Importance of HRM for the Function of Organisations

Importance of HRM for the Function of OrganisationsThe surgery of sophisticated makeups is highly hooked on the efficaciousness of gentlemans gentleman vision worry, which affects consistently the organisational outgrowth. In actuality, piece resources comprise important assets of any organization. In much(prenominal) a situation, umteen organizations be concerned with the feeler of the performance of human resources through with(predicate) motivating employees and developing sound approaches to human resource caution. Tradition aloney, human resource oversight p invested an important role in the effective functioning of an organization. At the same time, the present epoch is characterized by the development of legion(predicate) human resource argufys which were a lot unknown in the past. In such a situation it is extremely important to clearly identify the line of take a shit or problems and their major caexercisings in order to be able to compete with the H R challenges and maintain normal functioning of organizations. In this respect, it should be express that the wide carrying into action of modern technologies is one of the main HR challenges many organizations exiting in different fields, including healthc be, face since they create serious problems ca employ by the gaps in the professional person qualification of the personnel and the wide implementation of spick-and-span technologies. In such a context, it is obvious that human resource management affects consistently the performance of organizations and the remedyment of the organizational process that toilet be achieved through effective motif of employees and effective leadinghip.In the present-day(a) concern sector environment, human resources play an extremely important role because the development of organization occurs on the ground of the presentation of innovations. The introduction of innovations dishs companies to take a star(p) position in the market an d get competitive advantages over their rivals. In fact, the potential of human resources may be the major source of innovations because employees argon able to generate saucily knowledge and introduce innovations. In this regard, the rise of the organizational performance occurs due to the effective human resource management that discharge stimulate employees to innovative activities. At the same time, the effective human resource management may be a serious challenge for organizations.On analyzing the major HR challenges caused by the implementation of new technologies, it should be pointed out that probably the most serious problem is the lack of incur and inbred skills of the personnel to work with new equipment and apply new technologies in practice. To set it more precisely, the current development of new technologies turns to be scurrying than the professional reading of the personnel. What is meant here is the fact that professionals simply do non eat knowledge, sk ills and experience to practically implement new technologies (Notorantonio, 2006). As a result, new technologies that could be very perspective and could increase substantially the work of the personnel and the performance of the organization at large atomic number 18 used entirely partially or, at any rate, their potential is not amply used.At the same time, the implementation of new technology and the lack of essential skills and knowledge engender an early(a) serious challenges the necessity of the professional explicateing of the personnel in order to increase the qualification of professionals and prep argon them to work effectively with new technologies. However, it should be give tongue to that the organization of training mannequins and implementation of slightly educational programs may be viewed only as a partial solution of this problem because in the modern, rapidly progressing world it is practically impossible that professionals could maintain the high profes sional level only with the help of special training or many educational programs (Clarke, 2001). In fact, nowadays, well-behaved professionals should be able to acquire new knowledge and develop new skills independently from any training programs or educators. In fact, self-education should draw the major abridge in the preparation of professionals to work in the modern world. In such a way, they should learn to progress constantly and improve their professional level without any external assistance but on the basis of their own skills and abilities to acquire new knowledge and develop new skills.Today, organizations attempt to keep their employees motivated and satisfied with their position and work that contributes to the high productivity and strong point of work and, therefore, it contributes to the better organizational performance. In such a situation compensation methods and benefit programs may be authoritative for employees and organizations, but it is important to understand the fact that compensation and fiscal stimuli are not the only factors that can have a positive pertain on the organizational performance.First of all, it should be said that compensation methods are primarily used to motivate employees work better. In this respect, it should be said that such motivation intemperately relies on the idea of utility as the cornerstone of the utilitarianism. In another(prenominal) words, the motivation is defined by individualistics postulate and interests, which are prior to all other factors that can motivate him/her. To put it more precisely, the utilitarian approach to the motivation stands on the ground that plurality are more likely to get motivated to do some actions, for instance, when they get some benefits from it and, on the contrary, the risk of losses or some harm that may be caused by these actions is an important factor that decreases substantially the motivation of an individual.It should be pointed out that the utilita rian approach to the motivation heavily relies on the rationalism of an individual since, in terms of this theory, human actions are determined by their utility or profitability (Clarke, 2000). This means that it is only a perspective of some benefits that can really motivate a person, but, on the other hand, such a utilitarian view implies that an individual should evaluate carefully all his/her action and motivation is also rationally justified and evaluated because