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Discussion on human resource management: Themes

Discuss about the Human Resource Management.

The objective of this review is to cover the theoretical and analytical aspects of human resource management in projects.

The uncertainty and dynamics in HR of the present organizations have been moving tremendously towards the radical dimension. This raises the interests to review the topic.

Ten academic sources are 5 non-academic sources are retrieved from online to make a clear understanding of the topic.

The study critically assesses those materials by providing logical sequences. It has identified the controversies, themes and trends. The strengths and weakness are also found. The main implications of the findings are addressed. The gaps in knowledge are also discussed.

The research is done using patterns like tables highlighting the primary information.

Identification of themes

Themes

Descriptions

The social HR and crowd sourcing coming into their own

According to Anderson (2013), after a couple of years on cutting edge, the crowd-sourcing is moving in mainstream. The popular organizations have been aware of the advantages of business ideas of crowd sourcing, performance reviews and leveraging the social media for achieving business aims.

Occurrence of true culture management

The rise of big data has been helping in controlling and monitoring culture on various layers of organizations. By the system consolidations and gathering and repurposing insights of data over attitudes and behaviors, the HR has been managing and quantifying culture (Shrm.org, 2017).

Centralization and consolidation in cloud

They have been noting for the organizations. However Armstrong and Taylor (2014) argue that this has been a rising trend with the acquisitions, partnerships and mergers helping in leveraging potentiality over the organizational level. Various HRs have been adopting centralized flexible SaaS cloud-based solutions. The HRs has been going for systems to share, partner and integrate information with each others.

Security of mobility

Flexible time and work have been a theme that is on rise. The employees have been performing through mobile devices from distant locations. As more organizations have been adopting the policy of “bring-your-device” and relying upon mobile communications, the confidentiality, security and communication has been the topmost priority (Storey 2014).

Uncertainties and big changes in the healthcare coverage

Chua et al. researched that, various organizations have been unsure regarding the handing of upcoming changes. The health care has been a hot button theme for the employees and the employee-alike. This has been expected to be turn critical. In several cases it could be utilized as the competitive differentiator for the recruitment.

Identification of trends

Trends

Descriptions

Globalization and its influences

The employees should possess the knowledge of working regarding the culture and languages in terms of laws, customs, morals and values of the country hosting.

Work-Force diversity:

As said by Hoch and Dulebohn (2013), the HRM should train people of various age groups, sexes and ethnic backgrounds for managing and dealing under diversified workplace.

Changing the requirements of skills

The practitioners of HRM ought to communicate about this with the community leaders and educators. The strategic HR planning would lead to weigh the shortages and deficiencies of skills. They need to devise proper training and short term programs for bridging deficiencies and skill gaps (Resources, 2017).

Corporate downsizing

The HRM should assure appropriate communication during this time. They should minimize the negative influences of rumors. They must ensure that the people have been informed regarding the factual data. They should also deal with the real layoff  (Bna.com, 2017)

Programs for continuous improvement

The HR should prepare people to adopt changes. This needs extensive and extensive communications. This must deal with the occurrence of changes, expectations and effect over employees.

The work-process for re-engineering

As per as the study done by Kerzner (2013), the HRM should have methods for the employees in getting proper directions regarding what to perform and what to desire. The assistance to deal with conflict permeating the organization is also considered. To generate the benefits of this, the HRM requires offering training of skills to their employees.

Contingent workforce

As this strategic decision is made the HRM should be the active partner in the discussions. As the temporary workers are brought into scenario HRM must have the responsibility to quickly adapt those people into the organization. The HRM also needs to provide some thought regarding its attraction in the quality temporaries (Workforce Magazine, 2017)

Mass Customization

The HR needs to take the marketing tools across the customization for customers and the clients. Then it must be applied to the task of segmentation of talents. This has been the key for optimizing. At one side, the dealing of personal employment for individuals has been chaotic for the clients and consumers. On the other hand the defining of politically correctness of “same for everybody” has been risking the vital advantages of customization missing. 

Decentralized worksites

For the HRM, the decentralized sites of work have been a challenge. Most of the challenges has been revolving across the training managers in establishing and ensuring proper work quality and completion on-time (Tyson 2014). The working from home has been also requiring the HRM to think again about its policy of compensation.

Identification of controversies

Controversies

Descriptions

Flexible Work Options

Whether that might be work from home, telecommunicating, remote locations and flexi-hours, the HR professionals have been struggling with the concept of flexible work options. It has been the assimilation of getting the policies appropriate and trusting of people to finish jobs without being present in office while the set hour is on (Huffingtonpost.com, 2017).

The death of performance appraisal

According to Marchington et al. (2016) this has been more like the “business as usual” period of the year. There have been the people, forms and processes. The HR need to know the conversations they have been having unless the alterations are made. In order to make a long process of a year initially needs documentation of the conversions that need dedicated change agent.

Dividing of the HR

HR professionals have been becoming too much focused internally and have been unable to make sense of the bigger scenario of the business. For overcoming this Schwalbe (2015) believes that the HR must be divided. One section must deal with the administration and others for organization and leadership.

