8REFLECTION PAPER – PROVISIONAL HUMAN RESOURCE MANAGEMENT STRATEGY
Reflection Paper – Provisional Human Resource Management Strategy
Reflection Paper – Provisional Human Resource Management Strategy
The main issue that I am going to reflect in this paper is the challenges that organisations face as they attempt to create a process that incorporates the four components of the Human Resource Management strategy (HRM); recruitment, selection, performance management as well as career planning.
From the course, I have learnt that performance management cannot be reflected in isolation from other components of human resource management. This suggests that there is a need for other factors of HRM in order for different challenges to be eliminated. Performance management systems are aimed to define, control and manage the achievements of organizational objectives and act as a means of achieving results at an individual and organisational level. Additionally, the course has taught me that successful HRM requires systematic thinking that should replace the traditional way of thinking. Systematic thinking tends to be informal and implicit. In human resource management, developing such attributes is portrayed as new challenges that require a holistic approach more than ever before. It is important for a business entity to consider the suppliers, competitors, customers, employees and stakeholders among others.
In addition, I have learnt that the human resource management is very essential in meeting the arising competitive challenges that face organisations today. The implementation of a functional human resource management can result in a great success for an organisation. Activities of HRM such as recruitment, selection, staffing and training and development to name a few become effective and positively impact employee’s motivation as well as their ability to develop products and services that offer customers higher quality.
In course for instance, I have learnt that when employees are underperforming and their productivity is low, performance management can be used to improve this. In many firms, performance management systems are ineffective in enhancing employees’ performance. For instance, performance management systems may not articulate desired culture or may be considered biased. What I have learnt is that performance management systems should have the ability to predict how results may be achieved should align employees’ performance with the firm’s goals, mission and values and encourage discretionary effort. This has prepared me for my future career since I will be able to develop an effective performance management given its influence on performance of employees.
I learned that there are a number of performance management frameworks that can be used in organisations. For instance, performance management issue was highlighted in the report involving Skills Impact and ForestWorks companies. From this, I learned that performance management system should be built around the requirements of organisations. Some criteria to be used in performance management include key performance indicators, extrinsic and intrinsic motivation and excel among others.
Recruitment and selection linked to Career planning
With regard to recruitment and selection, I have learnt that creation of a positive environment entails linking the human resource management to the organisation objectives and goals, ensuring that HRM is in acquiescent with local and international laws and creating employment relationship. Managers need to accentuate the company’s vision and mission and develop employee’s skills in order to be competitive. Therefore, new values of employees and competitive advantage of an organisation requires a new HRM orientation. This often provides several opportunities for employee’s contributions towards the vision and mission of the organisation.
I now know that the four components of human resource management can be addressed separately but are more alike than different. It is not possible for a business to be successful when utilizing recruitment and selection more than performance management and career planning. However, the four components work best when they are used together. Recruitment, selection, career planning as well as performance management are interdependent but they formulate a fundamental organisational subsystem. They should therefore be addressed in combination rather than individual components. Doing so will enable an organisation to develop an enhanced and effective engaged workforce, which will in return reap benefits of a proactive and positive organisation. However it is important to note that these four components although important to an organisation, cannot be implemented together in a given space of maturity. An organisation should first champion for one component and when successful, other components can be introduced in the business.
The course has taught me that understanding the link between performance management, recruitment, selection and career planning is very important. Selection and recruitment process is very essential in career planning. I have learnt that when the managers carry out effective recruitment process, best candidates are selected who are able to blend well with the culture, mission and vision of the company. I have learnt that effective career planning require an appropriate performance management system.
The course has equipped me with knowledge about the components of human resource management. I will use what I have learnt from the course to my professional life. In a business setting, I will be able to develop an effective performance management system in order to create efficiency of recruitment, selection and career planning. Many are times when organisations hire individuals with different skills and personalities that cannot blend well with organisation’s goals, mission and vision. This is a huge challenge that needs to be corrected for an organisation to be competitive. In line with this, in order to solve this problem, I have learnt that organisations should have appropriate career planning, recruitment and selection strategies that attract relevant candidates and should implement effective performance management.
Another challenge that is often faced while managing the different components of HRM by all department managers is conflict that occurs as a result of clash of opinions, values, and morals. I have learned that the ability to manage conflict is essential skills that an individual should possess in his or personal and work life. Conflict can occur to be positive or negative subject to how people deal with it. It takes place when two parties have different goals or needs and one group obstruct with the other party’s endeavour to satisfy these. Conflict also occurs due to differences in facts, values, actions and wants of different parties.
Developing negotiating tactics can be used in resolving conflicts. Negotiation can be termed as the method of solving differences and conflicts whereby compromise and agreement is reached. In an event of a conflict, individuals often want to attain the best outcomes for their position. In solving any organisational conflict, effective strategy is required. Thus, good negotiators are individuals who have respect for one self and also for others and include other people needs and concern in decision-making. Negotiation can be a win-lose whereby one side gain in an even of a conflict while the other side lose. Such negotiations affect one side in a negative way and this can compromise their productivity within the company. Identifying the best negotiation strategy however can avoid such outcomes and leave both sides of the negotiation content. Without a good negotiation strategy, conflict can escalate leading to organisational failure
In managing conflict, I would require to design a map that encompass the party involved, their needs and the issue in question. Parties involves in a conflict can design effective options to manage conflict before it escalates. For instance, many organisations have employee conflicts as a result of differing opinions and lack of effective communication. As a result, employees are detached from their task and no coordination is possible. This leads to failure. For instance, companies are faced with the challenge of implementing effective conflict management strategy which often affects their performance. Relationships in the workplace is broken when conflict occur. In such as environment, employees tend to be unfocused and performance and productivity goes down. I have learnt that in an event of a conflict, a strategy that ensures mutual agreement between the parties should be instituted. This can reduce conflict occurrence in the company and can enable effective conflict management and an overall success for the company.
The course has taught me a lot about the components of human resource management and the challenges that organisations are faced with in relation to this topic. During the course however, there are many challenges that we faced as a group. While we were writing the final group report, the lecturer did not like it and she asked us to re-write and change it in a short period of time. This made me challenge myself with group members and focus and read the performance management chapter in the book and all the slide and compare our work with others and in the end i was able to improve my writing and develop my knowledge and achieve a good report with other group members.
In conclusion, during the course, I have learnt that managing the four human resource components including: recruitment, selection, career planning as well as performance management requires managing organizational and individual performance and conflict management performance. We discussed that performance management cannot be used in isolation from other elements of HRM. This view suggests that the four components of HRM work better when they are used in combination. Though they are interdependent, they tend to create an important organisational subsystem. What I have learnt from the course about the four components of human resource management will enable me avoid the different challenges that organisation undergo as a result of the failure to understand the requirements for these components.