Simply stated, if the proper
motivational environment is in place, the business will be rewarded with
productive associates.
Conclusion
Organization will face more challenge in increased globalisation, competition
and technological advances. These challenges will affect change in
organizational strategy, structure, shape and technology; these environmental
forces require speed, quality, innovation and globalization for firms wishing to
survive in the battlefield of international arena with a competitive edge. These
environmental forces have given rise to the need for understanding and
utilizing knowledge in strategic human resource management. To response
those change, human resources manager must approach the recruitment and
selection process from a strategic perspective. Recruitment and selection
strategies and policies must integrate within both HR and organizational
strategies.
Motivating methods encourage employees to contribute their ideas for
improving their organization. Implemented on their own, each of those
practices will have less impact and more control by them. It will improve
organization's effectiveness if all managers were to systematically seek out
and implement these kinds of suggestions from front-line employees.
Through improve employee emotions, they will helping the management team
optimize employee emotions, they will raise competitive advantage in today’s
marketplace.