it is on the basis of the racial judgment an individual can get either motivated or non-motivated to take an action. At runner glance, such an approach seems to be logical and quite convincing, but, in actuality, it proves to be rather nave because such a view on the motivation means that people are unable to extempore actions. In other words, the motivation is rather a rational act than a spontaneous or unplanned act.In such a context, the use of financial compensation seems to be efficient. At the same time, differ ent types of compensations may have different effects. For instance, skill-based pay implies that employees skills play the primary role in their benefits. Hence, they are motivated to train and improve their qualification, but, on the other hand, it does not stop really effective and productive work because the quantity or productivity of work is not mirrored in benefit programs and compensations. The same trend may be traced in regard to the competence play. On the other hand, compensation and benefit programs cannot rely solely on the productivity of employees, the get along of products or services they create and provide for customers because it does not stimulate the professional development of employees.In this respect, the variable pay seems to be the most equilibrise compensation and benefit program because it stimulates both professional development of employees along with high effectiveness and productivity of their work. As a result, employees are elicit to work bette r and, what is more important, they are certified of the fact that if they learn, train and improve their qualification they will have better career prospects and high benefits.In such a situation, the motivation of employees is very important because it contributes to the improvement of the organizational performance consistently. At the same time, the development of effective human resource management and motivation of employees leading to the consistent improvement of their organizational performance is impossible without the effective leadhip. The process improvement occurs in the course of the organizational development, which is grounded on the development of the human resource management and effective leadershiphip that helps employees to maximize the effectiveness of their organizational performance.In this respect, it is important to lay emphasis on the fact that the organizational performance is grounded on the effective leadership and the process improvement is impos sible without the leadership as well. At this point, it is worth mentioning the fact that the leadership contributes to the consistent improvement of the organizational performance. However, modern leaders pay a particular attention to the improvement of the organizational performance through the improvement of the effectiveness of the human resource management. In actuality, leaders are particularly effective in motivating of employees. At this point, it is important to lay emphasis on the fact that effective leaders can motivate employees without using financial motivators. Consequently, organizations can save cost and maximize their organizational performance using the power and leadership qualities of their leaders to motivate employees and to maximize their performance. Moreover, charismatic and effective leaders can advocate their employees to develop innovations and introduce innovative approaches to their work. Therefore, the development of the effective leadership expres sive demeanor can be crucial for the process improvement and the improvement of the organizational performance.In actuality, it is possible to distinguish different leadership styles which are considered to be effective. In this respect, it is possible to single out transformational leadership style as one of the most effective leadership styles in the contemporary business environment. In fact, the transformational leadership style facilitates the introduction of changes and innovations in organizations and managers can use the transformational leadership style to maximize the effectiveness of the organizational performance. The transformational leadership style implies that leaders act as stewards to their employees and guide them in the course of the introduction of change, innovation, or their regular work. In such a way, leaders confining the gap between them and their subordinates and help to facilitate the introduction of changes and maximize the effectiveness of the perfor mance of employees. Therefore, the organizational performance depends consistently on the effectiveness of the leadership and human resource management. In such a situation, leaders can stimulate and motivate their employees to improve their performance and the organizational performance at large that leads to the overall improvement of the organizational development.Thus, taking into account all above mentioned, it is important to lay emphasis on the fact that contemporary organizations depend on the effectiveness of the performance of their human resources and leadership. In this regard, leaders can facilitate the introduction of changes and other processes that improve the organizational development and organizational performance. In fact, the motivation of employees and ability of managers to introduce changes contribute consistently to the improvement of the organizational performance. As a result, it is possible to estimate that the rapid technological development, leading to numerous HR challenges related to the unpreparedness of professionals to the practical implementation of these technologies and leading to the necessity of organization of training courses and educational programs, can be used more effectively if the personnel comes prepared and being conscious of the necessity to continue their education and development of new skills and knowledge on their own as a part of their professional development. Consequently, modern organizations are dependent on the leadership, motivation of employees, effective human resource management that facilitates and improves the organizational performance.ReferencesAnonymous (1994, May). New technologies will impact HR departments. HR Focus 71 (5), 11.Clarke, R. L. (2000). Investing in the human resource. Healthcare fiscal Management 54 (2) 16.Keener, R. (1999, May). Problems for everyone in IT staffing needs. 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