Strategic Human Resources Management (AMU-MBAO6673 – 01 – June 2022)
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How the Skills of the Employees Affect Their Performance in Relation to Work
Your company’s hiring process usually includes questions and tests to measure a candidate’s aptitude and basic skills. As that candidate develops into an employee, those skills become important in determining his ability to perform his job. Employee development uses an employee’s existing skill set and expands on it to help that employee perform his job more efficiently. A manager needs to understand how each employee’s skill affects work performance to develop effective employee development programs.
Planning
An employee skill set creates an understanding of work duties and how to effectively perform daily job tasks. When an employee has an adequate skill set, she is better equipped to plan each day’s activities so that she can reach her production goals. The employee works with her manager to make sure that the employee has the proper skills to execute daily work plans. The manager helps to develop employee development programs to maintain the skill set needed to reach corporate goals.
Comprehension
The comprehension of work duties is tied directly to the employee’s skill set. if the employee has the proper skills in place, then he is able to understand his job and what is expected of him. Employee production drops when there is a gap between what the employee needs to know and his existing skill set. Employee training can help to improve comprehension by filling in the skills that are missing.
Safety
An effective employee needs to have a broad skill set that includes an understanding of corporate safety procedures. The employee also needs to have a comprehensive understanding of the safety guidelines for her individual job as well. An incomplete skill set that does not include safety training makes job performance potentially dangerous. Without the proper safety skills, the employee could injure herself and others.
Advancement
Ambitious employees are constantly looking to improve their skill set so that they may advance within the company. A proactive employee develops an advanced skill set that allows him to become proficient in his current job while attempting to move into a better-paying position. When employees actively seek a more-advanced skill set to move up in the company, the organization benefits through higher productivity and the ability to save on human resources expenses by promoting from within.
Thanks Mr Vinesh.
Dear students. You are invited to share your view and opinion in this forum. Your participation is very much appreciated.
Discussion question.
Staffing, training, compensation and performance management are important HRM functions. How can each of this functions help companies succeed in meeting the global challenge, the challenge of using new technology, and the sustainability challenge?
Nowadays, face of HR is not person anymore but the system itself. Almost all company will try to provide universal access for HR module or HRM by using the system/portal/technology/ web-bas applications which changing the the orthodox or traditional HR practices. Those changes will help any company to improve the productivity/cost cutting and improve HR services which has been said only serving the management only. By doing the automated HR function, few advantages can be gain;
• Streamline HR processes and reduce administrative burdens.
• Reduce HR administration and compliance costs.
• Compete more effectively for global talent.
• Improve service and access to data for employees and managers.
• Provide real-time metrics to allow decision-makers to spot trends and
manage the workforce more effectively.• Enable HR to transform so it can play a more strategic role in the
business.In today’s competitive and ever-changing market, the problems of human resource management are becoming more demanding of strategic solutions to its duties as the new era develops. Human resources’ major job is to employ strategic goals and objectives to enhance corporate performance and establish organisational cultures that support innovation and adaptability. Human resource activities such as staffing, training, compensation, and performance management are critical to an organization’s success.
The staffing of a company is a critical component of human resource management and its duties. In the new economy, managers and supervisors must play an important role in the organisation of their respective labour structures. With technology advancements in the limelight, organisations must be aware about technological solutions in order to compete in the market. The growth of e-business has altered how organisations engage with the public. E-business is a relatively new organisation that links important company systems directly to their customers, workers, partners, and suppliers through intranets, extranets, and the World Wide Web. Staffing procedures are now routinely carried out through e-business operations. Job posting is an internal recruiting approach in which a firm tells its workers of job opportunities; this practice may be carried out through intranets.
Staff training and development programmes are crucial for improving employee performance. In fact, according to a 2019 article published in The International Journal of Business and Management Research, 90% of workers polled agreed or strongly agreed that training and development programmes increased their job performance.
In today’s environment, every HR professional is considering their compensation and benefits plan. As corporations compete for talent, a fundamental shift in approach might eventually clinch the deal for high-performing individuals courted by corporate recruiters. Employees nowadays are more inclined to leave for a business that provides greater benefits. Benefits assist both retain and attract new workers. The objective here is to be a competitive and desirable employer in the sector. Benefits are sometimes a decisive factor for a prospective new employee.
