HUMAN RESOURCE MANAGEMENT: IMPORTANT FRAMEWORK

Human Resource is a term which is used to illustrate the folks who frame the personnel of an enterprise. HR refers to one of the most essential departments in the various business sectors, etc (Nankervis, Compton & Baird, 2008). Human Resource have also been termed as a function inside the enterprise which is being stimulated largely with an overall accountability of formulating as well as implementing the various policies & strategies relating to how to manage the personnel or the workforce  in an organization (Noe, Hollenbeck, Gerhart & Wright, 2010).Human Resource is a comparatively new term, coined in the early as the 1960s – and was majorly accounted to those organizations which used the principles of scientific management (Noe, Hollenbeck, Gerhart & Wright, 2010).

This department has a prominent role to play in the organization as it relates to how manage the people, workers working in an organization towards the accomplishment of a specified goal (Noe, Hollenbeck, Gerhart & Wright, 2010).

The landscape of the employees has been changing due to the change in the demographics in the workforce. With the help of the various security systems, people are dragged to enter the workplace even after retirement. In order to enter the organization, the various approaches have been followed to mitigate the problems. Some of the problems which could be taken into consideration have been discussed in the further paragraph (Smith, 1998). To offer various range of benefits & services, the professionals would be required match with the requirements of the employees & facilitate learning with the help of the targeted training programs. The work life balance within the organization could be seen in regards to the balance between home & work (Kramar, Bartram & De Cieri, 2011).The significance of human resource management could be seen with respect to the accomplishment of the organizational goals. This portion of essay takes into consideration the drivers of HRM strategy which would help in the accomplishment of the organizational goals (Kramar, Bartram & De Cieri, 2011). The motivation to be at the top makes HRM as a valuable tool in order to manage the levels of success. The main aim of strategic management is to provide the enterprise a feeling of purpose as well as a path to attain the goals of the organization. Strategic management helps in order to provide a sense of direction as well as ensure the success of the enterprise (Kramar, Bartram & De Cieri, 2011).The importance of HRM would be seen with regards to the up gradation of the strategic goals. The idea of this concept is to provide a holistic outlook regarding human resource management. The various HRM policies should be used in order to cater to the various needs within the organization. The various framework of human resource management would help to integrate the overall organizational behavior strategies to be used within the enterprise (Smith, 1998). The importance of Human Resource gradually increased in the international enterprises as well as the multinational corporations which constitute more of the qualitative & quantitative aspect and has a well defined, a planned approach towards the staff management. The major role of incorporating HR in an organization is to achieve a competitive edge/advantage by utilizing its extremely trained staff members (Noe, Hollenbeck, Gerhart & Wright, 2010).

The various framework of organizational behavior would help the HR specialist in a MNC to intervene the various challenges by using the key measurement tools. The first organizational behavior framework refers to classical organizational theory. The classical theory would take into consideration the scientific, administrative & bureaucratic aspects (Kramar, Bartram & De Cieri, 2011).  Based upon the Taylor, F the four main principles which should be kept in mind refer to find a way to perform a particular task. Each & every worker within the organization shall be correctly linked with the task provided. Allocation of the work shall be done according to the qualifications of the individual as well as their capability to handle the things. The third principle refers to closely supervise the workers & take into consideration the various rewards or motivators to resolve the same. The last task refers to fair planning as well as control the various management issues within the enterprise.The second organizational framework of organizational behavior refers to the neo-classical organization theory. This type of organizational framework has been refers to as an authoritarian in structure. This theory takes into consideration all the issues or challenges which are being faced within an organization (Gatewood, Field & Barrick, 2011). The neo-classical framework shows a genuine concern for the human needs. According to Barnard, the modern theories of organizational behavior would help in order to coordinate all the activities within the organization. The success within the organization is attached with the cohesive environment. The third organizational behavior framework which has been discussed within the organization refers to contingency theory. With the help of this theory the effectiveness of the organization could be adapted with the changes in the environment (Kramar, Bartram & De Cieri, 2011).Objectives refer to the predetermined plans & policies which need to be accomplished within the organization in a specified period of time. Objectives within the organization would be majorly related to the over individual goals to be accomplished by the people working within the enterprise. One of the prime motives of any organization is to earn high levels of profit & provide its customers with one of the best products as well as services (Noe, Hollenbeck, Gerhart & Wright, 2010). The main objective for any enterprise is to survive within the fierce competition prevailing the similar sector. All the goals, plans, policies & strategies have been formulated within multinational to attain growth in the years to come which would help in order to influence the overall profits of the same (Kramar, Bartram & De Cieri, 2011).

Organizations allocate resources from various internal & external sources which would help in order to achieve certain definite goals. The human resource management would help in order to utilize all the resources which would help them in order to identify the various specified goals of the enterprise. The various other goals to be accomplished within the company would be to meet the increasing demands of the target customers with due values, integrity, etc (Bratton & Gold, 2007).

Human resources at MNC have been using various strategic business objectives which would help the organization to grow but at the same time it would also impact the industrial relations within the organization. The business strategies would help in order to motivate the workers to work towards the accomplishment of the organizational goals in the years to come (Noe, Hollenbeck, Gerhart & Wright, 2010). These factors would help in order to impact the overall success at the work place as well as multiply the revenues earned from the same. The strategies as well as the objectives should be integrated with overall goals of the organization as it would help to upgrade the entire objectives of the organization as a whole (Kramar, Bartram & De Cieri, 2011).

