Strategic Human Resource Management Which Walks Into Year 2018
“Human resources are like natural resources; they're often buried deep. You have to go looking for them, they're not just lying around on the surface. You have to create the circumstances where they show themselves.” ― Ken Robinson
It’s
evident that the best-fit workforce to an organization is a vital component in
order to achieve their goals and objectives. This may symbolic as an informal
procedure nevertheless the difficulty arises once the recruitment begins to
identify appropriate candidates.
The new generation of workforce will have their own demands whilst contradicting refusals,
if their expectations are not being fulfilled. Strategic HRM of an organization
are to overcome such situations by absorbing accurate talent. HRM is the customer
relationship management to its internal customers after all.
Recruiting
Appropriate Workforce
HRM
requires to focus in to the future when recruiting new cadre to the workplace instead fulfilling the current requirement. Why?
It’s a strategic movement whereas the best talent would not consider
time-period. It’s a matter of adjusting themselves with existing situations.
So, it’s very important absorbing the true talent.
Recruitment to be carried out by using BIG DATA and AI (Artificial Intelligence). The candidates
are more visible online and cleansing is much easier in terms of identifying
true characteristics and the talent.
Some
organizations are practicing renting the workforce instead hiring whilst some perform
the boomerang workers to ensure talent acquisition.
Resemblance
of all aspects to absorb the best talent to ensure organizational
sustainability. Mediocre SHRM will struggle for true talent acquisition which
will cripple the organizational goals in long run.
What are
the measures for employee retention with SHRM
The
organizational culture to embrace the digitalization and the existing work
cohort to adopt the change. Introduction of online training centres such as linda.com will enhance the knowledge and
skills of existing workforce.
Introduction
of IoT (Internet of Things) at workplace will allow the employees to develop
the tech-savviness across the organization whilst employees’ fluid in
Digitization. Creation of organizational social media groups such as workplace
by Facebook to bring employees closer by discovering themselves.
Create
more liquidity in Job Roles with more flexibility rather having fixed terms. Present
the Job requirement in an assignment mode giving the confidence to the employees.
Motivation
is a key element of sustaining best talent. Performance based incentive
programmes, breakthrough idea walls and staff recognition, etc. will drive the
employees at workplace.
By Roshan
De Zoysa
Reference List;
Andrew McAfee & Eric Brynjolfsson (2012) Big Data: The Management Revolution
[online]. Available at https://hbr.org/2012/10/big-data-the-management-revolution.
Accessed on 10th December 2017.
Carolyn Kress (2017) Hiring for the Future of HR [online]. Available at https://www.inc.com/hrci/hiring-for-the-future-of-hr.html. Accessed on 9th December 2017.
13 Recruitment Trends You MUST Know for 2017 (2017)
[online]. Available at https://theundercoverrecruiter.com/new-recruitment-trends/.
Accessed on 9th December 2017.
With regards to recruiting correct people Psychometric tests are the proven best scientific method available right now, as it can drill down to candidates personality ,organizations can review the suitability of the person for the job role. Once the employee is doing the job that suits/ matches his nature /style (apart from the educational background) there is more possibility for him to get more engaged and self motivated too. As you have correctly mentioned, performance related payments and employee recognition can also be considered as motivational factors.
ReplyDeleteWhen it comes to organizational social media I feel Yammer as the ideal.
Organizations needs to take steps forward, to become learning organizations that enable speedy knowledge transferring, leaning from others so that adopting to change is a part of organizational culture.
I agree with you Neoshine. This indicates the importance of right fit work force at any organization. No org will settle for second best employees and try all best practices to absorb the best. Further, HRM will take measures to develop existing work cohort by identifying their potential.
DeleteEmployees fluid digitization is new word to HRM practices. With the emerging of digital network era, good sign to practice digital tool to build relationship among the employees.
ReplyDeleteThe organisation will practice organization digital networks to do various HR relation activities, it will help to motivate employees rather than traditional HR practices.
It's important to have a motivated working cohort focusing on organizational goals and objectives. Thus, HRM needs to bring them together by developing their skills into the expectation of the organization.
DeleteIt is evident that SHRM practices have an effect on the organizational strategy because it is also been influenced by these strategies. So this aspect of SHRM makes it one of the key factors that affect the organizational performance. Therefore Human resources can directly contribute towards sustainable competitive advantage and also improve the organizational performance.
ReplyDeleteComplying the strategy is not enough anymore in the corporate world for the survival. It's important to make changes as per the demand creates by the environment. This applies every and each department. However, as you have correctly mentioned that HR will have higher responsibility in strengthening the organization strategy by absorbing best-fit workforce.
DeleteMotivation factors will be really affected to the people directly.in this case before we move 2018 we need analyse what kind of HRM strategic plan for 2017 & what happened it.Otherwise like srilankan government only plans.So identified that
ReplyDeleteHRM will have the impact in overall assessment on identifying what is best for all aspects including motivational factor as well.
DeleteAs stated, getting the right talent on board to suite the job role is critical & HRM need to make necessary changes on the recruitment strategy. Using BIG DATA, AI, Psychometric tests etc.. are few methods of filtering the most suitable candidate. However, need to be mindful when filtering based on the online sources as the chances of candidate not being talented as projected online sources are high.
ReplyDeleteYou are correct Umesh. Online data can be fabricated and deceived very easily with inaccurate information. That's where the HR's true capabilities comes to reality in identifying the accurate talent. Keeping Psychological test may drive you to a some what accurate assumptions. That's why it's not enough having only one method in recruitment process, instead use a collaboration of methods.
DeleteThe world of HR is changing rapidly. Human Capital Management Systems in many organizations are being migrated to cloud platforms. So HR Practitioners can now become IT Systems experts. This may require HR to gain more technical expertise.
ReplyDelete