Unit II Research Paper

Running head: HUMAN RESOURCE MANAGEMENT 1

HUMAN RESOURCE MANAGEMENT 6

Strategic Human Resource Management

Tiffany Chism

Columbia Southern University

June 6, 2020

Strategic Human Resource Management

Strategic human resource management is crucial for an effective organizational management of people to gain a competitive advantage. Effective management of people ensures more higher levels of performance in line with organizational strategy and structure. Primarily, human resource management managers focuses on systems and policies, overseeing employee recruitment, performance appraisal, reward management, employee-benefits design as well as training and development. In this sense, an organization has tomust ensure its sustainability by investing in human capital as well as valuing human resource management strategies and practices. Comment by Dr. Sheila Strider: Citation – Who said? Comment by Dr. Sheila Strider: Word choice. See APA7 p.114 Comment by Dr. Sheila Strider: Anthropomorphism see APA7 p. 117 Comment by Dr. Sheila Strider: Anthropomorphism

The role of human resource management

Human resource management plays a significant role in the establishment of organizational structure and strategies. According to Romanelli (2018), sustainable organizations always strive to enact and support good relationships among the present and future stakeholders, keeping in mind their economic, environmental and social performances. Critically, the relationships within an organization must be established through a well-developed structure, including productive work teams, useful departments as well as jobs. Through strategic human resource management, the organization can design units, establish departments and jobs, playing a crucial role in effective planning as well as performance appraisal that build a strong organizational structure and a long-term business strategy. Comment by Dr. Sheila Strider: Anthropomorphism Comment by Dr. Sheila Strider: Anthropomorphism Comment by Dr. Sheila Strider: Word choice – implement would be more specific Comment by Dr. Sheila Strider: Don’t assume that your reader understands who these people are. You should define stakeholders. Comment by Dr. Sheila Strider: Statements of fact require a citation Comment by Dr. Sheila Strider: Between or among who? Comment by Dr. Sheila Strider: Anthropomorphism

Workflow Analysis Challenges

Workflow analysis helps in examining and managing how work is organized to achieve the organizational goals. Generally, the idea is to improve on the corporate, operational efficiency, including processes, tasks, workplace layouts and even bottlenecks in the workflow. It facilitates meaningful information concerning work value creation in the ongoing business process. An effective workflow analysis makes a business practice more efficient, profitable and productive. Even so, the emergence of current technologies havehas raised a number of organizational, environmental and even individual challenges on workflow analysis. Comment by Dr. Sheila Strider: Who said? Comment by Dr. Sheila Strider: Helps who? Comment by Dr. Sheila Strider: Who said? Comment by Dr. Sheila Strider: Who does ‘it” refer to? Comment by Dr. Sheila Strider: Is it the workforce analysis that does this or does workforce analysis allow manager to do this?

In an organization, there are always different clients, having diverse business and financial tools. It is challenging to have vast data sources pooled into meaningful financial report. Also, organizations find it difficult to reconcile multiple data sources in the workflow analysis. Moreover, issues of transparency and accountability always arise in workflow analysis. Romanelli (2018) indicates indicated that ethics is essential for any organizations’ competitive advantage and market value creation. There are always transparency issues and challenges when it comes to disparate clients, abundant data sources, client preferences and even broader systems. It is so challenging to have transparent workflows with clear trails. More so, it is also challenging to find adequate tools and platform where workflow analysis can be carried out or be viewed. Comment by Dr. Sheila Strider: I am not sure why this is here and what it is supposed to clarify. Comment by Dr. Sheila Strider: This issue is just dropped in with no prior introduction. Comment by Dr. Sheila Strider: What does this mean? Comment by Dr. Sheila Strider: Why are they necessary and who said?

Workflow Analysis, Organizational Culture and Strategy

Workflow analysis helps in understanding the process that leads to task completion within an organization. A comprehensive workflow analysis establishes what happens when a project is delegated to work teams or departments. Effective strategic human resource management helps to promote workflow analysis in departments or efficient work teams. An organizational structure helps to shape its culture and strategy. Workflow analysis helps to determine which task will be undertaken by which department and team, or either individually or collectively to achieve the organizational strategic goal. As it involves multiple teams or departments, it promotes interdependency through communication and interaction between departments. For instance, the marketing team may need to work with the finance team to create an advertising process and budget. As such, workflow analysis helps to establish the interdependency situations, assisting in determining the ideal methods of resource allocation and communication within the organization. Comment by Dr. Sheila Strider: Anthropomorphism Comment by Dr. Sheila Strider: Statements of fact require a citation Comment by Dr. Sheila Strider: Anthropomorphism Comment by Dr. Sheila Strider: What are you referring to? Comment by Dr. Sheila Strider: ?

