Human resource management describes organizational tenets of controlling, motivating, directing, rewarding, appraising, developing, training, selecting, and rewarding. It embraces all policies and practices in ensuring the cordial relationship between employer and employee. Therefore, the research paper will critically analyze the roles and functions of HRM in achieving the goals of an organization. The paper will explore more on the roles of strategy, plans, and performance in human resource management. a case study of El Cerrito city, California strategic planning and performance will be used as an evidence-based approach.
Human resource strategy
A strategy is described as formulating an organization’s plans, goals, and objectives. It also includes missions to be achieved by an organization, the internal and external factors affecting the organization like competition. There are three levels of formulating and putting into action strategy in an organization which are the functional business and corporate (Miller & Gordon, 2014). Strategic management deals with managerial planning to improve overall organization performance. It involves identifying an organization, analyzing the environment, formulating a strategy, implementing and evaluating the strategy.
HRM contains policies that help organizations in achieving their objectives. In many organizations, HR focuses on controlling the workforce of the organization and so the policies point aspects about recruiting new personnel’s developing, reward, and checking employee relations in the organization.HR policies are effective only if they impact the organization’s performance and are in line with the organizational strategy. Every industry has a different strategy depending on organization predictions and the environment.
Human resources embrace different strategic-making processes in achieving the organization’s objectives. HRM applies some approaches which assist in achieving specific set goals. They integrate four approaches that are effective in running the organization (Wilkinson & Johnstone, 2016). They include classical approach, evolutionary approach, processual approach, and systems approach. In the classical approach, HRM applies rational actions to maximize the organization’s profit. In evolutionary, the HRM utilizes the market forces to maximize profits. The processual approach involves the formation of strategies and there might be differences in internal politics and conflicting organizational goals (Wilton, 2016). In systems, approach strategy is influenced by societal social and cultural factors and also legal political frameworks.
HRM incorporates dimensional approaches in forming strategic processes. Some of the approaches include Unitarian and pluralism (Zeuch, 2016). For example, in utarism, the members share common goals for the benefit of the organization. In pluralism, the HR members compromise and differ a lot due to the different interests of the groups and therefore can cause conflicts.
The strategic HRM field series of planned human resource activities inclined to achieve the set organizational goals. HRM utilizes scarce economic resources in the organization through people to gain advantages.
In HRM some theories describe broad perspectives in which HRM can be presented. These theories are; best fit theory, best practice, and resource-based view. in best practice approach or universalism embrace mutual benefits between the employer and the employees where positive policies are practiced these increases employee’s motivation to work due to reduced pressure on the employees, and commitment to work which enhances the organization’s performance (Dessler, 2016). Best fit or the contingency approach changes from one organization to another.HR strategy targets to align employees’ roles and character with the organization’s goals and objectives. The approach can be classified into vertical and horizontal integration (Paul Sparrow, et al., 2014).
Vertical integration is where the HR strategy is matched with a competitive advantage and the organization’s development stage and conditions while in horizontal integration the HR operations and plans are designed for collective responsibilities. The resource-based view emphasizes more on the internal conditions than the external conditions. It emphasizes creating new groups of human and technical resources. HR tends to take advantage of available resources and opportunities to encounter threats in the organization and also encounter the superior competitors’ threat. Finally, HRM integrates VRIO analysis in providing financial estimates of the organization.
Planning function of HRM
Human resource planning is the process of analyzing and pointing out the need for human personnel in an organization to help meet the set goals and objectives. Improving work performance enhances employee’s effectiveness (Dr. F. C. Sharma, 2016). Human resource planning is important as it motivates employees to gain clarity of the organization. HR plans, oversees staffing expenses and some members employed, enables employers to make informed decisions about the behaviors and character of personnel’s in the firm, and finally provide an overview of the current staff members (Marchington, et al., 2016 ). There are key factors in HRP that show how to accommodate people and activities carried out to sustain the people and achieve competitive benefits.
