Organ leader dis
After completing the reading this week, we reflect on a few key concepts this week:
Discuss the key components of human resource management. Pick at least four concepts from chapter nine and describe how these concepts interrelate to individual performance on a team.
Review table 9.2 and select one of the dimensions listed, note why it was chosen and how you relate to this behavior. If you have a personal experience, please share.
How do leaders select the best talent? What are some tools they can use to select the best-talent?
Please be sure to answer all the questions above in the initial post.
Please ensure the initial post and two response posts are substantive. Substantive posts will do at least TWO of the following:
Ask an interesting, thoughtful question pertaining to the topic
Expand on the topic, by adding additional thoughtful information
Answer a question posted by another student in detail
Share an applicable personal experience
Provide an outside source
Make an argument
At least one scholarly (peer-reviewed) resource should be used in the initial discussion thread. Please ensure to use information from your readings and other sources from the UC Library. Use APA references and in-text citations.
Ramesh:
Human resource management (HRM) is defined as the calculated method of adequately managing individuals or employees of an organization, which facilitates organizational growth and achievement of competitive advantage. HRM helps to manage the employees to enhance their performance. The primary goal of HRM is to help organizations enhance their performance and operational excellence by enhancing employees’ productivity. HRM is developed to optimize employees productivity, which helps to realize the enterprises strategic goals. HRM mainly concentrates on governing the employees and focusing on associated policies. The vital elements of HRM are:
Workforce planning
Recruitment and selection
Performance appraisal
Training and development
Rewards
Employee relations
HR strategy and leadership
The elements of HRM should be consistent with the organizations structure and strategies. Workforce planning is described as the evaluation, prediction, devising employee necessities, determining gaps, and identifying required talent management interventions for ensuring that the organization has hired the right kind of individuals with the needed skill set and experience at the right time (Hassan, 2016). Training and development is an ongoing process that concentrates on cultivating and advancing employees’ skillset and competence. In an organization, it is vital for the employees to be evaluated. Based on the evaluation, employees are provided with feedback and suggestions on how to improve their performance and are further trained, which is one of the vital components of HRM. Employees that contribute efficiently in realizing the organizations strategic goals should be rewarded. When employees are rewarded, it enables other employees to enhance their performance as well as, which would result in the improvement of employees’ productivity and efficient realization of organizational goals.
One of the primary goals of HRM is to increase the organizations productivity. HRM function helps in training the employees to enhance their competency and abilities to facilitate learning. Enhancement of competencies enables an employee to furnish efficient performance when new techniques and procedures are learned for carrying out activities (Hassan, 2016). When employees who are part of a team are provided training, they will help enhance the productivity of the entire team. Through employee appraisal, employees are provided suggestions if they are required to improve their performance and are provided training on how to do so; this enables them to learn from their mistakes and foster the learning process. When employees are rewarded for their performance, it will act as a motivational factor that would foster other employees to showcase the same results. Moreover, when under-performing employees are provided with suggestions on enhancing their productivity, it will help them rectify their mistakes and realize the organization’s collective goals. HRM furnishes employees with the capability and encouragement to enhance their performance, which facilitates them to develop at the individual level.
The dimensions of transformational and transactional leader are:
1. Idealized influence
2. Inspirational motivation
3. Intellectual stimulation
4. Individualized consideration
5. Contingent reward
6. Management-by-exception
Intellectual stimulation is one of the dimensions of transformational leadership. Intellectual stimulation is fostered when a leader motivates employees to be prolific and inventive (Snchez-Cardona et al., 2018). The dimension is critical for facilitating critical thinking and problem-solving abilities in employees. At my previous workplace, our team always lead motivated and encouraged our team members to share our suggestions and opinions and fostered us to create innovative ideas to solve problems. He was of the belief that organizational growth is fostered with the development and implementation of creative and innovative solutions. I believe that innovative ideas aid in fostering operational excellence and attain sustainability in the competitive market. Therefore, intellectual stimulation is vital to feature of transformational leadership.