Effective performance management promotes an open discussion among workers, management, and the firm as a whole. This builds trust and makes everyone feel more supported and involved. Employees are more likely to feel separated from their job and its function within the organisation if this is not provided, which will result in a greater percentage of staff turnover.
As we know that staffing is the process of hiring the eligible or right candidates in the organization for specific roles/ positions. This function also involves the process of evaluating the candidates’ skills, knowledge and then offering them specific job roles accordingly. This process is not as simple as we think like just go to the interview session and ‘chit chat’ with candidates, because as I mentioned just now, this process is about evaluating your candidates whether they are suitable or not for that particular role.
Sometimes, the organization/ human resources panel may invite the candidates to attend an assessment first as part of the selection process. It can be a personality assessment or some kind other of assessment that need to be attempted by candidates in order to assess their skills. For example, computer skills/ roles of customer service that may need them to type information very fast. Thus, HR may invite them for an assessment like a mock customer service call/walk-in customer to assess the candidates on how they entertain their customers, typing assessment, etc.
Some companies may ask their candidates to show a computer skills certificate in order to make sure that they have the right skills for that particular role. So, this is what the actual staffing process is like. Not all company may do the same assessment (eg: personality assessment, typing assessment, etc), it depends on the plan of HR panel itself and the need for the assessment (depending on the advertised roles). Sometimes they may only conduct interview sessions and will assess the candidates based on their performance during the interview session, and it will be followed by hiring the best interviewee.
I would say that I agree that staffing help companies succeed in meeting the global challenge as this stage as like as the first stage to make sure that you are staffing/hiring the right people for certain roles. HR must make sure that the potential employee have the right knowledge and skills for that position/role.
An important part of an organization’s business focus and direction toward achieving high levels of competency and competitiveness would be their human resource management procedures to effectively contribute to profitability, quality, and other goals in keeping with the company’s purpose and vision.
Staffing, training, remuneration, and performance management are fundamental human resource strategies that shape the organization’s role in meeting the needs of its stakeholders. Stakeholders in an organisation include stockholders who want to see a return on their investment, customers who want high-quality products or services, employees who want their jobs to be interesting with a fair compensation and reward system, and finally, the community who wants the company to contribute to and participate in environmental activities and projects. Human resource management common rules and procedures must be followed by the organisation, which establishes basic principles for its actions. Teamwork between lower levels of employees and management should be established and maintained to aid in various ways that may be deemed appropriate in avoiding communication breakdowns and fostering stronger relationships among workers. In order to grow people and establish a healthy and friendly work atmosphere, management should stress good corporate culture.
High performance work systems integrate individuals’ abilities, skills, and technology to optimise their combined effectiveness in achieving the intended goals. To reach high competency levels and a competitive edge through high performance work systems, a business must first invest in adequate hands-on training to prepare their workforce. They would be able to identify their workforce’s abilities and areas of strength, allowing them to later place them in appropriate roles. This must also be maintained by the company through a continuous improvement approach that incorporates technical standards.
Strategic Human Resources Management (SHRM) is so important to organizations because there are many objectives of this department that can drastically improve or negatively affect the organization. One major objective of human resources management is to drive productivity by ensuring competent employees are hired and remain up to date with training initiatives. Another major objective of human resources management and why it’s so important to an organization is that it builds coordination between organizational departments.
Without proper human resources management at your organization, your departments will have a hard time working together which will cause your business to suffer. More important objectives of human resources management are ensuring employee satisfaction, staying up to date with societal and ethical models, and maintaining a healthy work culture, as well as a healthy work-life balance for employees.
Staffing, training, compensation and performance management are important functions of human resorces, if carried out effectively the success of an organisation becomes imminent. The staffing of an organization is a central part of human resource management and its functions.
Staffing an organization is a the foundation of human resources capabilities. However, more managers and supervisors are now taking initiative and are becoming more acquainted with the basic procedures that involved recruitment and selection of staff. With technological advances on the spotlight, organisations must be knowledgeable of technological solutions in order to stand in the competitive market. The methods of staffing today are regularly executed through the processes of e- business. Job posting is an internal recruitment method, whereby the organization notifies its employees of openings, this procedure can be done via internet. By the internet it meeting the global challenge in using the technology. However, this challenges actually bring more benefit to the organization.
