Human Resource Management Dimensions
Human resource has for basic dimensional practices within the organization as it supports the organization in growth and competing with other organization. The major function of HR in any organization is to maximize the employee’s performance in the services within the organization. HR engage in different activities within the organization that will ensure the growth and profit is realized within the organization. Most of the common activities of the HR in the organization include; hiring of the new employees, supervising of the already existing employees to improve their performance, employees’ performance appraisal, benefit designing activities, training of the employees and finally the HR can take part in pushing the employees who don’t perform to the company’s expectation towards achieving their goals.
The Four Dimensions of Human Resource Management
Human resource management has progressed from the former or the traditional management systems to the current HRM that drives the organization towards the better for now and for the future. It’s more important for an organization to put the more qualified and experienced employees to their correct position, and this will be greatly important for the benefit of the company since the performance of the company will be automatically appraised hence the growth will be realized. (Dessler 2013) The basic dimensions of human resource management practice are; HR practices and performance, re-engineering of the organizations, leadership and the work place learning. We’ll begin our discussion with the number one dimension which is the HR practices and performance, HR practices and performance is crucial for the company when it comes to competitiveness of the organization within the market, an organization which does not focus on performance improvements cannot compete fairly with other organizations which are dealing equally with the same products. Organization has to focus on performance improvement and ignoring of this could make the organization to die slowly and lose its position in the market, HR measurement has to be designed and introduced as the top management and the core layer of the organization. The performance system and performance system and performance appraisal should always be the main focus of any organization interested in realizing its growth. For the HRM to achieve this dimension, they have to include the top management in their discussion and other people within the company that could help with the advice on how to improve the performance of the employees. Example of HR practices and performance may include a scenario where a company device a method of improving the employees performance, for instance an organization can decide that the most performing employees within their department will be bought for a house or a car. In such a scenario, most of the employees will tend to work hard in order to get the prize and this will positively influence the performance of the company.
Our second dimension of the HRM is the re-engineering of the organization structure; the managers of the company should always put the organization under pressure, whenever they realize that the performance is not as expected, the managers should change the organization of the employees in a continuous basis, what is basically known as the employees rotation. Best performance in an organization should not be put together in the same department; rather they should be mixed with the low performance individuals so that they can help them improve their performance levels. HR should always provide the managers with the market updates and the internal trends, so it’s very important for the HR to gain experience and expertise in the in the field of the organization design. The current HR should always work by eliminating the double work by introducing clear roles and responsibilities for every employee within the organization department. (Valentine 2013) The HR should always analyze the trends, processes and introducing the improvements by making the processes lean, a good example of this kind of dimension is where an organization decides to reshuffle all the employees or the rotational of the employees to improve the level of performance that can bring about growth.
The third dimension is the leadership; in any organization we have leaders. Leaders give directions and solutions to any problem that arises within the organization, they drive the organization. Good leadership in an organization can bring about good performance among the employees but poor leadership which undermines the employees will automatically discourage them and hinder the level of their performance. Leadership in the HR should always focus on the current leadership practices and development of the good leadership for the future of the organization. The HR has a leadership role to do away with the underestimating perception that employees might have on their leaders, and the HR should be in the fore front to help the managers become the true leaders for their functional units. Future leaders of an organization needs early grooming and preparation for that top job, best leaders are not developed in hours, days or weeks, but they have to be developed at their early stage of life and trained.(Hendon 2013) HR and the managers of the organization has an important role to identify the best employees in the company who can make good successors in leadership. These employees once identified, they should always work close with the managers or the already existing organization leaders so that they could learn and as they learn they gain much experience. A new leader in an organization should be an individual who pick the company through its progress and move it forward for more progress and growth, but poor leaders will always bring an organization that was previously performing well to its knees. The succeeding leaders should be those employees with the high potential within the organization, and the HR should always design a special program for them different from the other employees to prepare them for the future task. An example of leadership as a dimension of HR management is where the managers of an organization select the best performing employees and groom them for the future top job and even put them to test.
Our final HRM dimension will be on the work place learning, employees in any organization should always have the in-service programs within their organization where they are able to attend seminars. HR is put to task to organize these seminars and invite guest speakers to talk to employees. Employees are able to learn new things about their field of expertise, this is necessary because the market trends keep on changing regularly so it’s important for the employees to be updated on the new market trends that will allow the organization to compete favorably.(Philips 2013) Organization learning is important in provoking the minds of employees to do their jobs at their best; the work place learning is all about developing the know how of the organization and identifying ways on how it can be improved. HR has to develop programs within the organization that engages the employees in innovations on a continuous process, to continue growing and defeat your competitors you have to come up with something unique that the competitor doesn’t have and this is the importance of innovation. Some organizations have employees with the technical know-how for innovations, but they don’t have people to share and support them. HR should always engage itself in such a scenario by involving the top managers of the organization in identifying and nurturing the technical know how of such employees.
HR represents the employees in the organization, so a good HR should always be there to listen and address the grievances of the employees and address their interests. For a good relationship between the HR and the company, the HR has to inform the employees of the changes made within the company especially to those changes that might affect their regular lives and operations within the organization. Good relationship between the employees and the HR is the basis of success for any organization.
- DESSLER, G. (2013). Human resource management. Boston, Mass, Pearson Education.
- VALENTINE, S., MATHIS, R. L., & JACKSON, J. H. (2013). Human resource management.
- PHILLIPS, J. M., & GULLY, S. M. (2013). Human resource management. Mason, Ohio, South-Western Centage Learning.
- IVANCEVICH, J. M., & KONOPASKE, R. (2013). Human resource management. New York, NY, McGraw-Hill Irwin.
- LUSSIER, R. & HENDON, J. (2013). Human resource management: functions, application and skills development.