Human Resources
Introduction
Essential prosperity and growth of the corporation are retaining and gaining a more competitive advantage. Despite that corporations have the opportunity and capability to achieve competitive advantage by utilization of capitalizing on the management of human resource management. In the current world, many corporations recognize the developing significance of human resource management but very few corporations are conceptualizing the concept in strategic approaches to gaining competitive advantage. This has thus resulted in n many corporations forgoing the opportunities in seizing competitive advantage via human resource practice projects (Foster, 2013). However, there are very few companies that are utilizing the opportunity very well as they are well informed about the benefits of the strategy in marketing and increasing their financial income. A great approach is no guarantee of attaining long-term competitive advantage success. Corporate culture assists an organization in creating a higher performing environment which fully supported the implementation of business strategy. Since a culture is essential to the success of any organization, HR professions are therefore necessitated to develop their aptitude at culture impacting
Human Resource Management Capitalization
Human resource management requires the incorporation of the following items in order for the corporation to earn a competitive advantage (Foster, 2013). These include human supply development, evaluation, returns, training development, union organization relations as well as recruitment, assortment as well as employees socialization. The impact of managing human resources effectively is achieving enhanced capability of attracting and retaining qualified employees because they are motivated to perform different tasks. This, therefore, means that the greater profitability, reduce the turnover rate of employees, lower costs of productions, implementation of organization approach. This is achieved when the right individuals work for the corporation with adequate motivation. When compensation is tied to performance the management hustle becomes powerful as the employees engage in activities willing thus increasing the market power (Foster, 2013).
Selection and Recruiting
In regard to selection and recruiting process human resource should focus on talent acquisition in order to impact the corporate culture positively. Instead of seeking to establish whether the applicants holds the right skills as well as capabilities HR professional should seek to ensure that the employees have the capability of fitting into the corporate culture (Phillips, & Gully, 2012).
The HR should additionally be able to hire the right employees based on their specific jobs. Earning competitive advantage with the utilization of HR practices while using strategic targets and strategic thrusts (Phillips, & Gully, 2012). In order to achieve efficiency in an organization differentiation of activities and cost must be done. Differentiation strategy helps in reducing the costs of production as well as increasing the production pace. When corporate culture is aligned with an effective performance management initiative stronger differentiation element is achieved. This implies that the individuals who act and conduct activities in appropriate ways based on the given culture receives higher rating and their promotions chances are increased as compared to those that do not (Phillips, & Gully, 2012).
Development and Training
HR practice should additionally focus on development and training programs as these helps the employees in thinking, behaving and acting in proper wants (Phillips, & Gully, 2012). Training programs should, therefore, be developed in order to assist the employees in demonstrating those behaviors that are desirable based on the culture of the corporate. Individuals that become successful within the given culture should thus be provided with opportunities to develop in order to assume greater responsibilities positions in the organization. This, therefore, helps in being competitive since the turnover rate is reduced and therefore the company is able to reduce costs. An organization that fully supports the development of employees should ensure that adequate resources are allocated for development and training programs by the HR. scarce resource reduces the motivation of employees as they view that the corporation is not serious on impacting its culture. Good leadership, therefore, helps in generating a culture that focuses on collaboration and teamwork. Rewards programs can, therefore, be established that are based on teamwork. While hiring employees HR professionals should ensure that the applicants have the capability of working effectively in the teams (Phillips, & Gully, 2012).
Cultural Value
Several other elements of HR should be leveraged which are corporate values, organizational design and also the work environment. Cultural values help in ensuring that the employees perform their tasks based on the set goals as well as performing paths. This increases the ability to overcome cultural limitations thus increasing the cultural adaptability. The HR professional should, therefore, ensure that values are well linked to performance in order to ensure that the developed culture is flexible (Hill, & Jones, 2012).
Performance Management
Performance management initiatives help in impacting the corporate culture as it clearly articulates to all the employees what is expected from the. Additionally, the program provides a mechanism of feedback that informs the employees if they are defined properly by the corporate culture (Hill, & Jones, 2012). In order for the corporate culture to be impacted positively, performance management is required in order to address work objectives as well as the general behaviors of the employees. This helps in eliminating mistakes where most of the employees receive rewards even though their performance opposes the corporate culture. This, therefore, means that even when the objectives of the business are met clearly and the behaviors of the employees are not well-incorporated performance management will thus be able to identify the issue (Hill, & Jones, 2012).
References
Foster, S. (2013). Hr ready: Creating competitive advantage through human resource management. Place of publication not identified: Lulu Com.
Hill, C. W. L., & Jones, G. R. (2012). Essentials of strategic management. Australia: South-Western/Cengage Learning.
Phillips, J., & Gully, S. M. (2012). Organizational behavior: Tools for success. Mason, OH: South-Western Cengage Learning.
