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Introduction

Strategies of the HRM

Cost Leadership

An HR manager should ensure that all operations within the organization are performed at the lowest cost possible. The production cost for goods or services within an organization should be reduced as much as possible. However, despite the reduction in production costs, the products may be provided to the customers at favorable and profitable prices. Thus, increasing sales and buffering organizational gains. In some cases, they may opt to keep costs low to ensure they maintain a competitive edge over the others in the market. Charging better rates or similar pricing for products as competitors implies that the profit margin of the firm will improve, whereas the competitors gain limited income/profit depending on their production cost incurred for products.

However, things can be tricky if targeted customers question the low price of a given product compared to those of its competitors. Some people may even consider the goods and services as sub-standard, assume that the products are not reliable or legit and may not buy them. Thus, before considering this strategy, HR managers should be aware of the pros and cons of the idea (Noe et al., 2017). Therefore, HR managers should advise the organizational leadership on the proper measures to take when managing changes to avoid activities that may reduce profit for the company.

Differentiation

In this strategy, a firm puts in place measures to create an impression of difference in the mind of the potential consumer concerning the services and goods of a given organization. The customer is made to believe that the products are superior compared to those produced by other organizations. The feature of a particular product should be striking to all potential consumer. Potential buyers can identify these items quickly and perceive value each time they sight the logos and description of the products (Lussier & Hendon, 2019). For instance, Apple and Coca-Cola products are renowned all over the world, and customers consider their products to be of high quality. Product names should be strategically considered for easier identification and distinction to stand out from competitors’ products. Customers are willing to pay higher prices for products that they believe to be superior compared to those of the competitors.

As an HR manager, differentiation may prove as a more viable option compared to the cost leadership. If strategically presented, differentiation can lead to continued success within an organization. However, inappropriate planning will decline any progress if the products appear as similar products being produced and made available in the industry. The perception of the customers about specific products can be changed without significantly changing the features as they can be persuaded that the products have what they desire and do not differentiate. Thus, assisting the sales and profit margins of the organization.

Niche or Focus

This strategy involves focusing on a given portion of the potential buyers within the market. The focus could be on an individual product line, regional market, or buyer group. After a particular section of the market is identified, the organization may then decide on a strategy to adopt either the cost leadership or differentiation. With acquiring the right approach, an organization can make massive gains in particular regions. Before a firm can focus on the global market, they have to conquer the local market and ensure that its products are renowned in the immediate area (Noe et al., 2017). Partaking in different strategies and approaches, HR managers may select, recruit, interact, and evaluate the employees depending on the policy used within the organization.

The competitors, objectives, and goals of the organization determine how the organization will operate. Human resource managers determine the personnel and required skillsets the organization will need to hire based on the goals and objectives of the organization. Besides, they should make arrangements for the measures to be used for maintaining the workers who are aware of the companies' targets (Lussier & Hendon, 2019). These employees are a vital part of the organization, and keeping them would save tremendously on the cost of hiring and training new employees. Therefore, the HR managers should be fully aware of the demands in the market so that they can enlighten management on the necessary strategies and the roles required of them. It is also the role of the HR managers to ensure that the right employees are hired in the organization with the motive to achieve the mission and purpose of the company at all times (Huselid, 2015).

Job Design Approaches

Every job design procedure composes of two approaches – complexity and impact. The complexity of a job design involves the decision-making ability and involvement of employees in multiple tasks (Lussier & Hendon, 2019). The impact dimension consists of leadership skills, rewards systems, working conditions, customer needs, team norms, and composition. Among the standard job design measures include:

Job rotation

Employees are assigned tasks across many departments throughout the organization to reduce complacency, boredom, and also to ensure they gain and maintain the skills required to properly function. As a result, an employee may develop skills to work in various departments throughout the organization. It is advantageous to management for employees to obtain a wide range of skills to assist with scheduling, vacancies, and adopting changes. However, employees may not entirely favor this system due to insecurities, the scare of being replaceable, or job security within the workplace. Random rotation of the workers also disrupts the working, and thus, the employees cannot concentrate on a particular task (Lussier & Hendon, 2019).

Job Engineering

Job engineering involves setting the methods to use, the workflow of the employees, worker's layout, machines, and personnel. Job design procedures are determined based on time and motion. The method of operations is set based on the action started with, and the employees involved in each of the processes. However, employees should be aware of their required tasks; they must have the essential skills to ensure they perform the job adequately.

Job Enlargement

Organizations may require increased tasking to be performed by employees, in return, presenting employees with more responsibilities. For instance, the duties of an employee in the automobile industry are increased to include the roles of greasing, changing oil, and greasing. However, in this illustration, the tasks involved in the job enlargement are interrelated as opposed to the job rotation, where the worker performs different procedures within a different department (Huselid, 2015). Thus, the work becomes more advanced and exciting to the worker.

