Management Assignment Samples

Assignment Sample On Changes In The HR Environment

Question:-  

What are the more significant factors contributing to the changing HR environment and the effect of each? What do you see as the potential trends for the future? Properly addresses the task requirements with a coherent report 5 Uses relevant theories, models and concepts to support your answer 

Answer:-

Introduction

The way the business is done has changed and so has changed the interactions of the business and its reach and the inevitable has happened. Human resources have changed, both in its concept and approach. The change in concept is in the adaptation of it as a resource in business whiles the approach in the global reach of it. Enabled by the technology the revolution has brought the human more closer and the globe a more easily approachable a pace. The digital media transmission revolution has given the delivery a new meaning. Thus the past three decades have seen few significant changes in Human resources Manager’s work procedures. Few significant of those are discussed.

Human Resources

The human resources as a business subject deals in developing human in business process. Human becomes the key subject of interest where the resource works for business betterment. This particular is resource as the same have the ability to think and evolve in business to integrate processes to develop the capabilities and sustain. Thus in the age of global business management, the competitive aspect of business gets the edge from the Human Resource.  Thus for the technology and knowledge dependent industries the key resource is skill and only source is manpower. The edge to be ahead is thus manpower. Nonetheless, the technology also implies gadgets and gadget support in many cases which keep the manpower upright and working (Pickavance, 2006). The human resources determine the way the business is going to go and the need of the business for future growth. However, the business needs to find ways to deal with the man power and keep the man power motivated and aligned with the vision of the business to get the best and desired out of them at all time. The competitive edge is dependent on the way the manpower stirs the business so the business needs to be concerned about them at any given time. In the last few decades the technology has changed the working of the department a lot. To understand the role of the manager the change in work process needs to be understood (Gashi, 2013).

The binary system of 30 years back is history when today whatever is there is at times unknown to the user as the separate IT handles it all. The interactions with employees have changed and the ways the external and internal meetings and planning and coordination occur have dramatically changed. The Extended Ulrich Model in the HR is a regular thing to see where the focus on the four quadrant represents the focuses like strategic, people, day to day operations and process (Hrps.org, 2013). 

The Ulrich model

(Source: Hrps.org, 2013)

The advent of technology has made HR the partner of the business like never before. Many a activity in HR have changed where the HR functioning have undertaken the role of strategic partner in business and centralized itself. The recruitment to development plans, monitoring and career enhancement and further assignments are all centrally been conducted which have saved the business not only money but also given a scope to have a more composite database about the personnel that they have. Previously the business had to spend a probably a bit more on the role of supervision as the 30year back the systems were not that full proof and the mechanical efficiency were not well found.  Hence the role of HR in terms of being the organizational partner have significantly risen in the years gone (Selmer, and Littrell,  2010).

Technology Integration

The technology integration is the biggest addition for Human resource function. None of the functions have been kept out of the Technological preview that needs Human supervision and handover. This has enabled the control of HR over business data in a way that the manpower information is very readily available. The business does not need to look for anything that it would need in terms of suitability of manpower as the databank is there and the information therein is efficient enough to guide. Thus the time, effort most importantly the manpower and thus the money is saved for the business which can be better utilized for employee welfare. The technology has enabled recruitment advertisement, and advertisement too for attracting the best of the talents from the market by social media use. The same can be used to locate candidates and have interviews from distant locations and then call them for the formal round saving a huge cost for the firm by short listing in the process. Again the same has been the change in the 20 to 30 years period which was not thought of then. Now the processes of interaction with the other departments have changes and the technology have made it possible. The groups are close and knitted so that each one can get back to other for anything and the processes are been made smooth with the use of internet. The other very good utility is an up-dating about performance. The performance of an individual can be tracked and they can be suitable remunerated in accordance with the job that they do. There are several vital advantages that the technology integration have given the department altogether in which HR manager is a part (Pickavance, 2006).

The interview techniques have changed. The feedback mechanisms of the organization appraisal and performance management systems have changed. This has been made possible by the integration of technology. The first stages saw paper based systems which was later replaces by the early Personal Computer based systems those had employee information, employee tracking including payroll information in the second stage. However, the HR was the sole owner of the data in this phase. The third stage brought in the relational database where various data can be stored and sourced from separate files from different locations and the information can be linked. This third stage gave the business a more comprehensive data which was complex and gave an enterprise wide cross functional requirement. It also enables a mass communication system via its portals. The fourth stage is the modern day stage where the businesses have gone into automation and Interactive Voice Response system have come in. Thus the user interaction is now been made easy.  Thus HR, as part of business has developed ways to interact and assign through this mode which is a radical chance in the last few decades (Bulmash, 2014).

