Strategic Management of HR 2 Essay Example | Topics and Well Written Essays - 1750 words

Strategic Management of HR 2 - Essay ExampleFurthermore, the relationship between line management and HR departments is in addition becoming integral and diversified as organizations require more accountability and responsibility on the formers part, this notion however, poses several implications for the business. The aspect of multifariousness and inclusivity as well as the ethical dimensions attached with the outcomes of endorsing a culture of inclusiveness suggest that organizations must work towards the establishment of effectual frameworks that govern work-life policies that encourage inclusivity and as well encourage HR managers to adopt the role of being catalysts of change to promote a multicultural workforce within the organization. Organizational Issues in Strategic pitying Resource Management Establishing HR Systems The differentiating aspect of strategic management of human resources in comparison with human resource (HR) approaches implemented on an individual ru mp is the formers specific concentration towards the establishment of human resource systems (Lepak et al., 2006) that can aid towards the achievement of organisational aims and objectives. In the organization of today, however, the establishment, development and successive implementation of these systems faces several challenges that hamper the initiatives taken by the HR department to promote strategic readiness in the organization for the effective management of its workforce through the present business climate. Reichers and Schneider (1990) define climate as the workforces observation and opinion of practices, policies and processes in the organization that are formally realised or informally applied within the business. Lepak et al. (2006) note that organizational climate is a highly critical variable in creating a suitable scene between the nature of the organization and the job performance of employees. Moreover, organizational climate has also been found to be an imperat ive factor in contributing towards the authorization of the organization as a whole (Ostroff et al., 2003). HR Policy Challenges Lepak et al. (2006) argue that in enhancing the strategic readiness to manage its people, an organization must implement effective HR systems that are in turn governed by specific HR policies. These policies include 1. Concentrating on employee expertise such as skills, education and talent 2. Concentrating on the management of worker motivation 3. Concentrating on providing workers with chances for participation within the organization thereby, promoting employee involvement The selection and implementation of the aforementioned HR systems is faced with certain organizational issues, the first of which is concerned with an accurate assessment of the expertise demanded by an organization in its workers, this view is further cemented by the notion that each HR indemnity sphere requires specific knowledge scales in order to help an organization to achieve its strategic objectives (Lepak et al.,