An organization requires both human and physical resources for effective operation. Managing human resources is the role of the human resources department (HRD) with the assistance of line managers and employees themselves. How effective human resources are managed in an organization determines the success of the organization. HRM goes further than ensuring there is adequate staff in an organization, to measures implemented to enhance improved performance and tapping of intellectual assets in human resources (Jackson, Randall, and Steve 2). In this course, which lasted for two and half months, I have learned various aspects of human resources, which I will use in my career. This paper discusses five important lessons that I have learned in the course.
The role of human resources in a company during the course, the role played by human resources department has come clearer in my mind. I had previously thought that HRM work ends with recruiting employees and promoting/demoting them. I have realized it goes more than that. One of the major roles HRD does is managing teams. An organization is a team composed of people with different ethnic backgrounds who are focused on a certain attainable goal. They need to be managed to ensure that they are productive. To create an orchestrated team, employees’ psychological contracts should be fulfilled by their employer. Developing a team involved training, appraising, motivating, and retaining people in an organization.
Globalization has offered a challenge to HRM, nowadays; HRD should consider strategies to manage people from different counties. I had never thought that people from different countries need different management styles to fit in their teams but after the course, the need for global human resources management has come clear.
The role of maintaining ethics in an organization is a role played by the human resources department. I have learned that to maintain ethics, human resources should make their organizational ethic clear to new entrants and develop measures to maintain them (Jackson, Randall, and Steve 142).
Understanding the external and organizational environments
Businesses operate in an environment that has opportunities and threats. When managing human resources, I have learned that for an effective team, there must be an understanding of the external environment that may affect their operation. The environment that surrounds a business determines certain factors in an organization. For example, the kind of employees to employ is influenced by the demand of the industry, the level of technology, and legal practices in a country. To retain employees, there is a need to undertake a massive survey on what the industry is offering for example in terms of salaries, technology, and incentives. I have learned that the culture that people uphold out of their workplaces also affects their performance in their work. Understanding what a particular employee value is important in motivational measures development. On page 12, Susan, Randall, and Steve note that the relationship that an organization has with its employees affects how well produced they are in the organization. Maintaining good human relations with employees is vital for efficiency and effectiveness in a business. I have learned that employees’ competencies, motivation, and behavior affect the profitability of an organization. To have effective motivation measures, I have learned that it is not the work of the human resources only but also involves the employees themselves. I have realized that despite an organization having its own organizational culture, considering the employee’s country of origin, religion, and culture assists in the development of good human relations.
Ensuring fair treatment and legal compliance
Human resources policies are internal, national, and international policies. Adhering to these policies is important to avoid conflicts.
Internal human resources policies
Every company has its policies defining the relationship between the employees and their employer. I have learned that this document is not a human resources document but a document for the entire organization’s employees. Having one and understanding what it says is crucial. Internal policies define issues like salaries, promotions, appraisal mechanisms, transfers, and duties and responsibilities of employees.
Different countries have different labor laws and legislations. Understanding these laws is important to ensure that there is no violation. Previously, I thought that it is the HRD only, which should understand these laws, however, I have realized that they are national laws that a company should ensure that their employees understand and if possible make a copy to each employee. These laws define discrimination, sexual harassment, taxation policies among others.
There are some international labor laws that a company should ensure are not violated. They include laws on gender discrimination. Understanding these laws is important in the international diversification of a company (Jackson, Randall, and Steve 112).
Human resources planning for alignment and change
Human resources planning
The business environment keeps changing, changes are also required in human resources, which include expertise development, planning for new recruits and planning for those leaving an organisation. Through the course, I have learned the importance of planning of human resources. I have learnt that when deciding the number of employees, it take more than filling gaps that might have been left by retiring employees but it’s a continue process that is futurist in that future needs of employees are analysed and measures to ensure that they are available replacement measures put in place.
Human resources planning is an attempt to forecast how many and what kind of employees are required or will be required and to what extent this demand is likely to be met by internal and external labour market. It considers past and current employees need to assist in predicting future needs. I have realised that for proper human resources, there is need for collaboration between all departments (Jackson, Randall, and Steve 74).
In modern world, change is inevitable. The success of a business will be influenced on how well change will be managed and adopted. I have realised that adopting change in an organisation calls for collaboration between the employees, change agents as well as top management. Change in an organisation should be gradual and should be planned for its efficiency. When implementing change, I have learnt that it should not come as a surprise to employees but should have been involved in the due process of change.
Recruiting and retaining employees
Recruiting is a process on its own that should be taken serious and cautiously. It is a planned process and starts with recognition of a need of employees in a certain department. The department requiring employees should advise the human resources department on the qualification, number, gender and the time that they require new staffs. Recruitment may involve internal recruitments in terms of transfers and promotions. I have realised that every time, a company should have a mind that it may require to recruit; this is because some unfortunates like death, change of employer and resignation may happen at any time. A clear policy regarding resignation is important as it assist in proper employee’s management.
After recruitment, employees should be trained, motivated and appraised thoroughly. Well-trained employees, through internal training processes, are more productive and are willing to serve their employer better than those working in a company that does not train. Regular appraisal helps in recognising strong points and weakness of employees. Those employees that need improvement in a certain area are recognised through appraisal and measure taken immediately to ensure that they do not affect the outcome of a company. Those employees who have met the management expectations are rewarded via the set mechanism of reward.
Retaining employees is an important continuous practice.
To ensure that employees are loyal, I have learnt it goes more than just compensating them well but the working environment plays a major role. When employees are maintained, a company enjoys a pool of knowledge from the experienced employees, which is a competitive advantage and saves a company from recruitment cost. It is a form of knowledge management (Jackson, Randall, and Steve).
After the course, I have become a better human resources manager as I have learnt some important HRM issues that I had overlooked. The role of HRD has become clear in my mind; the major roles include analysing external and organizational environments for proper human resources management, fair treatment and legal compliance, Human resources planning, change management, recruiting, and retaining talented employees. I have learnt that the success of a company is dependent on the quality of human resources it has, thus they should be managed effectively.
Jackson, Susan, Randall Schuler, and Steve Werner. Managing Human Resources through Strategic Partnerships, 10th Edition. Ontario: South-western, 2008.Print.