HR Management: Role, Function, and Influence in Organization's Culture

Human Resource Management
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Human Resource Management
Answer 1
A) In the contemporary world, human resources have become a potential source for corporations to achieve a competitive edge that expands their administrative and strategic roles. HR is considered one of the most valuable assets by modern organizations. This transition mainly focuses on acquiring, managing, and developing human capital to ensure long-term corporate success. This transition has resulted from several internal and external factors affecting HR (Lumen Learning 2, n.d.). The internal factors include corporate objectives, operational policies, financial plans, and marketing strategies. Organizations shift towards strategic roles based on these factors (Sims & Bias, 2019). In comparison, the external factors that prompt the HR role’s strategic shift include market changes, technological advancements, economic and social variations, workforce diversity, continuously evolving employment laws, globalization of business, and the international business environment (Mayhew, 2021). The top three skills HR professional needs are communication skills, ethics, a sense of fairness, and strategic thinking & planning (Anonymous 1, n.d.). These essential skills allow them to serve as effective strategic business partners. HR professionals are required to deal directly with individuals and groups. They must manage and develop people and resources (McArthur, 2021). There will be fewer conflicts through effective communication and fair treatment.
B) A company’s HR functions depict its human resource effectiveness. For instance, the HR function of the company I worked for included hiring, employee training, performance assessments of the personnel, reward management, career development, employee relations, work ethics and legal security, health and safety practices, healthcare plan, customer-centric approach, work-life balance, and workforce diversity management. The organizational priority of the company is to maintain a competitive edge in the service industry, which requires focus on the customers and the development of positive relationships within organizations and with customers. It is significant to ensure employee satisfaction for greater business objectives. The HR functions such as work-life balance, formulation of work ethics, career development plan, continuous training, and workplace safety plan help the business to achieve a competitive advantage through employee engagement.
References
Anonymous 1 (n.d.) https://leocontent.umgc.edu/content/dam/course-content/tus/hrmn/hrmn-300/document/Lesson%201%20script.pdf
Lumen Learning 2 (n.d). Introduction to foundations of human resources management, Human Resources Management.
MacArthur, H.V. (2022). HR’s new role: How human resources needs to evolve to support the future of work, Forbes. Forbes Magazine. Available at: /sites/hvmacarthur/2021/03/18/hrs-new-role-how-human-resources-needs-to-evolve-to-support-the-future-of-work/?sh=38ceac0c3bc1 (Accessed: February 1, 2023).
Mayhew (2021) The strategic role of HRM. Print.
Sims, R. & Bias, S.K. (2019). Human Resources Management Issues, challenges, and trends: Now and around the Corner. Charlotte, NC: Information Age Publishing Inc.
Answer 2
A) The organization’s culture significantly impacts corporate policies and practices. The diversity policy can help avoid workplace discrimination and bias. Organizational culture determines the attitude and response of the employees towards diversity (Anonymous 2, n.d.). A corporate culture that is more diverse and multicultural will lead to a diverse workforce and an environment that is supportive of employees from different backgrounds (Gupta, 2013). Organizational culture should not be static. The objectives should be aligned with the corporate objectives and global business environment. HR can influence organizational culture by hiring people from different ethnicities, gender, race, and religion to support multiculturalism. Moreover, technological advancements have allowed employees with disabilities greater productivity (Couch, 2021). The three policies or practices which can be proposed by HR to support diversity and multiculturalism are; first, the development of a training program for diversity and inclusion which can help in increasing understanding among employees and with management. Secondly, organizations can recognize a diverse workforce’s cultural festivals and holidays to support multiculturalism. Third, employee resource groups provide more significant opportunities for HR to promote participation, sharing, and mutual understanding among different employee groups. HR must communicate with the leaders to implement these policies and practices. The HR department requires the approval of leadership to implement the proposed policies. They can design and formulate plans to promote workplace diversity across the company. A leader can assist in devising strategy, providing direction, and ensuring legal compliance for effective diversity policy (Deshpande, 2016). The HR needs to involve the corporate leadership in all the processes to understand better staffing needs, budget requirements and limitations, corporate short-term and long-term objectives, and expansion plans.
B) The selected organization has an apparent diversity and inclusion policy that supports people from different communities, ethnicities, religions, and gender. It supports diverse entrepreneurs from across the globe, regardless of their cultural backgrounds. The company has different employee resource groups, which include diverse individuals. It attracts a pool of talents from around the world, including the disabled (along with mental health). They also ensure women’s representation and equal employment and development opportunities.
References
Anonymous 2 (n.d.) https://leocontent.umgc.edu/content/dam/course-content/tus/hrmn/hrmn-300/document/Lesson%203%20script.pdf
Couch, M. (2021) Co...