Discussion board Unit I

DBA 7553, Human Resource Management 1

Course Learning Outcomes for Unit I Upon completion of this unit, students should be able to:

1. Appraise workflows and the role of job analysis. 1.1 Examine the organizational, environmental, and individual challenges with regard to workflow. 1.2 Explain the importance of job analysis with regard to organizational structure. 1.3 Summarize how work-flow analysis supports strategy and organizational structure.

Course/Unit Learning Outcomes

Learning Activity

1.1

Unit Lesson Chapter 1 Unit I Annotated Bibliography

1.2 Chapter 2 Unit I Annotated Bibliography

1.3 Chapter 2 Unit I Annotated Bibliography

Reading Assignment Chapter 1: Meeting Present and Emerging Strategic Human Resource Challenges Chapter 2: Managing Work Flows and Conducting Job Analysis

Unit Lesson This unit of the course will cover strategic human resource management. In today’s workplace, it is key to have human resources at the top management table to assist with long- and short-term goals for the organization. Human resources is able to partner with top management at all intersections of an organization to help develop strategies for human capital in order for the organization to meet its goals and objectives. Effective strategic human resource management can help a company keep its competitive edge and contribute to a healthy bottom line.

Strategic human resource management keeps employee policies on target and current with regard to the latest legal landscape for employees. It also provides for important items, such as strategic recruitment and hiring, proper employee training, and development of a robust and diverse workplace. These elements all contribute to building and maintaining a healthy and successful organization. Strategic human resource management contributes to dealing with various environmental challenges that organizations may face today. For instance, there is a rapid change in today’s world, so companies must have the ability to be nimble in response. As the pace of the world, in general,

UNIT I STUDY GUIDE

Strategic Human Resource Management, Managing Workflows, and Conducting Job Analysis, Part I

Human resource management keeps employee policies on target (Bialasiewicz, 2017)

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increases, stress can be a constant issue for employees. Human resource management can identify areas in an organization where employee stress is an issue, and human resources can work with local managers to identify ways to decrease it. Decreasing stress improves the work atmosphere, motivation, and productivity of employees. There are also issues of workplace diversity that strategic human resource management can address. The ability to work with management to formulate strategies that can capitalize on the diversity of the employees can create a healthy opportunity for growth in the organization. Globalization is an issue of significant focus for companies. Strategic human resource management can help handle issues, such as creating a worldwide company culture, developing worldwide recruiting, handling global alliances, creating a virtual workforce, and managing concerns with regard to wage competition. Additional challenges that human resource management must respond to in today’s workplace include a work-life balance for employees, so family-friendly programs are now an integral part of successful organizations. However, a shortage of soft skills for entry-level employees, including communication, teamwork, problem-solving, as well as basic math and writing skills, continues to occur. Strategic human resource management must deal with these issues with training options and recruiting strategies. In addition to the environmental challenges that human resource management must negotiate, there are organizational challenges. For many labor-intensive organizations, the labor costs involved with employees is usually the most important cost point. Therefore, strategic human resource management must focus on controlling costs, developing distinctive capabilities, and improving quality. Controlling costs can include developing improved reward strategies to keep labor costs under better control. Improving employee selection processes can help control costs by targeting the right new employees and then having a plan in place to retain these new employees. The ability to efficiently manage health and safety issues in the workplace is another useful focus for an organization’s cost savings. Developing distinctive capabilities involves working with management to target the recruitment process so that it is fully adept at identifying and hiring the right person for the right position. Analyzing the long-term focus for employees in tandem with the organization’s goals can work to enhance training opportunities for employees. All of this works to try to create employees who have distinctive abilities and can carry the company forward into the future. Improving quality involves partnering with management to hire the best employees, providing the needed training, and having a plan for growth and development for these employees. Many times human resource management will work with top management to assist with the implementation of total quality management, which is an initiative designed to improve the quality of all processes across an organization. There can also be individual challenges that human resource management must address. It is important for strategic human resource management to stay on top of individual issues as these can also affect larger organizational challenges. Matching the right people with the right positions in an organization can be key. Understanding the organizational culture and who will thrive in it as an employee goes a long way toward this goal. Human resource management has a large responsibility with regard to ethics in any organization. Employees must know and trust that their individual concerns regarding ethics in their organization are taken seriously and addressed promptly. Ethical issues can affect productivity, motivation, and quality of work life. Ultimately, strategic human resource management can provide empowerment to employees to be creative and to take calculated risks in order to maintain that competitive edge. All the while, these employees understand that their company is behind them with regard to making ethical choices. Retaining the ethical employees that an organization has spent money to hire and train, and who add value to the company, is a key function for human resource management. Ultimately, there are several benefits of strategic human resource management. These include being proactive in partnering with top management to guide the organization as a whole, providing clear communication to move the organization ahead, assisting managers in more critical thinking with regard to their current assumptions, encouraging those managers to participate more fully in the organization’s

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planning, assisting to develop that all-important competitive edge for the organization, and working closely with top management in laying out the path forward for the organization to meet future goals and directions.

Reference Bialasiewicz, K. (2017). Man trying to convince investors (ID 96088849) [Photograph]. Retrieved from

www.dreamstime.com