The HRP should check whether the necessary number of people required can be attained from internal or external environment and whether future workforce both soft and hard assigns. According to Torrington et al, (2008), he argued that human resource planning is dependent on human resource strategies for example it helps in identifying gaps and surpluses potentials (Mathis, et al., 2015). Besides, it helps in determining ineffective workforce in the organization and identifying potential workforce fields in driving organizational goals. Therefore, HRM integrates HRP in implementing organizational goals and objectives. It is the key role for HRM in determining the growth of an organization. Effective planning determines the success of the organization in achieving competitive advantage.
Performance Management function of HRM
Performance management describes the culture of the workforce for continuous improvement by utilizing employees’ skills and their professional ethics. Additionally, performance management helps HRM in developing collective future business goals. Effective utilization of teamwork in the organization is facilitated by embracing good teamwork skills. Performance management helps HRM in formulating policies promoting the cordial relationship between employers and employees. It also involves shows the expectations of organizations in terms of objectives and the plans of the business.
HRM utilizes performance cycles in executing organizational plans include HR strategy, corporate strategy, and organizational mission, values, and objectives (Fahed-Sreih, 2016). Performance management cycle steps are significant in organizational success. For example, in the first step observing, performance management provides insight on HRM in reviewing job requirements and identifying organizational gaps. Additionally, it helps assess organizational performance and performance potential.
The second cycle step is planning. Performance management helps in combining goals for a specific period, measuring the organization’s performance, and carrying out organization development. It also helps in formulating personal development plans. The third step is acting, monitoring, and supporting. This helps in knowing the job performance, gaining managerial support that supervision, coaching, and getting feedback and reviews. It also involves the revision of organizational objectives, training, and mentoring of members (Paauwe & Farndale, 2017).
The fourth and final step s reviewing ratings and rewarding members. This step involves evaluating the general outcomes of the organization, carry out performance appraisals, rank employees according to their performance, and carrying out disciplinary actions where required.
Some tools can be used to measure performance which includes; performance appraisal, 360-degree feedback, learning and development of talent, objectives and performance standards measurement and payment. The relationship between employees and the management affects the assessment of the organization’s performance.
Measuring the performance of an organization is a process that begins with assessing the goals, plans, and objectives of the organization which can be translated to be a big idea. Human resource management has the responsibility of acquiring members for the organization. This flows from getting targets, recruitment, and selection of personnel, induction of the new employees, targets for performance, and ensuring personal development of the members (Kramar, et al., 2013). The human resource management has to ensure that members learn and also gain talent development.
Performance has to be done to review the performances and achievements of the employers and employees and now set new targets to guide them in their operation. The members now have to be paid according to their achievements and attainment of the set targets. At this stage, well-being is also considered by for example guiding and counseling, rewarding and disciplinary actions taken seriously (Dickmann, et al., 2016). Learning, talent development, and setting new targets is continued to get new performances. This is the process of measuring performances.
El Cerrito Strategic Planning and Performance Case study
Strategic planning and performance are applicable in the public sector, especially in California. El Cerrito city in California is committed to ensuring in providing better services attracting investors and tourists. It has improved recreational opportunities for all age sets, diverse educational and cultures, thriving businesses, and vibrant public places. Besides, the city embraces strategic planning and performance in achieving city goals and values (El Cerrito, 2020). It has impressive strategic planning personnel with intensive consultative power with management partners both in the public and private sectors.
The city uses data-driven analysis, which acts as a performance indicator of the city’s projects. The city’s strategic planning advocates a three-day checkup per five years to review the city’s goals and strategies. Besides, the city has meaningful strategic planning and performance through intensive gathering and analyzing community data which are sued as feedback for the community development. Therefore, El Cerrito city is useful in strategic planning and performance.
Overall, HRM plays important role in driving organizational goals forward. Effective HRM strategies provide an insight into future goals. Planning is the key function of HRM in developing implementation strategies. Finally, the performance function of the HRM is the determinant factor for executing organizational goals and objectives.
Bibliography #
El Cerrito. (2020, March 14). EL CERRITO STRATEGIC PLAN. Retrieved from The City of El Cerrito: https://www.el-cerrito.org/747/Strategic-Plan
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