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New Orientations of HRM for Enhanced Organizational Productivity

Home Articles New Orientations of HRM for Enhanced Organizational Productivity

The new technologies have changed the way we live, the way we work and it has also affected the Human Resource Management a lot. By using the latest techniques, the organizations can create endless opportunities for more productive operations and a positive and progressive work environment. The organizations are nowadays emphasizing the new approaches which are backed with the technology, and they are combining these techniques with the conventional HR practices. The Human Resource management works on the vision of the organization and designs its policies to accomplish the goals of the organization. Nowadays the HRM now become a driver to transform the business processes and achieving business goals.

The business environment has changed a lot, and the deliverables and the focus of the companies have also shifted. The technology has transformed the working environments, and Human Resource Management must keep the organizational functions and skills at pace with the outside working culture. Therefore HRM has to reshape its policies so that the people can achieve the strategic values set by the organizational leaders. You can read about the roles of HRM in the article “Human Resource Management and Its Importance in the Business World” and know about its benefits in great detail. Different orientations of HRM are bringing desired changes in the workplace, and these orientations are written below:

  • Refocusing the energies and Reshaping the processes

The business goals and environments have changed, and therefore the focus of the HR functions has shifted from the conventional HR processes to the practices needed to achieve the targets according to the demands of the markets. As the HR policies can change the work culture and therefore it has to take responsibility for reshaping the procedures by spreading the best practices. The HRM also has to share the vision and values of the company to the employees and keep reminding them so that the procedures remain on track. One HRM function which gives lots of benefits to any organization is that it works for creating consistent values and practices in the entire company. These lead to shared goals of the team and development of cohesive and progressive work culture.

  • HR functions with IT support system

The digitization has impacted all sectors of the business world, and it has a significant effect on the HRM practices as well. With the help of Information Technology, the transactional process has become highly smooth and hassle-free. IT tools make the systems fast and more responsive which provides high value by all means. Now the companies can manage the massive amount of data and HR is also not untouched by it. The HR professionals can keep as much data and retrieve it any time they want. IT has changed how the companies now recruit, select, train, and evaluate their employees. It has also increased the communication flow which ultimately leads to better business performance.

  • Development and Management of talent

Developing and managing the talent pool available to the company is an old age responsibility of the HR department, but it has got a new aspect now. The companies have different tools and techniques to train the employees. Now it is not necessary to gather at one physical location to impart and take the training. This has also proven to be very beneficial regarding cost-benefit also. The organizations can save money by conducting online training programs for the employees. They do not have to bear the travel, accommodation, food costs and other miscellaneous expenses.

There are many other tools which are used by the HRM these days to manage the performance of employees and that are new compensation management having innovative reward systems, processes designed for continuous learning and recruiting and selecting after a rigorous and distinctive process. The Information Technology tools help a lot to accomplish the goals of these practices.

  • Automation of HR processes and decisions of outsourcing

The competition has become furious and every organization work to give a long lasting experience to the customers as well as the employees also. To increase the efficiency of the processes the organization these days believe in making them automated so that the results become more standardized. The HRM should assess which method should be automated and which still requires the human intervention or manual expertise. Many companies do not spend money on buying the equipment or acquiring the talent for that, but instead, they outsource the whole process. When deciding for outsourcing or automation, the HR decision makers should actively make sure that their decision must add value to the functioning of the company and it should also be in alignment with the strategic goals of the company what it wants to achieve in coming couple of years.

  • Focus on Work-force diversity

In earlier days the workforce used to be relatively homogeneous when it is compared with today's workforce. These days the workforce comprises of different age groups, educational backgrounds, languages, ethnicity, lifestyle, gender ideologies and geographical location etc. There are many more facets which contribute to making the workforce diversity. The best advantage of having a diverse workforce is that it brings in new ideas and different perspectives to solve a problem. With this, the accountability of HRM increases to keep them cohesive with each other despite having a diverse background. The HR professionals can achieve this difficult task by creating an employee-friendly benefit package. Training is also a useful tool to manage the diversity and tapping it in the best interest of the organization and the employees too. Training works best for minimizing the difference in functioning and ideologies of people belonging to different age groups.

  • The implications due to globalization

These days the business does not have to follow the geographical boundaries because reaching out to the whole world is possible now with the help of the technology. The multinational corporations are rising day by day who have their operation s in different countries. In these organizations, the roles and responsibility of the HRM professionals change a lot. They need to make a balance between the knowledge and skill of employees across the borders and handle the diversification with extensive training and frequent communication of the vision and values of the firm.

The main challenge in front of the Human resource department in global firms is to make the individuals work together to achieve a shared goal. The culture and language also play a huge role in these processes, and the HR department has to address all the issues in advance when an individual company decides to expand the operations in a new location of a new country. Moreover, the HRM has an added responsibility to train the management also so that they can decide according to the demand of the situation. Increasing flexibility in the decisions and the practices is a key to achieve better performance. Many organizations have started to celebrate the differences among the employees, and with this they make every worker feel valued and essential. This practice proves to be successful in ever-changing work environments.

  • The requirement of different skills

Acquiring talent is the primary function which later transforms into the enhanced efficiency of the workers feel motivated to achieve their goals, but it starts with the primary function of recruitment and selection. The HRM needs to create a pool of candidates and then select the most suitable candidate who meets all the eligibility criteria required to do a job successfully and effectively. The productivity of the organization depends a lot on the knowledge and skills of its employees, and therefore the companies need to keep their workers well equipped with the skills and competencies which are required according to the demands of the market.

The organizations who overlook the need of imparting training to empower the employees with latest and required skills usually have to suffer with loses because they fail to cope with the rivals having more capable and skilled workers. IN short the competencies and capabilities of the employees finally, translate into higher productivity if they are given a supportive work environment and motivation to keep doing the excellent work. This is the reason the organizations now decide upon the goals of training themselves and do not rely on the training system alone. The HRM has got this added responsibility to keep track of the performance of all employees and formulate regular training programs to make the employees well versed in the latest tools and techniques. Weighing the need for training the employees by assessing the gap in the performance according to the set benchmarks is the responsibility of the training department which is, in turn, is the sub-function of HRM only.

  • The downsizing of the companies

When the organizations want to increase the efficiency or cut down its costs one procedure which they adopt is downsizing. In this process, the organizations tend to reduce the number of employees, and this is also called as retrenchment or laying off. The most important role which HRM plays in the procedure of delayering is that the primary data and decision that that will be laid off is taken with the suggestion and contribution of HR managers only. Communication while downsizing is also an aspect which HRM professionals of handling because otherwise this creates a negative environment in the organization and it also hampers its image if the employees who have to leave the job can spread a wrong word about the company. There are many considerations that HR managers have to think about before taking such an important and critical decision.

  • Work process re-engineering

There is much organization who get impacted by the environmental, economic and other external factors and therefore they have to keep changing their work processes to meet e requirements of the market. These organizations need to have a dynamic and adaptive HRM function so that they can adapt to the changes fast. The role of HRM in this situation is that they have to create a mechanism so that the managers can give the workers a direction to achieve a particular target. The Human Resource professionals have to re-engineer the process so that they can match the organizational goals as over the demands of the customers.

  • Processes for decentralized locations

The decision for the whole organization is not taken in one head office now. The work processes have become decentralized, and the mangers of remote location make decisions according to their market. This change has been brought up due to the global functions of the organizations and decentralization eases the processes very much. The workflow does not hamper due to the delay in approvals. This is also an excellent option to manage the diverse workforce without much hassle.

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