Strategic And Coherent Approach To Management Commerce Essay

"Human Tool Management is defined as a proper and coherent method of the management of the organisation's most respected assets - the individuals working there who separately and collectively donate to the accomplishment of its goals. " (Armstrong, 2006)

Businesses of the 21st century call after the HR to play a greater role in achieving their goals. HR is an indispensible tool in the successful working of any organisation which is essential to incorporate HRM strategies in the planning of the organisation to realize its goals and goals.

Organisations will have to deal with an easy changing environment to which they need to respond quickly and innovatively while being constantly confronted with a greater amount of risk than previously. They may be constantly searching for and applying various success strategies in this highly competitive and dynamic business world. To be able to maintain a sustained work for betterment, organisations now need to recruit people, who can find creative and smart alternatives. Thus, the job of an effective HR strategy that builds up the organisation's people is vital to facilitate the required changes within the business.

Role of HRM:

Any organisation must placed goals for itself and strategize how these goals should be achieved and then structure itself by deciding whom to allot this responsibility. The responsibilities of the HRM or the functions carried out by them within the company can be enlisted the following

HR Planning: It is the practice by which the HRM reviews the supply of employees. They review if the firm requires to recruit further or even to reduce the volume of employees depending after the status of the firm.

Job Evaluation: This is actually the process where the HR examines complete information about careers. Every available job in the firm and advertises for recruitment purposes appropriately, in order to attract skilled people.

Recruitment: The HR, having marketed for jobs, gets a number of applications from which they identify and recruit ideal employees for the company.

Orientation: After the recruitment process is over, the HR commences an induction program during which the new recruits are informed about the company, their track record, their working methods and ethics, as well as introduce them to the other members of the company.

Training: The next thing is the development and training of the employees to equip them with technical skills, social skills and problem dealing with skills in order to enhance their performance and increase output for the company.

Share Information: It becomes the responsibility of the HR to ensure that information is shared uniformly with all employees to increase their knowledge basic.

Appraisals: The HR evaluates the performance of the employees in periodic intervals through various methods, such as, multiple evaluations and feedbacks from co-workers and supervisors. These appraisals form the basis of the employees' offers, pay rises and other bonuses.

Motivation: In order to ensure the employees put in their best initiatives in their respected jobs, the HR devises ways to maintain the interest of the employees and encourage them in adding more and more to the organization.

Maintain Welfare: The healthy maintenance of any organisation's real human resource largely will depend on the working conditions, comforts and facilities provided to its employees. The HR takes on a vital role in this area. They are to be easily available and pay heed to the needs of the employees, analyse their problems and discover solutions to them.

Retain Expertise: That is done through profession development, providing job security, compensation programs and skill centered pay.

Derecruitment: The HR discharges incapable employees to keep up with the requirements of an ever before changing business environment.

Labour Relations: One of many assignments of the HR is to guarantee the smooth functioning of the organization and preventing hits by the employees by keeping good relations between your management and the employees.

The HRM is therefore, responsible for managing the people of any company, as assets of this business and harmonizing their functions with the needs of the company. They encourage team heart and coordination for easy functioning of teams of men and women within the organisation.

They play a key role in guaranteeing a long-term and suffered competitive advantage for any organisation. They could acquire this when the highest amount of value added is attained by the employees and by building a culture of advancement that is unique to the company.

As the HRM employs methods that lead to powerful work systems, the success can be seen on the staff and the company end. As the worker is more involved in the organisation and grows in experience, he gains via job satisfaction leading to efficiency in work performance. Thus, the organization benefits as the output levels rise, the quality elevates, more versatility is infused in to the system and finally the client is satisfied.

However, it also becomes the duty of the HRM to expect a more professional role, to keep up its honesty and integrity and keeping in mind at all times the hobbies of the clients and the employees similarly.

