Beruflich Dokumente
Kultur Dokumente
Group 1 – Abhijeet:Adarsh:Alok:Anurag:Sirish
Executive Summary
The article speaks about four ways in which HR can deliver organisational
excellence. First being partnering with senior and line managers in strategy
execution. Second, it delivers administrative efficiency to ensure that costs are
reduced while the quality is maintained. Third, it helps in increasing employee
contribution. Finally, it acts an agent of continuous transformation. Based on
these points, the line managers must work to completely integrate HR into
company’s real work.
There are five challenges that the companies face in the modern scenario
because of which HR finds an important role. First, increase in globalisation has
pushed the companies to increase their ability to learn, collaborate and manage
diversity, complexity and ambiguity. Second, initially the companies
concentrated on cost cutting measures to increase their efficiency but later on
the focus needs to shift towards revenue growth. They must be market focussed,
develop innovative and creative products and must encourage free flow of
information. Third, there is a need to incorporate technology as a viable,
productive part of the work setting. Fourth, the organisations face a major
challenge in attracting, developing and retaining intellectual capital. Last, the
successful organisations are the ones which adapt themselves quickly to the
changes and which can take rapid decisions and innovate new ways of doing
business.
The challenges described above have moulded new roles for HR. Successful
organisations are the ones which can quickly turn strategy into action, to
manage processes intelligently and efficiently, to maximise employee
contribution and commitment and to create conditions for seamless change.
HR staff will have to improve the efficiency of both their own function and the
entire organisation. HR work can be improved by lowering the cost and by
removing steps or leveraging technology. HR professionals must be held
accountable for ensuring that employees are engaged and they feel committed
to the organisation and contribute fully. In addition the new HR should be the
employee’s voice in management discussions. It should also offer employees
opportunities for personal and professional growth. HR can play a critical role in
recommending ways to ameliorate morale problems. The new HR has a
responsibility of building the organisation’s capacity to embrace and capitalize
on change.
The hardest and most important challenge facing many companies in this era of
flux is changing their culture. In order to bring about new culture, HR must follow
process of defining and clarifying the concept of culture change, articulating why
culture change is central to business success, defining a process for assessing
the current culture and the desired new culture as well as measuring the gap
between the two and identifying alternate approaches for culture change.
HR professionals must focus more on the deliverables of their work to meet the
increased expectations of their organisation. Senior executives need to invest in
HR as if it were a business.
Critical Review
In this article, the author speaks about the role of HR in the modern scenario
which has gained importance and expanded into a multi-dimensional framework.
But if the role of HR is kept stagnant, then the author is in the opinion of
abolishing HR practices. This view of the author can be challenged in a way that
HR’s role which involves some basic things like hiring, firing, rewards and
recognition etc, could not be carried out. HR may not be acting as a strategic
partner in decision making, but its role had never lost relevance.
The author gives examples of companies which have inculcated different ways to
smoothen their HR practices. The advent of technology has helped the HR to
gear up and lower down the costs of the organisation. The opinion of the author
that HR should work closely with the line managers makes sense as the line
managers can specifically guide the HR about the needs. This calls for HR
becoming an integral part of the strategic team of an organisation.