Impact of HR Strategies on Organization Performance: A Case Study of Telecom Organization
Introduction
In Human Resource Management, the functions are focused in one certain area and that is to provide the people who will delivers to the organization through the use of their skills and knowledge. In addition, it is basic to the HR to provide essential training and development to deliver the sufficient performance. Human resources management promotes the effectiveness of an employee through shaping the potentials within the individual and minimizing the weaknesses that might affect the overall proficiency. Due to the influence of globalization and different aspects of development, the HR management is expected to change its own course.
Background and Problem Statement
The modernization and introduction of the computers and mobile phones are said to be the first modernized communication system. Since the computers and the use of the information technology can enhance the effectiveness in terms in operation of the organization, therefore, the same effectiveness can be also present in its application in every department. However, the people brings the difference in any of the organizations and by that fact, the Human Resource Management is important and emphasized. There are three identified major activities in human resource management. First is the staffing that involves the recruitment and hiring which centers in the right acquisition of talents. The second activity is the performance management and appraisal wherein the hired individuals are assessed based on their skills that promote the productivity within the workforce. And third activity is the employee training and organizational development (Bernardin, 2006). Human resource management promotes the idea of development or improvement to achieve the goal of the business and adds the employee assistance, counseling programs, attitude surveys and training and development programs to boost the competencies in the workforce. However, what is the impact of HR department in the achievement of organizational performance in Telecommunications Company?
Research Aim and Objectives
The main aim of the study is to investigate the impact of Human Resource Department and their strategies in achieving the success in telecommunications organization. In order to gather all the necessary information, there are four objectives that should be considered. First is to understand the different ideas involved in the human resource management especially in terms of handling the essential people. Second is to elaborate the strategies implemented within the organization to obtain the highest potential of individuals and proficiency based on the expectation of the organization. Third is to compare the HR strategies from the past implemented strategies. And fourth is to measure the effectiveness of the strategies among the individuals.
Literature Review
In international organizations, HR departments play a critical role, for they are the one who will handle diversified employees. From the recruitment and selection and from the pool of candidates, the employees are shaped according to the positions they are qualified in entering into (Mouyiasis, 2007). HR functions might be different from each other as well as the strategies applied by the organizations to improve the performance of the employees. Basically, the staffing strongly affects the type of the employee and the nature of the company. And in terms of applying the internal control over the manpower, the organization is in favor of the employees who can give benefits and can function well according to their job description (Treven, 2001). The operation in telecommunications companies is composed of various elements that contribute in their current monetary and non-monetary data. To satisfy the shareholders, the continuous change in the system and roles and functions of individuals are created. For an instance, the improvement among the people can be realized through the organizational changes and computerization of other activities that can assist the financial and cost-accounting system, administration, and over all control in the accounting department in telecommunications organization (Borgstrom, Druker, and Sparrow, 2005). It is expected that the computerization or the application of the information system provides the technical basis to develop sound managerial decisions. Therefore, the HR has the responsibility in finding people who are capable enough to promote and withstand the changes that may happen in the organization.
Methodology
The applied method in the study is the use of the survey and interview. Through the conducting the surveys, the study can gain the ideas regarding the work effectiveness of individuals based on the implemented strategies. On the other hand, the interview is conducted on the HR managers and other departmental managers and creates an impression on the impact of HR strategies as seen and experienced by the managers from their employees.
References:
Bernardin, H., (2006) Human Resource Management and the Environment, Strategic Human Resource Management in Changing Environment [Online] Available at: http://highered.mcgraw-hill.com/sites/dl/free/0072987251/348490/Bernardin_chapter1.pdf [Accessed 15 September 2010].
Borgstrom, A., Druker, D., & Sparrow, J., (2005) The Technology Opportunities Program (TOP): Networking Our Nation-A Decade of Lessons Learned, Journal of the Community Development Society, 36(1):103.
Mouyiasis, P., (2007) HRM Concepts in Europe: A Comparative Study of Two Member States Sweden vs. Cyprus, Uppsala University Sociological Institute.
Treven, S., (2001) Human Resource Management in International Organizations, Management, Vol. 6
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