Term Paper on "Strategic Elements of HR Management That Impact"

Term Paper 15 pages (4350 words) Sources: 30 Style: APA

[EXCERPT] . . . .

Strategic Elements of HR Management That Impact the Efficiency of Workers

Conceptual Framework

Organization of the Remaining Chapters 3

Boudreau's PeopleVantage Model

Cultural Change and the Role of the HR Professional

Leveraging Technology in HR Management Process & Strategy

Towers Perrins - HR Service and Delivery Report

Oracle's Human Resources Management System

Tele-workers and Outsourcing: Why the Reluctance?

Expanding Role of HR and Outsourcing

STRATEGIC ELEMENTS of HR Management THAT IMPACT the EFFICIENCY of WORKERS

The objective of this work is to prepare a proposal for research relating to the strategic elements of Human Resources that have an effect on the efficiency of workers.

Introduction

Research has shown that: "Human resources (HR) departments play a critical role in contributing to the overall productivity and strength of an organization." (E-HR: Increasing Human Resources Efficiency with a Proven Portal Solution, 2006) in fact, it has been noted by the Oracle Corporation that efficiency in the organization "begins at the point of impact -where a worker performs a job." (Incorporating Human Capital Management Strategies for an Effective Workforce, 2006) Management of the human capital within an organization is one specific strategy, which empowers workers and leads to efficiency and productivity among workers in the organization. Today's business world is characterized by technological applications that streamline work resulting in worker efficiency. There are various solutions offered by various vendors for Human Resource strategic management to promote worker efficiency. Oftentimes the employee as well as the Human Resources personnel are entrapped in lengthy meetings filling out paperwork and going over options concerning worker insurance and benefits as well as reviewing vacation and sick leave accrual. The implementation of a HR management system has been found 'key' by Oracle for efficiency of workers, an important finding that this study will review in Chapter Two of the Literature Review in this work. Study findings reviewed also show that there is a great reluctancy on the part of Human Resources management to top the fertile field of talent represented by tele-workers. This work proposes research in order to answer specific questions related to HR Management Strategy that affects worker efficiency within the organization. Different organizations are finding different technology solutions to be effective with variations in systems used for efficiency. This work will review some of those systems in use and will compare and contrast the systems and their various applications. Further, this work seeks to answer the following research questions.

Research Questions

Questions of the research include the following research questions:

What solutions may be strategically implemented by HR management in promoting worker efficiency?

What present functions exist that actually impeded the efficiency of workers?

What specific tools, technologies or strategies may be employed by Human Resources to drive the efficiency of workers employed by the organization?

Conceptual Framework

It is held by the researcher in this present research study proposal that technology has enabled workers to work from remote locations such as homes or businesses however, there has not been a utilization of this very fertile field of talent by HR managers or in other words there is a disconnect between HR management and utilization of tele-workers in promotion of worker efficiency. Organizational efficiency is very unlikely to be realized if Human Resources within a company is not efficient in its processes. Globalization of commerce has been possible through information technology systems and HR is also enabled through the solutions provided through information technology. Globalization of business and commerce certainly can only result in the necessity of Human Resources to utilize this technology if efficiency and effectiveness in the organization are realized.

Methodology

The methodology utilized in this study will be qualitative and be conducted through a review of the relevant and available peer-reviewed literature in this subject area. Qualitative review of literature is inclusive of reviewing all relevant literature in this subject area that may be found in libraries, journal articles, books, and documents of an academic peer-reviewed nature online via the Web.

Organization of the Remaining Chapters

Chapter Two will contain a review of the literature in this study and Chapter Three will elaborate upon the research design and venture further into the methodology employed in this study. Chapter Four will state findings of the study and Chapter Five will conclude by stating any recommendations that may arise during the course of this study.