Motivation Theories

When managing workflows, employee motivation is essential. Nyamubarwa and Chipunza (2019) argued that the employee is more likely to feel committed, loyal and generally have a good working relationship if they are highly motivated. The organization should strive to keep every employee happy through strategic human resource practices that appeal to each employee. The strategic human resource management needs to have a clear understanding of the motivation theories to ensure employees feel supported and remain empowered. There are various theories of motivation that play a crucial part in influencing positive outcomes in employees’ job satisfaction. However, there is no one fits all approach for a specific organization. In empowering the workforce, a mixture of these models can be used to encourage employees. Comment by Dr. Sheila Strider: Anthropomorphism Comment by Dr. Sheila Strider: Who said? Comment by Dr. Sheila Strider: Anthropomorphism Comment by Dr. Sheila Strider: What are they?

Job Design and Job Analysis

Job designs helps to specify the procedures and contents of performing organizational tasks. It plays a vital part in the design of the organizational structure, assessing the requirements and needs of the organization. On the other hand, job analysis helps to identify duties, tasks, qualifications, knowledge and even responsibilities for a job. This is mostly done during recruitment and training. Nyamubarwa and Chipunza (2019) asserted that most organizations have challenges in recruiting capable employees because of the less appealing process of job analysis. Ideally, job design helps to organize tasks and works necessary to perform specific tasks. On the other hand, job analysis involves the set job expectations and being able to communicate these clearly to the employees. Organizational structure is crucial for the formal and informal relationship between employees. Job analysis helps to determine employee qualifications, knowledge and skills required to perform particular jobs. Comment by Dr. Sheila Strider: Word choice APA7 p 114. Identify would be a more precise word. Comment by Dr. Sheila Strider: Anthropomorphism Comment by Dr. Sheila Strider: I do not understand what you are saying and how it relates to attracting applicants. Comment by Dr. Sheila Strider: Citation

Flexible Workforce and the Human Resource Information Systems

The organizational structure, as indicated, is established through employee relationship and facilitated within departments, teams and jobs. Effective strategic human resource management helps to build on the organizational structure by developing a long-term business strategy. The flexibility of a workforce can be a product of an effective strategic human resource management. Today, human resource management has experienced essential transformations. With the strong support for information technologies, the focus has been largely on the structure and strategy of the organization. Information systems in human resource management have transformed various practices and process, including the way to use, collect, share, and even store information. Comment by Dr. Sheila Strider: What does this mean? Comment by Dr. Sheila Strider: How does it do this? Comment by Dr. Sheila Strider: Citation Comment by Dr. Sheila Strider: Broad sentences with no support or clarification about what is referred to. A citation is also required.

The information system has improved human resource management involvement in the overall business strategy. The systems have increased efficiency in recruitment, communication, engagement and enhance employee skills in organizations. The human resource information systems focus on workforce flexibility by interconnecting people with the organizational structure and business strategy for rapid adaptation and the changing needs of the business and the people. In essence, human resource information systems help to promote workforce flexibility in planning and implementing actions and controlling results that are related to the organizational strategy. This include environmental scanning, detecting threats and opportunities that can influence the organizational culture, structure and strategy. Comment by Dr. Sheila Strider: Has the IT system done this or is it the use of data and interpretation by management? Comment by Dr. Sheila Strider: Who said? Comment by Dr. Sheila Strider: Anthropomorphism Comment by Dr. Sheila Strider: Who said?

References

Nyamubarwa, W., & Chipunza, C. (2019). Debunking the one-size-fits-all approach to human resource management: A review of human resource practices in small and medium-sized enterprise firms. SA Journal of Human Resource Management, 17, 6.

Romanelli, M. (2018). Organizations and people for sustainability. Management Dynamics in the Knowledge Economy, 6(1), 117-128.