Organizational Leader Responsible for Developing Policies Related

¶ … organizational leader responsible for developing policies related to managing diversity through looking at: age, gender, race, ethnicity, religious and spirituality and the organizational functions of human resource, marketing, customer service.

Over the last several years, human resources (HR) has been playing an increasingly evolving role in dealing with a host of different challenges ranging from: employee satisfaction to helping the firm adapt with changes in the marketplace. These factors have meant that there has been a shift in the kind of tools that are being used by firms. Part of the reason for this, is because globalization has caused a transformation in the way businesses are competing against each other. This means that they have been seeking out any kind of strategic advantage to help increase their overall bottom line results. At the heart of this basic strategy, is having HR work closely with management and stakeholders to deal with a host of different issues.

Evidence of this can be seen with observations from Farndale (2010), who said, "Global talent management is explored here from two perspectives: increasing global competition for talent and new forms of international mobility." (Farndale, 2010, pg. 161) This is important, because it is showing the overall amounts of pressure that is constantly placed on any kind of business. For organizational leaders, this means that they must use these strategies to change the workplace and take into account customer service. In order for management to achieve these objectives requires looking at: the functions of HR and what kinds of policies should be implemented. Once this occurs, is when we can be able to fully understand the challenges an organizational leader may face.

Current Issues Impacting Organizational Leaders

One of the biggest problems impacting organizational leaders is that a number of transformations are occurring both: inside the sector and around the world. What has been happening is that globalization is changing, the business model for a number of firms. This is creating a host of challenges in a variety of areas most notably: in the labor markets and how companies are able to compete. These different elements are important, because the leadership must be continually addressing these issues. Otherwise, the odds increase that the company will face financial challenges in the future.

The Labor Markets

For any business, the cost of labor is the main focus. This is because employers use to believe that they could hire anyone to do a job. Then, pay them lower amounts of wages, while at the same time increasing their underlying levels of productivity. The problem is that the workplace is continuing to change. This is due to the fact that the nation has been experiencing increasing amounts of diversity in the labor force. Where, they have larger numbers of: minorities and women working for a variety of firms.

A good example of this can be seen by looking no further than, a study that was conducted by Hewitt and Associates. They determined that two thirds of Fortune 1000 companies are using compensation packages as way to recruit new talent. During this process, is when they will point out to candidates the overall benefits of working for the company. The basic idea with this approach is to seek out people who are from different backgrounds. As, they can provide the organization with specific skill sets to help make the company successful. The reason why this is taking place now; is because employers are facing a shortage of skilled labor in a variety positions. This has been creating a change in the tactics they are using to reach out to the public. Once this occurs, is when a company will be able to have a continuous pool of talent. This can be utilized to help them grow and adapt with transformations in the markets. ("Workplace Diversity," 2010) (Harrington, 2010)

These factors are important, because they are showing how HR personnel will face challenges from a diverse labor force. At the same time, they have been dealing with a labor shortage. This is causing them, to change their focus on: how they seek out and retain key talent. Over the course of time, this means that managers must embrace diversity by looking at individual abilities and the way they can help the firm to grow over the long-term. This is when they can find someone that will be a valuable asset in assisting the organization with achieving its objectives.

How Companies are able to Compete

The changes from globalization, have affected the way a variety of different firms are dealing with issues such as: new competitors and shifting markets forces. What has been happening is: improvements in technology, the reduction in trade barriers and better transportation networks are allowing firms to compete with one another around the world. This has changed the way markets and corporations are adapting to shifts in demand from customers. As, everyone wants to continue to provide them with: the best products at the lowest prices. The problem is, that during this process is when many firms can often lose their way and will focus on their success. This is troubling, because these attitudes can eat away at an organization like a cancer. Where, everyone is believes that the firm is very competitive based upon: their rising earnings and strong sales. Then, things will change and many of their customers will begin buying different products / services from their rivals.

For organizational leaders, this means that they must to have a workforce that is responsive to the needs of customers. To do this, they will hire a wide variety of individuals from: various age brackets to ethnic backgrounds. This allows them to reach out to every demographic of consumer. Once this occurs, is when they can have clients participate in some kind of satisfactions survey. This will tell where they need to improve and how the firm can adapt with changes that taking place inside the markets.

What considerations would you need to make when it comes to employee staffing and engagement, branding, HR policies and customer retention?