Resourcing Strategies of HRM to Achieve a Flexible Workforce in the Organization
An organization employs human resource or personnel to conduct and coordinate employee resourcing. Human resourcing strategies of HRM have been a focal part of human resource management. And, in order to have an effective human resourcing, reallocating tasks among employees is crucial so that existing employees can do more different responsibilities from the new hired employees. The focus on the flexibility of the employees in working different tasks must require multi-faceted skills of workers; as well as high standard evaluation and development programs in the work place. Some international companies usually assigned their existing employees to a higher post in the organization such as supervisory and managerial positions. This is common organizational practice in German and Japanese companies. Additionally, it is best to recruit new staff from the external job market. Majority of the countries in the globe are getting new employees outside the organization.
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In this connection, there are several types of Human resourcing strategy. First is the high performance work system (HPWS), it focuses on the staffing principles and training of the employees. This kind of HR strategy helps the employees’ performance in the organization and works well for different types of tasks of the employees. The commitment strategy utilizes techniques such as employing very skilled employees, clearly defined responsibilities and higher pay and benefits. The control strategy focuses on low requirements for employment, micromanaging and low pay and benefits. Subsequently, in order to achieve a flexible performance of the work force, the human resource strategy determines as well the programs and systems that the company will use for the productivity and advancement of the working people. Accordingly, to be able to measure the firm’s effectiveness as well as the flexibility of the people; an organization must use a scorecard measurement approach to determine the achievement of the strategic human resourcing strategy. Additionally,
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Correspondingly, the Human Resources Strategy is hence, focused on the delivery of the strategic goals and objectives that are innovative in all areas in the organization. The flexible integration of products and services by the workforce is well equipped with the responsive and efficient organizational principles and structures that the HR department has developed in order to meet the human resource issues and requirements. It is also crucial to understand the impact of a good leadership and management change in delivering operational plans and implementation of the resourcing strategy in the HR. HR managers should ready to face new challenges in honing their people’s skills and abilities through various trainings and seminars inside and outside the organization. This is a very significant element in preparing the working people to become more flexible to different tasks in the organization. Being flexible is one of the best traits of a successful organization. The development of a business culture may encourage all employees to be highly committed to the company and to its continuous improvement and growth.
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Furthermore, being a flexible organization needs a complete mutual trust between the management and the workforce. Also, team building; as well as team working; so as to team cooperation is necessary for a close supervision among people. The managers must see to it that their employees are continually developing new skills in order to achieve both personal growth and task flexibility in the company. Aside from that factor, the good and harmonious relationship of the management and the employees must be a focal point in promoting flexibility within the organization; the interpersonal treatment of one another in the workplace is very essential in obtaining favorable expectations from one another. In the same token, performance of each individual is likely to be good and in satisfactory level because of the values loyalty and respect that everyone in the organization shows for one another. It is always important to always take into serious consideration the rights and duties of everyone in the company in order to achieve a mutual respect and satisfaction. Plus, the demands and needs of the employees must be always considered and most of the time should be met with full support from the human resource area. More than anything else, a very satisfactory remuneration scheme must be fairly given to the old or new employees. However, this largely depends on the following factors such as the work experience, educational background or attainment, and the personal and working skills that the employee has acquired. Along with these, motivation and commitment to the company as well as to the job are two major considerations in promoting existing employees in the organization.
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References:
http://www.hrmguide.co.uk/hrm/chap7/ch7-links2.htm
http://www.ehow.com/about_6662953_importance-human-resource-strategy.html
http://www.qmu.ac.uk/hr/human%20resources%20strategy%202007%20-%202012.pdf
http://www.ehow.com/about_6662953_importance-human-resource-strategy.html
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