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Case Study “HR must raise its game”.
1. To what extent can HRM practices contribute to “organizational effectiveness” as identified in this extract?
In comрanies with good HR strategies and рractices, HR managers are able to outрerform their comрetition by far. HR practices such as preemployment and employee testing, background checks, talent management, health and wellness, рerformance appraisals, recognition, rewards, and incentives, retirement benefits and so on has to be strongly developed and kept up to date.
One issue with HR function is that most of its leaders don’t have credibility within the organization- first they don’t understand their businesses and the key value drivers - leaders operate with an HR mentality, working in isolation from the business and hence minimal HR value proposition.
Organizational effectiveness is the concept of how effective an organization is in achieving the outcomes the organization intends to produce. So, to combine organizational effectiveness with strong HR strategies and practices we will get the valuable strong organization with happy employees. Unfortunately, if you were to look at our local HR practices you will be very surprised. Most of the companies are still struggling with rudimentary issues – as in even those operational excellence stuff like payroll, leave management, records management are still an issue. Employees are also not valued and companies behave in a manner to suggest that the employee owes them gratitude for being employed there in the first place! As such the company can do with the employees anything they wish. In order to create high performance environment and capable workforce CEO has to be involved in the HR process on a daily basis and make employees to take function role of HR manager seriously.
2. To what extent can the competences identified by Ulrich help HR professionals make a bigger impact on their organizations?
Nowadays, everything around us changes very fast: climate,
1. To what extent can HRM practices contribute to “organizational effectiveness” as identified in this extract?
In comрanies with good HR strategies and рractices, HR managers are able to outрerform their comрetition by far. HR practices such as preemployment and employee testing, background checks, talent management, health and wellness, рerformance appraisals, recognition, rewards, and incentives, retirement benefits and so on has to be strongly developed and kept up to date.
One issue with HR function is that most of its leaders don’t have credibility within the organization- first they don’t understand their businesses and the key value drivers - leaders operate with an HR mentality, working in isolation from the business and hence minimal HR value proposition.
Organizational effectiveness is the concept of how effective an organization is in achieving the outcomes the organization intends to produce. So, to combine organizational effectiveness with strong HR strategies and practices we will get the valuable strong organization with happy employees. Unfortunately, if you were to look at our local HR practices you will be very surprised. Most of the companies are still struggling with rudimentary issues – as in even those operational excellence stuff like payroll, leave management, records management are still an issue. Employees are also not valued and companies behave in a manner to suggest that the employee owes them gratitude for being employed there in the first place! As such the company can do with the employees anything they wish. In order to create high performance environment and capable workforce CEO has to be involved in the HR process on a daily basis and make employees to take function role of HR manager seriously.
2. To what extent can the competences identified by Ulrich help HR professionals make a bigger impact on their organizations?
Nowadays, everything around us changes very fast: climate,