Multicultural Integration

The very big aspect of integration in the last 20 to 30 years in the global business community is the Multi Cultural community creations that was initiated long back but has taken pace in the last 30 years and have peaked with the peak in technological innovation. The globe is small space today where the people from various race, place, religion, colour, culture, language, belief, are working, living together. This is a different world where the motive is to make it a better place and make lives a little better for all of us. The resources are growing tight. The competition is high. The international community is now in one place and everybody is trying to showcase their best to get their own space in this competitive world. The offerings of all are in display for sale so the world community is learning each other and in the process learning to admire each other. The Human resources is seeing a multitude of people in the work force so they are devising the ways to make the working place such that suites all and that each feels to give their best at work and support others and in the process achieve the best for the business (Stefanyszyn, 2007). The multicultural integration is the key to the business image and its integration in the environment where it is competing. The competence of the business is dependent on its ability to do well thus the multicultural integration in the global era is the key to it.

Organizational Culture

A Very interesting development is the development of a culture or the behavioural way that the HR has taken up in the last few decades as the part of the business. It is to align the strategy of each particular business departmental strategy to the business strategy and ensure that the right talents are in the right place. The role of the HR in the recent times is of more of a strategic origin where the right man gets the right place and the business develops the right capabilities to deliver up to the level the vision wish viewed it to see. The vision that the business have is based on few optimum capacity measures which the HR tunes by being the partner by putting the right man in right place and aliening the individual mission. Thus the culture is developed therein that shows the consumer’s perspective or aspirations. These aspirations is the vision of the business of the future the business needs to read and further develop and further develop its strategies for the future along with innovation and creativity that must never seize for growth and sustenance. Therefore the role of the HR have a strategic dimension too when seen from the Organizational culture angle where the HR manager can have much impact by creating a culture in the business. The culture that puts right man in right place and directs their vision to achieve the best and to have the business perform as per the mission (Uri.edu, 2015).

The inward thrust of HR manager would mean the leasing in the number of employees in HR. The HR once equipped with technology would need lesser physical support like time office, administrative department staffs and such staffs which were mandatory even thirty years back. The Human touch of manpower dealing should never lose the edge. The dealing with a man with a man often exposes a lot which they would not expose while they are often asked via a mail so the human resources should always make it a point to visit the people in the shop floor at work or after to engage with them and understand their concerns.  Again in the days of increasing racial mix the people to people mix is a good way to promote such cordial relationship and promote it and encourage it.  The Organizational cultures have the ability to influence the business as customer support and likewise the budget.

Conclusions

The Human resources have seen many changes in the past few decades but nothing had been so dramatically as the recent day rise of internet technology. The technology has changed the way we do business and the way people interacts. The internet have brought the world opinion closer and the knowledge is available to all. The nation who used to boost about technology can no longer alone boost about it as it have internationally developed competitors and thus each are developing new ways to subdue others. Human resources managers work have changed from being a functional role to a more strategic partner’s role in the modern day. The internet have made the functional role easy where the strategic job is developing a culture where the right people gets the right place to perform the right job where there are motives are aligned with the business visions. The economy of the HR too have benefitted the business while the HR have gained a significant amount of control over the issues pertaining to employee information and have ably supported the business with right choices of information to decide upon. 

List of references

Beer, M. (2015). HRM at a Crossroads: Comments on Evolution of Strategic HRM Through Two Founding Books: A 30th Anniversary Perspective on Development of the Fields. Human Resource Management, 54(3), pp.417-421

Bulmash, J (2014) Human Resource Management and Technology, AJIS, New York

Gashi, R. (2013). Strategic Human Resources Management: Human Resources or Human Capital. AJIS.

Hrps.org (2015). [online] Available at: http://www.hrps.org/resource/resmgr/p_s_article_preview/hrps_issue30.3_evolutionofhr.pdf [Accessed 18 Aug. 2015]

Pickavance, N. (2006). Making dynamic changes at Northern Foods: Adjusting HR strategy to face the challenges of a constantly evolving market. Strategic HR Review, 6(1), pp.16-19.

Selmer, J. and Littrell, R. (2010). Business managers' work value changes through down economies. Journal of Chinese Human Resources Management, 1(1), pp.31-48.

Stefanyszyn, K. (2007). Norwich Union changes focus from competencies to strengths. Strategic HR Review, 7(1)

Uri.edu, (2015). Human Resource Functions. [online] Available at: http://www.uri.edu/research/lrc/scholl/webnotes/HR_Functions.htm [Accessed 18 Aug. 2015].

US HR functions ahead of Europe in credibility stakes. (2005). Strategic HR Review, 4(3), pp.14-15.