603 assignment
· Welcome to Week 2
This week will cover material about HR as a Decision Science. At the conclusion of this week, you should be able to:
· Analyze and evaluate an organization’s HR strategy and assess the impact of that strategy on the workforce and the profitability/success of the company or organization
· Examine current literature and resources to evaluate organizational HR practices and policies in the workplace.
Course Learning Objectives:
In this lesson, we will discuss:
· HR Decision and Organizational Strategy
· HR and Decision Science
· Decision Making in HR
· Change Management
· Implementing HR Policy
· READING AND RESOURCES
· Electronic Materials are provided under licensing or in keeping with Fair Use exemptions for your educational use only. You may quote and utilize this material for this, other APUS courses, and related scholarly pursuits. Unless the materials are in the Public Domain or specific written arrangements are made with the Copyright holders, you may not sell, share or otherwise distribute these documents for personal or other use without the likelihood of violating Copyright Law.
Week 2 – HR as A Decision Science
Just a reminder, you may have to access reading material through the main link under "Course Overview" then Course Materials or you can try it Here
Burgess, J., & Connell, J. (2015). Vulnerable work and strategies for inclusion: An introduction. International Journal of Manpower, 36(6), 794-806. Retrieved from http://search.proquest.com/docview/1706970038?accountid=10457
Ibidunni, S., Osibanjo, O., Adeniji, A., Salau, O. P., & Falola, H. (2016). Talent retention and organizational performance: A competitive positioning in nigerian banking sector. Periodica Polytechnica.Social and Management Sciences, 24(1), 1-13. doi: http://dx.doi.org/10.3311/PPso.7958
Kirov, V., & Hohnen, P. (2015). Trade unions strategies to address inclusion of vulnerable employees in "anchored" services in europe. International Journal of Manpower, 36(6), 848-873. Retrieved from http://ezproxy.apus.edu/login?url=http://search.proquest.com/docview/1706969948?accountid=10457
· LESSON
HRMT603 | LESSON 2
HR as a Decision Science
LESSON TOPICS
· HR Decisions and Organizational Strategy
· HR and Decision Science
· Decision Making in HR
· HR Policy
· Change Management
· Implementing HR Policy
INTRODUCTION
This lesson covers material about HR as a Decision Science and provides the opportunity to review the importance of sound decision making as it relates to human resource programs, policies and procedures. We will look at the different types of HR policy and the effects of implementing policy. The focus is on HR as a decision science.
HR Decisions and Organizational Strategy
As human resource professionals, effective decision-making is critical. As organizations realize the importance of a strategic approach to the business functions, HR professionals must continue to transition from an administrative and tactical approach to a strategic approach that creates greater alignment with business leaders across the organization. In addition to critical decisions, human resource leaders are required to demonstrate the value of the work and the positive impact on the organization’s bottom-line.
Mary Parker Follet, a management theorist in the early 1900’s firmly believed that leaders within organizations should have the mindset of collective power and that organizational success depended on internal collaboration (Fox, 1968). Successful business often depends on good decision-making. As human resource leaders continue to build upon their business partnering, collaborating with key business leaders is critical to successful implementation of business programs and policies.
We need to understand what an HR strategy looks like, so we know how we can link policy to the overall organizational strategy to reach the organizational goals and objectives.
GENERAL OVERVIEW OF HR STRATEGY
HR and Decision Science
Before we go any further, I want you to think about what decision science means to you.
As you think about that, let’s jump into the age old question: is decision making an art or a science? Please watch the following videos discussing decisions from both perspectives: art and science.
The first video makes a case for decision making as an art by discussing the intuition that goes into critical decisions and the decision-making process. The second video makes the case for a scientific approach and variables in the science of decision making. Can it be both ways?
INTUITION IN DECISIONS — ART OF DECISION MAKING
RATIONAL DECISIONS—SCIENCE OF DECISION MAKING
Decision Making in HR
In Lesson One, we linked the importance of strategy to policy. Lesson two is about the linkage of how we make decisions that affect policy. Perhaps it is time for us to roll out a new benefits program. What choices do we offer the employees? How many choices do we offer the employees? Do we let them decide what options they can choose from or do we provide the options and let them choose? We can break this down even further; the way we present the options are one part of the equation. The way employees respond to the choices given and the ways the choices are presented are other parts of the equation.