Þ    Raising Level of Job Satisfaction:

The first business strategic objective which might have been used at any multinational would refer to the rise in the overall level of satisfaction from the job. Strategies have been formulate or structured in such a manner which would help in order to improve, motivate the entire workforce. Motivating the same would help in order to increase the levels of revenue within the organization (Noe, Hollenbeck, Gerhart & Wright, 2010). The satisfaction of job within the organization could be seen with the help of various measures such as focus groups, questionnaire study, surveys, meetings, etc. Rise in the overall satisfaction of the job could be seen in terms of the levels of productivity, engagement of the employees, etc (Bratton & Gold, 2007). It must be noted that, employees should be well engaged with all the members of the enterprise. High levels of engagement within the employees could be seen. More absenteeism would indicate that the satisfaction in terms of job is decreasing day by day. His also leads to an overall decrease in the morale of the employees (Kramar, Bartram & De Cieri, 2011).

Þ    Managing Multigenerational Workforce:

The second business strategy objective which had been used at multinational refers to managing the multitasked work force. This would also impact the industrial relations within the organization. It must be noted that, there are people belonging to different age groups, backgrounds & they have their own way of doing things (Noe, Hollenbeck, Gerhart & Wright, 2010). Therefore, all the employees within the enterprise should maintain cordial relationships with them. In case the organization enrolls older people as compared to younger, then the younger generation should train the older staff in regards to the same. Cohesiveness should be maintained within the people belonging to different age groups (Bratton & Gold, 2007).

Þ    Human Resources in Boardroom:

The last type of objective which must be followed within the organization would refer to the applicability of human relations within the Boardroom. This objective has been rendered to as one of the major challenges as a part of the organization. The human resources within the organizations have been managed in a much strategically manner. Human Resource has been regarded as one of the crucial members of the organization who would contribute towards the accomplishment of the various business goals (Gatewood, Feild & Barrick, 2011).The influence of human resource management & organizational behavior on the performance of organization has been increasing day by day. In this aspect, cognitive framework would help in order to understand the thoughts, assumption that would precede behavior as well as its consequences (Bamberger & Phillips, 2001). Cognition has been rendered to as a process which would help in order to understand, inform, process as well as order the information so as to create fair meaning on the basis of the human activities. The mental process would help in order to focus upon the various types of thinking, perception as well as shape up the behavior. Perception refers to the second best thing which shall be kept in mind while dealing with the various types of issues in the organization (Kramar, Bartram & De Cieri, 2011). This process would help in order to influence & filter the past experiences, knowledge, values & goals. Cognitive biases would help in order to effectively process the information. The four main categories of cognitive biases shall be taken into consideration. These four principles would help in order to effectively solve all the issues. The four main principles are as under prior beliefs & assumptions which would help in order to absorb the information, over simplifying the problem, assessments of likelihood as well as overestimating one’s capacity to influence the events (Gatewood, Field & Barrick, 2011).The overall growth and productivity of the organization is directly related to the morale of its employees as evident from the analysis of causes and consequences of low employee morale, and its possible solutions for the HR managers. From the thorough analysis, it can be concluded that there are three main factors which affects the morale of employees – individuality of the workers, the nature of the job, and the general practices followed by an organization. Low employee morale is characterized by disinterest of employees in performing their duties. Its main causes could be – deficient self-worth due to inability to perform one’s tasks in a proper and timely manner, improper performance feedback, working climate not being pleasant, lack of communication, not having a desired reward system, and inadequate definition of the expectations regarding the responsibilities and duties that are to be fulfilled. As described there could be a number of adverse consequences of low employee morale (Bratton & Gold, 2007). The firm may not be able to compete effectively against its rivals; and it may not be able to execute the otherwise well formulated strategies as employees would not have been sufficiently motivated to carry out the implementation. Absenteeism and high turnover are other consequences of low employee morale, and all these lead to decreased productivity for the firm. The concepts of need based theories of motivation are the best solutions to tackle low employee morale. There should be an appropriate reward system in place in accordance to the individual needs of the employees, with clear linkage with the desired performance (Bamberger & Phillips, 2001). There should be clear and explicit definition as to what is expected of the employees; they should be provided good working environment, and adequate support and resources for completing their tasks; and there should be proper communication. Hence, it could be concluded that human resource department has been referred to as one of the most crucial departments which (Bratton & Gold, 2007) leads to the fulfillment of all the goals as well as strategies. In order to act more strategic, the human resource department would be required to understand the implications of the various strategies which would help in order to accomplish the goals of the organization. The various strengths & weakness of the people working within the enterprise should be kept in mind which would help in order to accomplish the various strategies framed. The various important areas should be kept in mind which would not hamper the industrial relations within the organization (Noe, Hollenbeck, Gerhart & Wright, 2010).The current strategic objectives undertaken at any of the multinational would have an impact over the Industrial Relations of the same. The main issues which could be seen in regards to Industrial Relations (IR) would refer to conflict within the organization. The various benefits which could be seen with regards to the various stakeholders involved within any of the MNC’s would be in regards to the strategic value, core employees of the organization & uniqueness amongst the organization which has helped to be a step ahead of its competitors (Bratton & Gold, 2007).

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