Sample Case Study On Human Resource

Introduction

Human Resource Management faces a lot of challenges in maintaining the financial stability, viability, and sustainability of a company. Employees are the center and heart of a company. As such, companies should be able to get the best employees to ensure the progressive results of their goals. Challenges that face Human Resource Management include the nature of the worker and the work.

Purpose of the Article

The article by Schimt (2014) tackles the two categories of challenges that Human Resource Management has to face and the possible strategies for overcoming them. The suggestion for addressing problems in the workforce and the sources of the problems are also delineated.

Key Questions of the Author

Questions plagued the article about the role of schools in preparing graduates who are equipped with the skills that their field of work needs, the hiring and retention of employees, the management of the risks in global operations, which is line with technology, and the hiring of skilled and competent employees without straining the company’s budget.

Most Important Information in the Article

The article by Schimt (2014) contains a lot of important information, which will help HR managers understand the changing environment of the workforce. First is the preparation provided by schools and universities to students so that they become equipped with the skills that are expected of them when they finish college. According to Schimt (2014), employing young adults fresh from the universities is advantageous since they will likely stay longer than those who have experiences; however, they are also most likely to not be renewed if they are probationary or contractual because of their lack of skills. If a great deal of employees will be removed from the company, there will be an imbalance in the workforce. The second is retaining and engaging employees in a changing work force. One of the most difficult tasks of HR Management is to make employees stay. In the article, Schimt (2014) said that employees must be totally engaged in their job not only because of the salary but also because of the organization’s caring management. The third is aligning technology to the work force. Mobile phones, emails, and videoconferencing are now very popular in reaching out to the sister companies or partners of a certain firm. However, having a high-end IT infrastructure will also give problems to the company (Schimt, 2014). The fourth is the bargaining of compensation by the employees. The companies are making both ends meet in the firm. Since their goal is to be financially stable with the help of the employees, it should be a ‘give and take’ process (Schimt, 2014). The company’s administration should make sure that employees are happy with the compensation that they get. Employees who are less engaged and motivated in their work have the tendency not to perform well; thus, providing a poor quality of service.

Main Points of View in the Article

The article written by Schimt (2014) has provided points to be considered in the changing environment in the workplace, which Human Resource Management should understand in order to contribute to the stability of the company. The first point of view is the relationship between the educational sector and the industry. It is said that companies nowadays need more people who are proficient in Science, Technology, Engineering and Math (STEM). Easy access to STEM, together with the educators who are adroit in the teaching strategies for relaying the lessons of STEM, are needed to produce skilled employees. According to Brian Silva (as cited in Schimt, 2014), Chief Human Resources Officer and Senior Vice- President of Administration at Fresenius Medical Center, they need to collaborate with schools and universities to make sure that the subjects taught in school are aligned to the production of workers with the expected skills that are needed in the industry. The second is the retention and engagement of employees. According to Schimt (2014), it is not enough to only hire people who are capable of doing their jobs; they should also be engaged and motivated in their job. In addition, they should also be committed, productive, and do not leave in a short period of time. In the study conducted by Narkhede and Joshi (2015), one of the driving forces of the retention of the employees is the salary, which should be re-evaluated from time to time. This allows HR Management to check if the compensation an employee receives is equal to their skills. The third is the utilization of technology in business. As stated by Schimt (2014), technology, such as videoconferencing, allows a company’s partners from a far area to connect to the mother company anytime without spending too much on the employees’ airfare and transportation allowances. Furthermore, the hierarchy from ‘top to bottom’ and ‘bottom to top’ is flattening since the employees can talk to their superiors using emails without their superiors having to be physically present (Chand, 2015). On the other hand, technology can increase the misunderstanding between the people involved in a business deal or contract. Because of the culture and linguistic knowledge of the communicators, a virtual meeting, especially when it is held for the first time, may bring about misunderstandings and a failure to close a deal with other future partners (Schimt, 2014). The fourth is retaining talented and abled workers with the most reasonable salary that the company can offer. Some companies hire non-traditional workers over more qualified workers to lessen the money they will allot for the salary. In this case, though, the quality of the products and services will be at stake since the workers are not a good fit for the position they have (Schimt, 2014). In a study by Narkhede and Joshi (2015), the researchers provided a strategy for reducing the turn-over of employees, especially if they are non-traditional. This empowers them, making then stay in the company. It is easier to retain employees than to search and hire again for replacement. By making the employees feel they belong and that they are important, they have the propensity to stay in a firm and be more than willing to accept the salary according to their skills.

Key Concepts in the Article

The concepts, which should be kept in mind in the article are the partnership of schools with the industry, which ensures that the lessons prepared for the graduates will be parallel to the needs of the industry. The article also pointed out that the retention and engagement of employees is vital in maintaining the equilibrium of the staff and in the production of quality products and services. It was further indicated that the use of technology for communication should be monitored and controlled so as not to cause more damage than benefits. Finally, the researchers asserted that the bargain between the salary and the talent and skills of the workers should be conducted in a way that both the company and the employee will be in a win-win situation.

References

Chand, S. (2015). Changing environment of human resource management. Retrieved from
http://www.yourarticlelibrary.com/hrm/changing-environment-of-human-resource-management-hrm/35523/
Narkhede, P. & Joshi, S. (2015). Challenges of human resource management in borderless world.
(Unpublished doctoral dissertation). Department of Management Studies North Maharashtra University, India.
Schimt, M. (2014). What’s next: Future global HR trends: Evolution of work and worker.
Retrieved from
http://futurehrtrends.eiu.com/challenges-human-resource-management/