Most of us who have been in the workforce have been on the receiving end of a new or revised company policy. Perhaps you have been through several. Think about how you reacted. Was it presented in a positive light with the opportunity for people to ask questions and address concerns? Did you have any input before the policy became effective? Was it well received? Maybe nobody was aware a new policy was coming out until the day it was presented and implemented. How did you react? Was the staff resistant to the new policy? If so, why? As an HR professional, these are all things that we need to take into consideration when it comes to making or implementing policy and the decision science behind it.
We can crunch the numbers, review data, and make assumptions about the impact of policy. We can conduct studies or conduct a meta-analysis related to our new policy and determine what the outcome should be. We can be deliberate on the communication plan and roll out. The timeline can be planned out with milestones along the way and everything mapped out perfectly. We then reach the date, the new policy becomes effective and everything goes as planned. Or does it? As we are learning, there is more behind the policy than the policy itself.
HR Policy
Are there different types of HR policy? The answer is yes. To understand the different types or categories of HR policy, we should first have a firm grasp on what makes an HR policy. Essentially, HR policies are the formal rules and procedures of the organization. They describe how certain matters are handled in the workplace as it relates to employee rights and responsibilities. They establish a set of standards and uniformity in the organization. Most HR policies are tied to employment law.
When we look at the different HR policies, we find they fall into a few categories; behavior, safety, attendance, and requests. Instead of discussing the specifics of each and every kind of HR policy, we need to look at it from a broader viewpoint. By understanding the big picture, we can better determine what policies need to be in place.
HR POLICIES OVERVIEW
Change Management
As the clarity of the linkage between HR policies to the organizational strategic goals comes into focus, we also need to understand it is human nature to resist change. One of the ways to overcome this resistance is to know the why behind the change.
This comes through a robust communication plan. Communicate with your employees. This cannot be stressed enough; communicate, communicate, communicate. Almost every problem in business can be traced back to poor communication or a lack of communication. When it comes to making decisions about new policy, most employees would like the option to have input into the new policy or change in policy.
From a practical standpoint, this may not be feasible for every employee to have input, but it is feasible to have input nonetheless. It could be as simple as having one or two employees represent a group of employees. How we approach the process of a new policy is just as important as the implementation and success of the policy.
After we communicate the intentions and receive employee input, we need to establish a rollout schedule. Once the schedule is in place, it needs to be monitored or tracked to ensure progress. If there is a problem with the schedule, communicate. If there is not a problem, communicate. After the rollout, follow up with employees. Communication throughout the entire process is very important to the science behind the decision making.
Implementing HR Policy
One final area of the decision science behind HR strategy and policy is the implementation. The best way to handle this is to have a strategy in place before you actually need it. The reality is, most of us do not have that luxury. Some things to keep in mind; we need to be flexible and understand that implementing a new strategy or policy can be tiresome. Hang in there.
The plan is developed, the plan is fully supported, the timeline has been set, and the plan has been communicated repeatedly. If possible, phase in the plan over a certain period of time. If that is not possible, make sure the communication plan is robust and nobody is surprised when the plan is in effect. Finally, measure the results, track the results, and adjust as necessary.
In order for the implementation to be successful, the senior leaders of the organization must be on board. Without their support, the implementation is doomed to fail. If the executives are ready to embrace the new strategy or policy, most likely the employees will be too.
GAINING SUPPORT
Conclusion
The success or failure of a policy starts with the strategy behind the policy and the decisions made before and throughout the process. Let’s go back to the question asked at the beginning of this lesson: Is decision-making an art or a science? A logical conclusion is that it requires both.
References
Fox, E. (1968). “Mary Parker Follett: The Enduring Contribution,” Public Administration Review, 28 (6): 520-529.
Department of Labor. (n.d.). Retrieved September 08, 2017, from http://www.dol.gov/