However according to Popaitoon and Siengthai (2014), it has not been a holistic decision. The HRs requires looking at the analytics, competencies, organization design results and outcomes.

The main strength of this study is the dealing with HR functionalities and strategies. The review refers to the long term goals. This includes the top-tier workforce or turning into the employer of choice. It involves the operational side of the HR, like conducting of open enrollment sessions to select latest health insurance coverage.  The study talks about the internal strength of the HR that comprises of the executive leadership supporting and promoting development of HR strategic. The study also takes in considerations of the expertise and staff knowledge of the HR.


However, the major weakness of the study is that it does not pose challenges to the HR endeavoring success. It does not talk about the budget constraints and cuts that the HT often needs to deal. It also does not cover the dependency of the HR on sound justification for funding investments on HR activities. Moreover, the study have not discussed about the high turnover and low employee morale that could disrupt the HR.

This would help in finding the kind and number of employees needed, recruiting, selecting and placing the employees. This would help in delivering performance appraisals and training to the staffs to improve the career and performance growth. The study helps to motivate employees though delivering incentives that are financial and non-financial. The employees are needed to be ensured with social grievances and their grievances are to be handled. The enterprises are needed to be defended from the legal complications. Amicable relationships are to be established between the management and union.

The efficient strategies of HRM are unable to survive in the vacuum. To become efficient they should be aligned with the strategic vision of the company (Snyder 2014). The vision must deliver the indication of where the organization has been heading. The resources of the people have been required to get to there. The HR leaders must review the present perspective to examine the ways by which the activities of HR could support the vision.

Discussion on human resource management: Trends

The HR leaders must determine the demographics of workforce for examining where the gaps has been between the present skills. This also includes the necessities for the experience and skills that might appear further in alignment with strategies and visions of the company. The strategy of HR must be kept focused on filling up of those gaps by strategic training, retention, recruitment efforts.

Conclusion:

The primary strength of this review has been the dealing with HR functionalities and strategies. The review refers to the long term goals, the top-tier workforce or turning into the employer of choice. It also includes the operational side of the HR, like conducting of open enrollment sessions to select latest health insurance coverage. Regarding the gaps in the knowledge the efficient strategies of HRM are unable to survive in the vacuum. To become efficient they should be aligned with the strategic vision of the company. The strategy of HR must be kept focused on filling up of those gaps by strategic training, retention, recruitment efforts. The study would help to motivate employees though delivering incentives that are financial and non-financial. This would help in finding the kind and number of employees needed, recruiting, selecting and placing the employees. The human resource is more like the natural resources. They are to be searched for. They are not found easily anywhere. Circumstances are needed to be created where they display themselves.

References:

Anderson, V., 2013. Research methods in human resource management: investigating a business issue. Kogan Page Publishers.

Armstrong, M. and Taylor, S., 2014. Armstrong's handbook of human resource management practice. Kogan Page Publishers.

Bna.com. (2017). Insight Center. [online] Available at: https://www.bna.com/news/#!topic=hr&type=news&page=1 [Accessed 17 Jun. 2017].

Chua, C.K.L., Chan, M.J.J., Ho, C.B.D. and Tan, K.K.W., 2014. Project Management (Human Resource) and Value Stream Mapping (End to End Recruitment).

Hoch, J.E. and Dulebohn, J.H., 2013. Shared leadership in enterprise resource planning and human resource management system implementation. Human Resource Management Review, 23(1), pp.114-125.

Huffingtonpost.com. (2017). Human Resources. [online] Available at: https://www.huffingtonpost.com/topic/human-resources [Accessed 17 Jun. 2017].

Kerzner, H., 2013. Project management: a systems approach to planning, scheduling, and controlling. John Wiley & Sons.

Marchington, M., Wilkinson, A., Donnelly, R. and Kynighou, A., 2016. Human resource management at work. Kogan Page Publishers.

Popaitoon, S. and Siengthai, S., 2014. The moderating effect of human resource management practices on the relationship between knowledge absorptive capacity and project performance in project-oriented companies. International Journal of Project Management, 32(6), pp.908-920.

Resources, H. (2017). Human Resources. [online] Entrepreneur. Available at: https://www.entrepreneur.com/topic/human-resources [Accessed 17 Jun. 2017].

Schwalbe, K., 2015. Information technology project management. Cengage Learning.

Shrm.org. (2017). HR News. [online] Available at: https://www.shrm.org/hr-today/news/hr-news/pages/default.aspx [Accessed 17 Jun. 2017].

Snyder, C.S., 2014. A Guide to the Project Management Body of Knowledge: PMBOK (®) Guide. Project Management Institute.

Sparrow, P., Brewster, C. and Chung, C., 2016. Globalizing human resource management. Routledge.

Storey, J., 2014. New Perspectives on Human Resource Management (Routledge Revivals). Routledge.

Tyson, S., 2014. Essentials of human resource management. Routledge.

Workforce Magazine. (2017). Workforce Magazine | Your Human Resources Resource. [online] Available at: https://www.workforce.com/ [Accessed 17 Jun. 2017]

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