Strategic Goals and Aims of any Company:

Every business creates a eye-sight for its future to be able to ascertain its both short-term and permanent goals. This requires creative imagination. It is the strength of the imagination that power the whole business process. However, a description of the goals must be made to be able to ensure these objectives are obtained. One of the main goals is the performance objective and the average person performance strongly needs to be integrated with the objectives of the business. That's where the HR will come in. It really is their responsibility to draw out and relate an individual's performance objectives to the performance purpose of the business.

'While the HR obstacles are higher than in the past, so too are the opportunities of the companies to excel through people strategies. ' - (Strack et al. , 2008)

Competitive advantages will come from 2 sorts of sources in any organisation:

Traditional ways/resources of competitive advantages


Product capabilities

Technological capability

Organisational capability

Generic approaches for attaining competitive advantages

Cost leadership

Product differentiation

Search others

Human Resource Management can be used to gain Competitive Benefit:

The proven fact that individual staff performance can impact the performance of the organization favorably has been studied for many years. However, the study has moved forwards and put forth the notion that the employees of a company can together give a higher competitive advantages and bring in regards to a increased improvement on the firm's performance. That is possible only once a number of standards are satisfied, namely, the employees are adding favorably to the production, they have a distinctive ability or skill to provide and moreover, the employees are not subject to replacement unit or substitution by technology.

It is argued that employees are usually not working at their perfect levels and therefore are underutilized. The HRM can play a substantial role within bringing them up to successful levels and utilizing their potential to the perfect level by facilitating comfortable working conditions, motivating them, developing their skills and providing enhanced product knowledge through regular training, providing an planned structural base and present some amount of self-reliance in their working and a flexible culture within the business. This is absolute to increase the end result of the employees over and above the price of such procedures.

Further, the HRM can ensure better performance of the employees at the initial stage through careful selection and recruitment of competent and skilled individuals. These skilled employees can turn out to be unproductive too unless provided with sufficient motivation. The HRM can again, motivate the employees to work harder and better by giving them with incentives that are associated with performance, which is assessed frequently through assessments of individual or sets of employees. Incentives may be provided by means of promotions.

Again, an prepared structural base can be provided through tools such as, cross functional groups, job rotation and greater contribution by allowing them the opportunity to widely use better ways of working.

Thus, if the HRM can affect or impact the performance of the employees to increase their output, these are in turn, bettering the performance of the organisation and increasing their productivity.

How is theory linked with practice? Explain with illustrations.

The HRM today isn't only responsible for managing teams of employees but also, for diversity both within the company and outside, frequent change and increased globalisation. This is not an easy task. The HR when confronted with resistance to adapt to change, ignorance by the policy makers as well as political considerations, finds it hard to employ the best HR tactics in real conditions. Amongst other issues faced by the HR, we can speak about those regarding getting the visitors to acknowledge change. The HR deals with resistance when bringing about any changes in the working methods, attitude of personnel or ideals of the company. In addition, globalisation has resulted in multicultural backgrounds of employees that pose a new kind of challenge for the HR, wherein they have to develop strategies providing to the needs of every of them.

How HRM can help in growing organisational culture?

Organisational Culture -

Focus on progressive and flexible environment

The HR combines the needs of the company with those of the employees and helps in growing the organisation's culture by creating a positive attitude among the employees.

Factors that your management should think about:

Effective HR procedures play a significant role in the financial expansion of any country. In my opinion, the management must keep in head that their actions have a macro level effect. The procedures and training provided by those to the employees not only add towards the specific concern they are currently doing work for, but towards the country all together. They are planning individuals for the future. The professional development acquired by the employees at any particular company carries forward to another job as well and remains with them for years to come. Hence, with their inputs and work, the HRM is not only boosting the performance of the average person organization, but is augmenting the country's economy.


Thus, we might conclude that organized HRM can provide a sustained financial growth and a competitive gain when aligned with the tactical business plans of your company.

can be positioned elsewhere according to need.

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