Overview of the Study

Traditionally, Human Resource Management (HRM) has been the "formal system devised for the management of people within an organization." (Human Resource Management, 2007; p.1) There are three major areas of management relating to HR including:

1) Staffing;

2) Compensation of employees and 3) Definition and design of work." (Human Resource Management, 2007; p.1)

Edward Gubman wrote in the Journal of Business Strategy that the:

basic mission of human resources will always be to acquire, develop, and retain talent; align the workforce with the business; and be an excellent contributor to the business. Those three challenges will never change." (Human Resource Management, 2007; p.1)

Several principles are widely acknowledged by and among business professionals as being that which guides modern management of human resources of the organization. Stated as the: "...paramount principle is a simple recognition that human resources are the most important assets of an organization, a business cannot be successful without effectively managing this resource." (Human Resource Management, 2007; p.1) Second, as stated by Michael Armstrong in the work entitled: "A Handbook of Human Resource Management" is that the business is more likely to realize success:

if the personnel policies and procedures of the enterprise are closely linked with, and make a major contribution to, the achievement of corporate objectives and strategic plans." (Human Resource Management, 2007; p.1)

The third principle related is that it is the responsibility of HR to:

find, secure, guide and develop employees whose talents and desires are compatible with the operating needs and future goals of the company." (Human Resource Management, 2007; p.1)

Management responsibilities relating to HR department have been classified into three areas of:

1) Individual;

2) Organizational; and 3) Career (Human Resource Management, 2007; p.1)

The HR department should be "near the theoretic center of the organization, with access to all areas of the business." (Human Resource Management, 2007; p.1) Furthermore, the HR department should be "situated in a way that it is able to effectively communicate with all areas of the company." (Human Resource Management, 2007; p.1) Important to know as well is that the structure of HR management is of a wide variation, which is shaped "by the type, size and governing philosophies of the organization..." (Human Resource Management, 2007; p.1) it is related that John Johnston wrote in the Business Quarterly that:

Previously, companies structured themselves on a centralized and compartmentalized basis=head office, marketing, manufacturing, shipping, etc. They now seek to "Decentralize and to integrate their operations in what is noted as a trend for HR to decentralize the HR functions and make it accountable to specific line management." (Human Resource Management, 2007; p.1)

Specific tasks of HR within the organization include the following 'key responsibilities':

Job analysis and staffing: Job analysis is described as being a process of determination of "the nature and responsibilities of various employment positions. Organization, utilization and maintenance of the organization's workforce involves the design of an organizational framework that best utilizes the human resources within the organization and that establishes a communication system that assist the organization in operation of a "unified manner." (Human Resource Management, 2007; p.1) Other stated responsibilities are inclusive of the following: (a) Safety and health; and (b) worker-management relations." (Human Resource Management, 2007) p.1

Organization and utilization of workforce; and Measurement and appraisal of workforce performance, implementation of reward systems for employees, professional development of workers, and maintenance of workforce." (Human Resource Management, 2007) p.1

Performance appraisal is the process of making assessments of performance of employees and providing employees with feedback concerning their performance at work. Reward systems also are used by HR as mechanisms in rewarding employees and in addressing problems within the organization's workforce and as well for instituting measures of discipline. (Human Resource Management, 2007; p.1) Training and development responsibilities include the:

1) Determination;

2) Design;

3) Execution; and 4) Analysis of programs for educating and training employees. (Human Resource Management, 2007) p.1

In the past few years technology has impacted HR management significantly and specifically those technologies related to "electronic communication and information dissemination and retrieval" which have "dramatically altered the business landscape." (Human Resource Management, 2007; p.1) Stated is that: "Satellite communications, computers and networking systems, fax machines and other devices have all facilitated change in the ways in which businesses interact with each other and their workers. Telecommuting for instance has become a very popular option for many workers, and HRM professionals have had to develop new guidelines for this emerging subset of employees." (Human Resource Management, 2007; p.1)

STRATEGIC ELEMENTS of HR Management THAT IMPACT the EFFICIENCY of WORKERS

CHAPTER TWO

LITERATURE REVIEW

I. Boudreau's PeopleVantage Model

The work of John Boudreau entitled: "Strategic Human… READ MORE

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