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¶ … HR departments are essential in a success organization because they can work to incentivize employees and maintain the organizational culture at the firm. Without a strong HR department, a firm is likely to have no real vision and a lax organizational structure that does not facilitate the achievement of organizational aims. Human relations is about building and fostering relations, so that the workplace becomes a strong, healthy and positive environment where workers want to be. If an HR department cannot help to establish this environment then the organization runs the risk of failure due to poor employee morale, no development of employee loyalty, bad leadership, and negative attitudes.
HR is connected with the idea of leadership because it is from HR that the sense or organizational unity and structure comes to workers. It is also from here that incentives hail. HR can play a major role in incentivizing workers, whether it is through the helping of them to craft a health plan that works for them, or through acknowledging achievements of employees.
Likewise, an effective HR team can appreciate how culture bears on an organization -- both internally and externally (Kissack, Callahan, 2010). Recognizing cultural differences, cultural relations,...
By focusing on all aspects of culture, an HR department can help the firm to pivot for success and develop employees who put the firm first. Otherwise, an organizational can quickly descend into chaos because there will be no unifying principle that brings so many different people together under one organizational culture. HR thus serves as an important facilitator of the firm's internal cohesiveness as well as an interpreter of the external culture that is likely to impact the firm as well.
At the same time, poor, neglected operations are typically vital to an organization's success as well. While new MBAs might not view them as attractive, strong operations are really part of the heart and soul of a company. Therefore, new MBAs should not view these areas as career-killers but rather as career-opportunities. Companies that neglect their operations find themselves in serious trouble, after all, in the sense that workflow could become ineffective, inadequate and unsupportable; supply-chain management systems could break down and slow down a company's progress; and internal operations could suffer from a lack of communication that prevents departments…
References
Kissack, H., Callahan, J. (2010). The reciprocal influence of organizational culture and training and development programs: Building the case for a culture analysis within program planning. Journal of European Industrial Training, 34(4): 365-380.
The second means is that of developing specific HRM policies which are tailored to the context of the firm and its respective situation and needs. At an overall organizational level, the modern day importance of complex human resources management system is represented by the means in which HRM generates competitive advantages, namely: HRM creates content employees who are more likely to produce high quality work and create more value for the
In addition to using this new department to create project assignments for otherwise idle personnel, this would become an essential path to preparing CGMS for competition in the long-term future. While the company's eroding schedule of future projects suggests economic downturn, it also underscores the risk of working in the fossil fuel sector. With future environmental and conservation concerns promising to impact mining operations such as those upon which
Environmental Analysis: A HR Perspective HI, . I'd point writer moriks58 write essay. This essay Strategic Human Resource Management Employment Relations. If problem, feel free email . gongzilingwq@hotmail. Research Paper- Environmental Analysis: An HR perspective Maximum 2,000 words (excluding references) Topic: Firms achieve sustained competitive advantage adopting a proven design strategic human resource management practices. Environmental Analysis: A HR perspective The internal and external environments of an organization profoundly influence the business strategies
Sonoco HR HR Policy Transformation at Sonoco Describe how the HR department was organized and its effectiveness before the re-organization. During its 100-year history, the industrial and commercial packaging company Sonoco has experienced myriad organizational and philosophical shifts. Among them, its HR orientation has been in a constant state of evolution since its inception in the 1970s. During its first two decades of operation, the HR department at Sonoco was chiefly an administrative
Making use of e-learning may require HR departments to gain better knowledge of current technical tools at their fingertips, but ultimately, "the entire organization [must] line up to the same set of common goals and ensure that everyone is rowing in the same direction," only then can one "achieve a higher level of organizational performance." (Greengard, 2003, p.1) Human resources must provide a holistic vision of how organizations can
Employee development and training is an alternate zone. In the IT business, training is not simply about recognizing training needs and giving the presupposed training, but anticipating and reckoning the necessities and advancing suitable training to equip employees so that they can handle the challenges. Another serious challenge is the way businesses have the ability to fuse all the sub-systems in HR and help them in accomplishing a definitive objective: