Essay on "Strategic Human Resource Development"

Essay 9 pages (2867 words) Sources: 9

[EXCERPT] . . . .

Strategic Human Resource Development

Strategic Development of Human Resources

Organizational effectiveness depends on several factors. Companies' efficiency and productivity relies on their ability to invest in technical resources, in the leadership style they encourage, and in the human resources they address. Therefore, it is important that companies focus on developing their employees. There are several strategies used by companies in order to develop their human resources. This refers to training programs and motivational strategies.

The strategic improvement of human resources within companies takes into consideration the activities included in this process. This refers to the recruitment and selection process, the professional development of employees, and to motivational strategies. There are certain approaches that companies can address. They must be established in accordance with the size of the company in case, its activity, and its objectives.

The importance of human resources on the company's activity is acknowledged by theorists and practitioners in the field. Technical and financial resources are also important for companies' activity, but human resources are the most important resource that companies can exploit. Therefore, it is important that managers identify the aspects that must be addressed in their relationship with employees. The organizational culture is also important in influencing the development of human resources within the company. The types of organizational behavior encouraged and supported by companies are able to determine employees to improve their performance, and to focus on developing their skills.

Organizational Effectiveness

In order to analyze the performance of companies, specialists refer to organizational effectiveness. This is represented by companies' effectiveness in reaching the established objectives. Organizational effectiveness is represented by internal and external objectives of the company, referring to activities and processes within the company.

There are several theories developed on organizational effectiveness. In accordance with Frederick Taylor's theory, the effectiveness of companies is determined by certain factors, like production maximization, cost minimization, technological developments, and others. In other words, the ability to increase production reveals the company's resources level, and the successful strategies developed and implemented by the company. It also reveals the company's ability to identify business opportunities and to expand on international level.

Organizational effectiveness is also revealed by companies' ability to reduce their cost. The process of globalization has determined increased competition between companies, determining them to develop strategies that allow them to create competitive advantage. Therefore, reducing production costs is an important factor that influences companies' success on the market. Their ability to invest in technological developments is another factor of importance (Friesen & Johnson, 1995).

In accordance with the theory developed by Henry Fayol, organizational effectiveness is influenced by the authority and discipline levels within the company. This is mainly in relationship with the leadership style of managers within the company. There are several types of leadership and they must be adapted to the objectives of the company and to the organizational culture it intends to develop.

In accordance with the theory developed by Elton Mayo, organizational effectiveness relies on productivity, which is influenced by employee satisfaction. This theory focuses on the importance of human resources on productivity and efficiency. The theory states that higher employee satisfaction leads to increased productivity levels and to improved organizational effectiveness.

Therefore, it is important that companies take these theories into consideration. Based on these theories, managers can identify the most effective types of strategies that they can use in order to increase their company's productivity. They should also focus on improving employee satisfaction by developing and implementing several strategies intended to improve working conditions and motivational levels.

The measurement of organizational effectiveness is performed by analyzing certain issues regarding the company in case. For example, the ability of reaching the established objectives is an important factor used in determining the organizational effectiveness of the company. The company's resources are limited, which makers it important to analyze its ability to acquire and use these resources (Carton & Hofer, 2006).

In order to measure organizational effectiveness, specialists in the field also take into consideration the satisfaction provided by the company to its stakeholders. The most important stakeholders of the company include: owners, managers, customers, employees, suppliers, the government, the society. In addition to this, organizational effectiveness is also revealed by its ability to identify business opportunities and to counteract the effects of certain problems determined by the company's environment. The company's effectiveness is also represented by its ability to develop the skills of its human resources. The unstable global business environment determines companies to develop and implement strategies intended to help them improve their position on the market.

There are several approaches that specialists use when addressing organizational effectiveness. These approaches are represented by the goals, the internal process, the system resource, the constituency, and the domain approach. The goals approach refers to the fact that organizational effectiveness is represented by the ability to reach the established goals and objectives. The internal process approach states that organizational effectiveness is represented by abilities referring to internal efficiency, coordination, motivation, and employee satisfaction.

The system resource approach refers to the fact that effectiveness is considered to be companies' ability to acquire and properly use limited resources. The constituency approach refers to effectiveness as companies' ability to address several strategic constituencies from the internal and external environment of the company. The domain approach considers organizational effectiveness the ability to reach high levels of quality in certain domains. These approaches are used in accordance with the requirements of each situation.

There are several organizational effectiveness models, like the human relations, the open systems, the internal process, and the rational goals models. The human relations model is oriented towards internal processes of the company. This model has a flexible strategy that is required by the business environment (Field, 2002). In this case, the company and its managers focus on the development of human resources. In other words, they try to provide opportunities that allow employees to develop their skills and abilities. In such situations, the company also establishes objectives that refer to improving working conditions and relationships between employees, improving morale and motivation levels, and investing in training programs.

The Development of Human Resources

There are several types of companies. Some of them focus on the benefits they can provide for their shareholders, other focus on their human resources, while others prefer to focus on their impact on the environment. Companies that prefer to focus on their human resources associate high levels of value to the potential of their employees. These companies develop and implement strategies intended to ensure the development of a proper organizational culture that is able to support the development of their human resources (Wang & Chen, 2005).

These companies' interest towards their human resources can be observed in the activities and processes of their HR management. This is because they clearly establish the requirements that they need from their employees and use proper recruitment sources. This refers to internal and external sources. In addition to this, the recruitment and selection process must be organized in accordance with the objectives of the company regarding its human resources.

The interest of these companies in developing their human resources is also revealed by their motivational strategies. In other words, they focus on providing satisfactory salary packages, on providing additional benefits, and on improving employee satisfaction. This is intended to increase employees' efficiency and productivity, leading to improved performance for the company (Eigenhuis & Dijk, 2008).

The development of human resources can be achieved through several activities and processes. This refers to training, career development, performance management, coaching, mentoring, organization development. The human resources development structure is differently organized in accordance with the activity and objectives of each company. Therefore, in order to improve employees' performance, companies can invest in training programs provided by specialized institutions, and they can also focus on mentoring, coaching, and others.

Impact of Training Programs

The development of human resources is an important issue that must be taken into consideration by companies. Therefore, their decision making process should focus on identifying the most proper strategies that can be used in reaching such objectives. Training programs are one of the most efficient strategies that companies can use in their attempt to improve the skills of their employees.

Training programs can be organized for managers or for their subordinates, in accordance with the skills they are intended to improve. Some of these programs focus on developing organizational skills, others focus on developing technical skills, while others focus on developing communication skills. Training programs refer to the position occupied by each employee, to the requirements of these jobs, and to the skills of these employees that must be developed and improved. The education of human resources is another aspect that companies must take into consideration. However, education refers to positions that might be occupied by employees in different periods of time, based on their professional development (Jackson et al., 2009).

In order to be successful, the training process must follow several steps. The process is recommended to focus on establishing organizational objectives. Based on these objectives,… READ MORE

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