Human Resource Management: Diversity, Motivation and My Vision

Human Resource Management: Diversity, Motivation and My Vision
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Human Resource Management: Diversity, Motivation and My Vision
Introduction
The current corporate environment is highly competitive, and this implies that any organization that wants to be successful must adopt a strategic human resource management (SHRM). Such a strategy must ensure that the vision and mission of the organization are aligned to the needs of employees in order to promote motivation, innovation and productivity. As the director of HRM, the most important vision towards a successful HRM would entail developing an organizational culture that rewards merit and motivates employees to be innovative. According to Teena and Sanjay (2014), prudent leadership is one of the most important HRM functions since is it deals with HR planning, selection and recruitment, compensation and rewards, and training and development to enhance the realization of different organizational visions. This paper critically analyzes the vision of the role of HRM in an organization, including management of workplace diversity and employee motivation.
Role of HRM
The role of human resource management (HRM) is to develop measures that motivate employees to work towards the achievement of strategic goals and objectives of an organization. My vision as the director of HRM would entail the development a momentous concept of SHRM that would enable an organization to be successful in the contemporary environment of business and management. Bawany (2015) says that SHRM can seem as a challenging task, but many organizations have realized that an efficient HR strategy tends to significantly increase their competitiveness. Studies have revealed that in the field of business, competitive advantage can only be sustained not only by having access to capital and financial resources, but also by the culture that is practiced within the organization. This includes people and processes that are able to ensure that business strategies are delivered, such as the continuous innovation and promotion of customer satisfaction.
The ideology behind SHRM is promotion of human capital management and high-performance workplaces. SHRM tends to link HR with the strategic goals of the organization in order to improve the performance of a business and to create a culture that nurtures flexibility, innovation, and competitive advantage (Teena & Sanjay, 2014). As an HR director, SHRM ensures that an organization uses the HR aspect as a strategic partner when it comes to the implementation and formulation of the strategies of the company. This is done through promotion of HR activities, including selecting, recruiting, educating, motivating, and rewarding employees. This strategy ensures that HR programs focus on long term objectives and vision of the company, instead of simply concentrating on internal HR issues. In addition, the strategy aims at analyzing and solving challenges that negatively impact on employee management programs as well as promoting workplace diversity in the future.
The main objective of strategic human resource management is to enhance the productivity of employees and to determine important areas of HR where the management can implement strategies that enhance the general motivation and productivity of employees in the long run. It is important to ensure that HRM is strategically oriented despite of the domain or the size of a department or organization. This implies that each HR function should be aligned with the organizational strategy and long-term vision. This implies that a relationship is established between human resources and strategic management of the business and this ensures that HRM is able to diversify its perception as a “cost center” to become a “strategic business partner” (Teena & Sanjay, 2014). Therefore, as a director, SHRM can be used as an action plan that would align human resource management to the strategic objectives of the organization to enhance competitive advantage by promoting a committed, skilled, well-motivated, and diversified workforce. Such a vision can only be achieved if the director is able to strategically align each HR function.
Workplace Diversity
The management of workplace diversity is one of the most important functions of HRM. Workplace diversity is where an organization recruits employees from different backgrounds, particularly in terms of race, ethnicity, tribe, nationality, cultural background, and so on (Deb, 2009). This implies that the selection and recruitment process does not entirely focus on the background of an individual, but his/her skills, qualifications, experience, and expertise. Diversity is a crucial function of HRM since it enables organizations to have a wide variety of highly qualified staff that is able to collaborate and share their expertise. Studies have revealed that workplace diversity plays an instrumental role in the competiveness of an organization since employees from different backgrounds tend to have diverse expertise. For instance, employees from Asian nations have been found to be highly qualified when it comes to science-based functions and are thus able to enhance the success of organizations that specialize in these fields.
In addition, countries such as Japan and China have produced some of the latest technological devices and this implies that employees from these countries have been shown to have a high level of innovation and development of state-of-art technologies. Therefore, an organization that embraces workplace diversity tends to have a competitive advantage compared to those that only recruit employees from a single cultural background. This is a clear indication that the selection and recruitment process should place emphasis on employee diversity in order to increase the chances of increased innovation and productivity. According to Foster and Akdere (2007), organizational vision can only be achieved if the director of HRM is able to align workplace diversity to the strategic management of HR. This implies that the selection, recruitment and placement should seek to determine how diversity would enhance the visioning process, content selection, and the implementation of organizational objectives.
Workplace diversity is of enormous significance and the HR manager should understand that the selection process will determine organizational performance. This implies that the employee selection process is an important HR function and the HR department should therefore develop a selection criterion that is based on the organizational culture, vision, and job requirements (Liao & Huang, 2016). Diversity has proved to enhance sustained growth and also facilitate the competitiveness and success of an organization. The selection process that is based on workforce diversity must put into consideration job analysis, and then job description, and end with job specification. Employees from diverse backgrounds have proved to possess diverse skills. For future success, the recruitment of a diverse workforce must measure all the personal attributes of each individual.
Employee Motivation
Studies have revealed that only 20% of the current employees have the expertise that will be needed 10 years from now in order to achieve organizational goals (Bobinski, 2017). This implies that training and development is of huge significance since expertise will be required to enhance the strategic growth process. Scholars are of the opinion that employees are the most important part of organizational assets and resources who should be carefully recruited, utilized, and maint...