While for high performance, In order for an organization to achieve high competency levels and a competitive advantage through high performance work systems, the organization must first of all, invest in sufficient hands-on training to equip their staff force. In doing that, they would be able to identify the talents of their workforce and the areas of strength to later fit them into suitable roles. The organization must also maintain this through constant improvement process through incorporating technological standards. Continuous improvement in culture must be constantly maintained.
In order to sustain long-term success companies must recruit and select highly skilled employees—organizations need good people.Employees need to be trained on company policy and procedures, learn the organization and work tasks, and be developed for future advancement.Employees must be motivated, encouraged, valued for the performance of their work, and must be adequately compensated. So it will be resulted to sustained the challenges in the new global technology.
One thing they can do for establish their HR functions is by reskilling. There are a variety of methods that businesses can use to fill in their skill gaps. They can expand their search for talent outside the company and bring in new employees. They can develop talent in-house by re-educating current employees for open positions. As an alternative, they can adopt a more nuanced strategy, such as hiring a skilled contract workforce to meet interim needs while simultaneously training existing employees.
It’s likely that most companies will use several of the different models. Data scientists are one example of a highly specialized position that may be advertised externally while new frontline positions, like robot controllers and production-exception handlers, are expected to be filled from within existing staff. We anticipate that as cultural norms continue to shift, people will look to their employers to do more in terms of employee retention and upskilling.
It is important for every company to take an active part in the skills transition. In a survey, eighty percent of respondents believe at least half of all new roles should be filled by reskilling existing workers, and two-thirds believe that corporations should take the lead in developing the new skills required for the digital era. In any case, the answer to that question reveals some substantial cultural variations. Ninety-four percent of European respondents and sixty-two percent of American executives agree that reskilling would be as important as or more important than hiring. That may be due to variations in legal requirements and cultural norms regarding employment.
Most companies will need to substantially increase their employee training and capability-building efforts to realize their ambitious reskilling goals. Several major companies have started down this path. For instance, Walmart, the world’s largest retailer, is spending $4 billion over the course of four years to train current employees in both front- and back-office positions for more customer-facing roles. The world’s largest online retailer, Amazon, plans to invest $700 million in employee technology training by 2025. ManpowerGroup, a provider of human resources consulting and other services, has joined forces with Pearson and other organizations to train 130,000 employees in the next five years. Only by train your employee, they can compete with the current trend and technology ongoing.
These worldwide reskilling programs are visible and important investments, even if their payback may take several years. Smaller-scale retraining initiatives are paying off for some businesses right now. In order to train and certify hundreds of engineers in the application of new analytical approaches to manufacturing-process improvement, the Tata Steel plant in Ijmuiden, the Netherlands, for example, set up an advanced-analytics academy. Despite significant cost pressures in the global steel sector, the plant was able to increase its EBITDA by more than 15% thanks to the implementation of the new techniques. It’s time to start investing in your staff and providing competitive pay and benefits. You’ll make a ton of money in return in the future.
An important aspect of an organization’s business focus and direction towards achieving high levels of competency and competitiveness would depend very much upon their human resource management practices to contribute effectively towards profitability, quality, and other goals in line with the mission and vision of the company.
Staffing, training, compensation and performance management are basically important tools in the human resources practices that shape the organization’s role in satisfying the needs of its stakeholders. Stakeholders of an organization comprise mainly of stockholders who will want to reap on their investments, customers whose wants and desires for high quality products or services are met, employees who want their jobs in the organization to be interesting with reasonable compensation and reward system and lastly, the community who would want the company to contribute and participate in activities and projects relating to the environmental issues. Common rules and procedures of human resource management must be adhered to by the organization which forms basic guidelines on its practices. Teamwork among lower levels of staff and the management should be created and maintained to assist in various angles that would deem necessary in eliminating communication breakdowns and foster better relationship among workers. The management should emphasize on good corporate culture in order to develop employees and create a positive and conducive work environment.
High performance work systems are integrating employees’ talents and skills and technology in order to maximize them together to achieve the desired results. In order for an organization to achieve high competency levels and a competitive advantage through high performance work systems, the organization must first of all, invest in sufficient hands-on training to equip their staff force. In doing so, they would be able to identify the talents of their workforce and the areas of strength to later fit them into suitable roles. The organization must also maintain this through constant improvement process through incorporating technological standards. Continuous improvement in culture must be constantly maintained. As stated by Deming, people need to feel comfortable discussing problems and suggesting solutions. Managers need to work at breaking down barriers between departments so that interactive discussions can take place.
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