Job Enrichment

It merely implies adding motivation factors for production and performance efforts to be afforded to present better rewards to employees. Employees are given more power to make decisions, plan, and control the operations. Employees enjoy a better feedback system where their queries are addressed (Hamel, 2008). Furthermore, employees may be presented the freedom to schedule his/her work based on the operations they are required to perform. With job enrichment, the procedure aims for improving personal satisfaction and efficiency (Lussier & Hendon, 2019). The responsibility of employees may increase, despite the freedoms bestowed to them, the production curve must be maintained, and thus, they have no room for failures.

Recruitment Process

When it comes to recruitment, organizations must incorporate the cost of hiring and training new employees. Therefore, HR managers within the organization must budget the expenses involved in hiring employees by determining the potential future demands for labor in the company. HR managers should provide the job specifications and description in detail to attract the most qualified personnel for the position. However, when there is an abundance of applicants submitting applications for a specific job, that will require many resources to sort through applicants. Hence the reason for a thorough description of the available position. Among the common challenges that firms face when recruiting new employees to include:

Having the Best Candidates

Acquiring the best candidates begins by defining the requirements for the available position, as well as the roles and responsibilities. The major challenge that the company may face is attracting the right applicants with the necessary qualifications. It is evident that many people are in search of jobs in different places across the world, but the skills they submit may not be befitting for the available position (Rosenzweig & Nohria, 1994). Therefore, the firm should also provide other requirements they consider as an added advantage for the applicants (Lussier & Hendon, 2019). For instance, pay, travel if required, technical skills, education level, and background checks, etc. Questionnaires, if necessary, during the application process, should be precise and specific such that the possibility of providing a response that is out of place is eliminated.

Speed of Hiring

Each time a vacancy occurs within an organization, it implies that they are facing added costs and delays in the operation. Thus, they are determined to hire a new employee as fast as possible to save on extra expenditures (Lussier & Hendon, 2019). However, depending on the industry, the hiring process may take months, consequently placing much weight on the shoulders of the hiring and recruiting teams. The length of time spent on gaining new employees can result in a lack of qualified individuals but in some cases may result from the lengthy and tedious procedures involve. Therefore, it is the responsibility of the HR managers to oversee the operations and advise management on the execution of the proper recruiting process. To speed up the hiring process, the organization should advertise availabilities on multiple platforms, for example, social media, newspapers, flyers, etc.

Employee Selection System

The worst that can happen in an organization is to hire the wrong person for a particular job based on fraudulent procedures or information. Therefore, an organization implementing the correct methods for selecting the best-fitted individuals for a position must ensure processes are continuously revised and maintained for accuracy in the selection of new employees. As positions evolve in your organizations, so should the selection processes (Tafero, 2012). Amongst essential aspects, organizations must understand the nature of the job for which they intend to have new employees (Tafero, 2012). Performance measures also assist with ensuring only the personnel who qualify for the job are hired. All individuals that have a role in managing the welfare of workers and retaining them should receive formal training on the necessities (Tafero, 2012). In most of the recruitments, interviews are involved, which requires interviewers to be knowledgeable of all requirements and qualifications. Interviewer training can be done using an effective online interviewer training program (Tafero, 2012).

Conclusion

Regarding Human Resource Management (HRM), personnel must have the necessary skills and knowledge to make the decisions involved. HRM is simply a strategic approach used to effectively manage people within an organization for the competitive advantage of the firm. Strategies are put in place to ensure maximum performance of every employee within an organization. Changes presented within an organization are orchestrated by HR managers; however, the duties and responsibilities of an HR manager may vary based on the operation of a particular organization. 

References

Hamel, G. (2008). The future of management. Human Resource Management International

Digest, 16(6).

Huselid, M. A. (2015). The Impact of Human Resource Management Practices on Turnover,

Productivity, and Corporate Financial Performance. Academy of Management Journal, 38(3), 635-672.

Lussier, R. N., & Hendon, J. R. (2019). Human resource management functions, applications,

and skill development. Los Angeles: SAGE.

Noe, R. A., Hollenbeck, J. R., Gerhart, B., & Wright, P. M. (2017). Human Resource

Management: Gaining a Competitive Advantage. New York, NY: Mcgraw-Hill Education.

Rosenzweig, P. M., & Nohria, N. (1994). Influences on Human Resource Management Practices

in Multinational Corporations. Journal of International Business Studies, 25(2), 229-251. doi:10.1057/palgrave.jibs.8490199

Retrieved July 21, 2019, from https://blog.psionline.com/talent/bid/147051/5-Tips-for-Designing-an-Effective-Employee-Selection-System