Human Resources Management: A Study on People Working together is More Productive than Working Alone in the Somali State House
Introduction
In Human Resource Management, the functions are focused in one certain area and that is to provide the people who will delivers to the organization through the use of their skills and knowledge. In addition, it is basic to the HR to provide essential training and development to deliver the sufficient performance. Human resources management promotes the effectiveness of an employee through shaping the potentials within the individual and minimizing the weaknesses that might affect the overall proficiency. Due to the influence of globalization and different aspects of development, the HR management is expected to change its own course.
Background and Problem Statement
There are three identified major activities in human resource management. First is the staffing that involves the recruitment and hiring which centers in the right acquisition of talents. The second activity is the performance management and appraisal wherein the hired individuals are assessed based on their skills that promote the productivity within the workforce. And third activity is the employee training and organizational development (Bernardin, 2006). Human resource management promotes the idea of development or improvement to achieve the goal of the business and adds the employee assistance, counseling programs, attitude surveys and training and development programs to boost the competencies in the workforce. However, there are two opposing views regarding the best way of providing productivity, is it when an individual is working with the group or working alone.
Research Objectives
The first objective of the study is to understand the different ideas involved in the human resource management especially in terms of handling the essential people. The second is to elaborate the strategies involved in obtaining the highest potential of individuals and proficiency based on the expectation of the organization. And the third is to compare the HR strategies between the work efficacy and efficiency of individuals working with the team and alone.
Literature Review
The human resource and management is considered as one of the most essential part of an organization. It is only because the human resource or HR is the only department that handles the employees from the time that they are hired up to the time of their retirement. The human resource applied different interventions that can help the employees boost their competencies. In addition, the HR is the one who knows all the sequencing or procedures of the work as well the needs of the employees (van Sluijs, and Kluytmans, 1994). In international organizations, HR departments play a critical role, for they are the one who will handle diversified employees. From the recruitment and selection and from the pool of candidates, the employees are shaped according to the positions they are qualified in entering into (Trevn, 2001; Mouyiasis, 2007). Hr functions might be different from each other as well as the strategies applied by the organizations to improve the performance of the employees. Basically, the staffing strongly affects the type of the employee and the nature of the company. And in terms of applying the internal control over the manpower, the organization is in favor of the employees who can give benefits and can function well according to their job description (Treven, 2001).
Methodology
The applied method in the study is the use of the survey and interview. Through the conduction of surveys, there is a HR functions in the comparison regarding the work effectiveness of individuals working within a group and the effectiveness of working alone. Through the use of survey, there can be a hint on the impact of HR strategies in the working proficiency of the employees through looking on their perception in Somalia State House. In the second phase of the method, the interview can examine the ideas revolves in HR department or the person in-charge in handling the essential people regarding the working effectiveness of the employees and the appropriate solution that they can provide whenever the managers seen some faults.
Conclusion
Bringing the solution right into the corporate leaders is a difficult task for the HR managers especially when it comes to the effectiveness and performance of the employees. But with the help of the strategies and intervention, the effectiveness among the people can be realized. However, it might still depend on various factors such as the appropriateness of the job to the skills and knowledge of an individual, the internal factors or working relationships and so on.
References:
Bernardin, H., 2006. Human Resource Management and the Environment, Strategic Human Resource Management in Changing Environment [Online] Available at: http://highered.mcgraw-hill.com/sites/dl/free/0072987251/348490/Bernardin_chapter1.pdf [Accessed 24 May 2010].
Mouyiasis, P., 2007. HRM Concepts in Europe: A Comparative Study of Two Member States Sweden vs. Cyprus, Uppsala University Sociological Institute.
Treven, S., 2001. Human Resource Management in International Organizations, Management, Vol. 6
van Sluijs, E., & Kluytmans, F., 1994. Business Strategy and Human Resource Management: Setting the Scene [Online] Available at: http://www.merit.unu.edu/publications/rmpdf/1994/rm1994-036.pdf [Accessed 24 May 2010].
Credit:ivythesis.typepad.com
0 comments:
Post a Comment