TUI University Alicia F. Lopez MGT 407 Module 1 Case Assignment Dr. Peggy Swigart With the shift of the industrial age to the information age came a new era of managers that need to be in tune with what is happening in the organization and what is happening on the management levels. HR’s are sought after as the professionals that can help influence organizational strategies and also they can support top managers in accomplishing their goals. Therefore, the focus of human resource influence on organizational strategy lies in the wise mans words of “If you don’t know where you are going, how will you know how to get there? In other words, human resource influences organizational strategy by planning in a variety of ways. Planning for recruitment, selections, training and development, compliance, and compensation and benefits. For this paper the specific areas that influence organizational strategy will be covered. In addition, the ways in which HRM supports managers and supervisors accomplish their goals and where one could turn to for help regarding HRM will be discussed. Effective recruitment could possibly be one of the most important tasks in influencing organizational strategy.
Recruiting involves defining the characteristic of the right persons for the right jobs, the number of people that are required to fulfill duties and accomplish missions, prior experience of individuals to match companies needs, and even degree requirements for positions. The more precise HRM can be, the better all the recruitment process will be, which leads to more effective the influence on organizational strategy. Training and development is so crucial to the influence of an organizational strategy.
A worker or employee in idol is dangerous for any organization. More specifically the brain in idol is a dangerous position to put employees in and it is the HR’s job to keep the brain ticking. As they say one bad apple can spoil the whole bunch. Training and development is a constant necessity. Always keeping the employees of the organization up to par in training and development is very important to keep strategies fresh and competitive. Therefore, planning consistent training and development is a way that HR influences organizational strategy.
HR influences organizational strategy in areas of compensation and benefits which provide value to employees through tangible and intangible compensation and benefits. According to Carter McNamara in a short article titled Employee Benefits, McNamara says, “Benefits are forms of value, other than payment, that are provided to the employee in return for their contribution to the organization, that is, for doing their job” (McNamara, Employee Benefits) Benefits that provide value can be retirement plans, health insurance, life insurance, disability insurance, vacation, and 401K plans.
McNamara also mentions intangible benefits such as, “appreciation from boss, likelihood for promotion, nice office, etc”. (McNamara, Employee Benefits) Compensation and benefits are not only required to influence organizational strategy, they are necessary to attract the best employees to accomplish organizational strategy. Another way HR influences organizational strategy, is by providing Compliance to regulations by enforcing personnel policies and records. Records are a touchy subject, but can influence an organizational strategy either negatively or positively.
Many regulations exist and are focused on many individual needs. We will now take a look at how HRM supports managers and supervisors to accomplish their goals. In a publication titled, Canadian HR Reporter, Robert Neiman says there are four major steps to take to achieve goals. First, Neiman says, “Focus the organization on a few major priorities – those things that must happen and which will have the greatest impact on bottom-line results and growth. A few very sharp, very clear and very urgent priority objectives can set the stage for extraordinary execution” (Neiman & Siddik, Canadian HR Reporter).
It is inevitable to be in a management position and not have multiple tasks. Neiman is clearly saying that as an HR those tasks must be broken down in to order of significance and priority. Second, Neiman says, “Help the manager focus on some specific, short-term projects. These can be 30-, 60 or 100 day projects that are relatively easy to do and can be learning experiences” (Neiman & Siddik, Canadian HR Reporter) Again management positions are multi task jobs, and breaking things down in to the simplest forms can help accomplish the overall goals and missions.
Similar to breaking down goals into smaller more achievable goals. Third, Neiman says, “Provide rigorous support to help managers tackle the short-term projects to learn the basic disciplines of proper execution” (Neiman & Siddik, Canadian HR Reporter). Rigorous support can also be termed training and development, and is essential to building a strong team that can accomplish even the most difficult goals And last, Neiman says, “Be sure reward processes are in place to recognize people for their successes” (Neiman & Siddik, Canadian HR Reporter).
No goal is accomplished without the people putting ideas in to action. This is a major contributor in supporting manager to accomplish goals. Never let the people who do the work go unrecognized or un-rewarded. Neiman and Siddik’s four major points to accomplishing goals covers some of the basic ways in which HR supports managers in accomplishing their goals. Although they are basic they are general and can have a significant impact on business. They are simple and to the point: first focuses on few priorities, focus on smaller projects, focus on training and development, and focus on rewarding and recognizing.
With these four major steps in place an HR is well on the way to proving managers support in accomplishing goals. If the author were an HR manager, the priorities and resources that could be relied upon to support the organization would be planning for some of the same areas covered earlier in the discussion. Plan the recruitment/selection process, training and development, safety issues, rewarding and recognition, and compliance, and then focusing on the same major steps that Neiman points out to accomplishing goals. In summary
HR’s have a lot of influence on organizational strategy and also in supporting managers to accomplish their goals? Interesting enough the influence they provide is extremely basic and can be easily applied. As long as they are always kept simple, the influence of an HR to the organization will always be effective, and result producing. References Carter McNamara – Employee Benefits http://www. managementhelp. org/pay_ben/benefits/benefits. htm Neiman & Siddik – Canadian HR Reporter http://proquest. umi. com/pqdweb? did=709307191&sid=1&Fmt=3&clientld=29440&RQT=309&Vname=PQD