Q1
Within the past 50 years, there have been extreme changes that have improved development of organizations and maximized human and organizational potential to help adapt and innovate a company. These include the issue of technology, leadership, and optimization talent within the workforce. Focusing on innovation has allowed for increased business value, global integration, and expansion of human resources (SHRM, 2020). Technology has greatly improved communication and knowledge by allowing for fast and effective patient care strategies to be shared and used. The use of technology has also increased the accuracy of patient care including charts, medication lists, and communication tools between employees and patients. Maximizing human and organizational position has focused on performance based opportunities, leadership, flexibility, value based climate, and hiring diverse and talented people.
Management and leaders work together to create concepts involved within diversity management and optimizing human capital energy through equality everyday in the HR department. The human resources department can be the catalyst that finds and develops opportunities and resources that support the companys diversity programs, and gather comprehensive information to develop an effective initiative (Gutmacher, 1998, p. 1). This is a great tool that has been used by upper management to demonstrative communication techniques and open safe channels of interaction. Taking the role as an influencer, HR has helped in providing knowledge to protect and nurture diversity, equality, and inclusion.
An organization’s culture, mission, and strategic vision impact how human capital is valued because technology, goals, communication, and design are all aspects of how human capital is established and functions. Optimizing an organization uses globalization, pace of change, profitability through cost and growth, technology, and regulatory environment. The Harvard Business Review calls this Maximizing your return on people”, recognizing that employees are the most important asset and will impact how the organization functions in the world’s economy and improves technology growth. For example, investments in human capital management like leadership development, job design, and knowledge sharing have improved over the last decoard and helped colleagues worldwide develop a system for predicting organizational performance and guiding organizations investments in people (Harvard Business Review, 2014).
Q2
This weeks discussion topic hits close to home for me. Human resource (HR) department plays an important role in any organizations; however, the size of company plays a big role on how much the influence the HR department has. In the last eight years, my company has gone through seven different employees in the HR department which is almost a new person each year. The turn over in this department is so huge that by the time an employee collects courage to bring an issue up to the HR person, the HR person is gone. Companies that fail to invest in employees jeopardize their own success and even survival (Bassi & McMurrer, 2007).
In todays world, organizations are faced with challenges from different angles such as globalization, demographic and psychographic changes, and market demand which all can affect the success of the company. In the survey conducted in 2019, the number-one issue they (CEOs) cited was impact on society, including income inequality, diversity, and the environment, showing the urgency of the issue (Volini et al., 2019). Reinventing the responsibilities of the HR was necessary to attack this issue by expanding the role and responsibilities of the HR management beyond just personnel transactions. The expansion of the role has led to growing stature within many organizations (SHRM, 2020). This change contributed in establishing five priorities: putting strategy first, function second; optimizing the organization, not the processes; bringing a viewpoint to the boardroom; viewing culture as a business driver; and modeling leadership excellence (SHRM, 2020).
Q3
In the past 100 years, the concept of human resource management has made great progress. American economist Aldo W. Schultz, who won the Nobel Prize in economics for establishing the theory of human capital investment, believes that “it is not the space, land and natural resources that determine the future of human beings, but the quality, skills and level of human beings.”(Mike Raia, 2018). How to make the most of the potential of the staff depends on the management of human resources to a great extent.
The first method is incentive means, which includes the salary system, organization system, management style, corporate culture and working environment of the enterprise. The other is incentive factors, that is, when managers want to give full play to the potential of employees, they must make the employees satisfied. It includes the requirements of reputation, respect and recognition, and higher living standards.
The second point is the vocational training of employees, including pre service training and on-the-job training. Its main purpose is to help employees get familiar with the rules and regulations, corporate culture and values of the enterprise, and adapt to the organizational climate of the enterprise. At the same time familiar with or master the job function. “In today’s increasingly globalized economy, human resource management has become a fundamental issue related to the development of an enterprise.” (Terese, 2020). Therefore, more and more enterprises pay attention to vocational training. We can remember Matsushita’s famous saying: “we not only produce machines, but also produce people. Panasonic has become a world-class enterprise because it pays attention to the training of its employees so as to maximize their creative potential. “
In order to improve organizational diversity, first of all, senior management needs to ensure that diversity and inclusiveness are part of the organization’s goals, objectives and strategies. Diversity needs to be integrated at all levels of the organization – from employees, customers, suppliers to the community of services. Policies and procedures must be in place to ensure that discontent and concerns can be eliminated. In addition, it is necessary to train employees in diversity skills, educate them about the importance of diversity, and teach them specialized training in skills for working in a diversified workplace. Once we recognize the possible assumptions and biases, we can increase our sensitivity and openness to people who are different from us.
“Corporate culture, as a kind of core competitiveness of an enterprise, has a crucial impact on the business performance of an enterprise. The business performance of an enterprise directly or indirectly affects the strength and strength of the construction of corporate culture. The two are complementary and mutually reinforcing. “(SHRM, 2020). Excellent corporate culture can reflect the spirit of the enterprise. It makes it easy for the enterprise leaders and employees to reach a consensus on the business objectives of the enterprise. Under the guidance of the business philosophy of the enterprise, through the consensus on the business objectives, it can form a huge competitive power, finally achieve the business objectives of the enterprise and realize the maximum value of the enterprise.
