It is so vital that international company Third Rock Management Consulting advises its clients to contemplate the possibility of changing their organization's culture when developing and implementing a new strategy.
In this article, we discuss the reasons for organizations to have a HRM strategy as well as the business drivers that make the strategy imperative for organizational success.
It is from this motivation to be at the top of the pack that HRM becomes a valuable tool for management to ensure success.
The Evolving Business Paradigm One of the factors behind organizations giving a lot of attention to their people is the nature of the firms in the current business environment. Given the fact that there has been a steady movement towards an economy based on services, it becomes important for firms engaged in the service sector to keep their employees motivated and productive.
Even in the manufacturing and the traditional sectors, the need to remain competitive has meant that firms in these sectors deploy strategies that make effective use of their resources. Strategic Management and HRM As discussed in the articles on modern day HRM practices, there is a need to align organizational goals with that of the HR strategy to ensure that there is alignment of the people policies with that of the management objectives.
This means that the HR department can no longer be viewed as an appendage of the firm but instead is a vital organ in ensuring organizational success.
The aims of strategic management are to provide the organization with a sense of direction and a feeling of purpose. The days when the HR manager was concerned with administrative duties is over and the current HRM practices in many industries are taken as seriously as say, the marketing and production functions.
Importance of HRM for Organizational Success The practice of HRM must be viewed through the prism of overall strategic goals for the organization instead of a standalone tint that takes a unit based or a micro approach.
The idea here is to adopt a holistic perspective towards HRM that ensures that there are no piecemeal strategies and the HRM policy enmeshes itself fully with those of the organizational goals.
For instance, if the training needs of the employees are simply met with perfunctory trainings on omnibus topics, the firm stands to lose not only from the time that the employees spend in training but also a loss of direction.
Hence, the organization that takes its HRM policies seriously will ensure that training is based on focused and topical methods. In conclusion, the practice of HRM needs to be integrated with the overall strategy to ensure effective use of people and provide better returns to the organizations in terms of ROI Return on Investment for every rupee or dollar spent on them.
Unless the HRM practice is designed in this way, the firms stand to lose from not utilizing people fully. And this does not bode well for the success of the organization.Organizational Culture and Leadership, 5th Edition (The Jossey-Bass Business & Management Series) [Edgar H.
Schein] on skybox2008.com *FREE* shipping on qualifying offers. The book that defined the field, updated and expanded for today's organizations Organizational Culture and Leadership is the classic reference for managers and students seeking a deeper understanding of the inter-relationship.
The culture of the workplace controls the way employees behave amongst themselves as well as with people outside the organization. Lets discuss the importance of organizational culture.
At its worst, culture can be a drag on productivity. At its best, it is an emotional energizer.
Here's how companies can use it to gain a competitive advantage. Sep 26, · Stress is on the rise in America. Over the last thirty years the amount of time Americans have spent at work has steadily risen.
According to the International Labor Organization (), workers. The Role and Responsibility of Company Leadership in Shaping Organizational Culture - According to (Organic Workspaces, n. d) an organization’s culture refers to the observable, powerful forces in any organization, usually constituted by the employees’ shared values, beliefs, symbols, and behaviors.
Tim Kuppler is the co-founder of skybox2008.com and Director of Culture and Organization Development for Human Synergistics, a 40+ year pioneer in the workplace culture field with the mission of Changing the World—One Organization at a Time®.He co-authored the book Build the Culture Advantage, Deliver Sustainable Performance with Clarity and Speed.