One of the critical difficulties that a leader faces in an organization is to employ the right type of individuals. Individuals who are hired should fit into the organizations culture, which requires an adequate hiring process to be adopted by the management. Moreover, designing and developing a team would require the selection of the right employees from varied departments. When new employees are being hired, the leaders should evaluate and analyze a persons conduct and communication style and not just the required job skills. A leader should ascertain that an individual is a correct person for the job and analyze how well they will fit into the work environment and adjust to work within a team. Leaders can employ various tools for selecting and hiring best-talented individuals. The tools function in the digital platform and help collect information regarding the employees’ skills and background and carry out varied assessments that will help formulate informed decisions to hire the most optimal candidates (Visa et al., 2015). Moreover, the tools help anticipate employee productivity, reduce cost, save time, and help in formulating decisions for hiring the individuals. Some of the tools for identifying the optimal candidates are OutMatch, AssessFirst, and The Predictive Index.
References
Hassan, S. (2016). Impact of HRM Practices on Employees Performance.International Journal of Academic Research in Accounting, Finance and Management Sciences, 6(1), 15-22.
Snchez-Cardona, I., Salanova, M., & Llorens, S. (2018). Leadership Intellectual Stimulation and Team Learning: The Mediating Role of Team Positive Affect.Universitas Psychologica, 17(1), 1-16. DOI: 10.11144/Javeriana.upsy17-1.list.
Visa, A., Einolander, J., & Vanharanta, H. (2015). New tools to help in recruitment process.Procedia Manufacturing, 3(8), 653-659. https://doi.org/10.1016/j.promfg.2015.07.297
Praveen:
Components of HR Management
The Human Resource Management comprises of several components which aid in the HRs in managing the Human resources. These components include: Core HR Functions these are tasks and activities that govern the HR activity. These tasks are directly executed by HR such as payroll and benefits management, shift scheduling, attendance recording, Tracking leaves, filling time worked, etc. Talent Management are activities that HR takes to facilitate and encourage talents in the workplace. It includes refining the skills and knowledge of the staff via training, professional development, managing performance, orientation, onboarding, etc. (Natter, 2019). Encouraging Employee Engagement its one of the HR responsibilities to engage and stimulate staff engagement and interactions to bring harmony and job productivity. Update with current Compliance standards- The HR is required to be up-to-date with the latest compliance requirements and standards such as on educational requirements for a position, licenses, filling, and reporting standards among others.
Selecting Best Talents
Leaders employ several mechanisms to guide them in sleeting the best talents that exhibit in an employee or staff. The mechanisms may incorporate: Focusing on the right traits -Leaders focus on observing the staff characters and deducing the right traits such as emotional intelligence, learnability, drive, knowledge acquisition among others (Sivakumar and Lourthuraj, 2017). Leaders observe the employee’s ability to perform a given leadership role by observing the employees ability to adapt to an organization and his/her strategic thinking. Social Skills define how an employee can manage themselves, handle pressure, act with dignity, integrity, and depicting ethical characters. Employee drive describes how the employee is motivated, his/her ambitions, willingness to take an extra task, the quest for more responsibility, among others (Fahul, 2019). Employees showing such positive characters means they have a bigger potential of having good talent.
Tools Used in Selecting Best Talents
According to 6 Group, there are numerous tools available that leaders can deploy to test leadership and personal traits in an organization. For example, Disc is designed to measure observable behavior in an employee giving the output whether an individual is more people-oriented or more task-oriented. Myers-Briggs Type Indicator tool assesses and categorizes individuals based on; judging or perceiving, thinking or feeling, sensing or intuition, extroverted, or introverted (6 groups, 2018). 360 Degree Feedback is a tool that works via receiving multiple feedback from different colleagues regarding individuals traits and behaviors.
References
6 Group. (2018).What are the best leadership assessment tools? Retrieved fromhttps://www.6-group.com/what-are-the-best-leadership-assessment-tools/
Fahul, J. (2019).How to successfully identify and develop high potential employees.Retrieved fromhttps://www.sagepeople.com/about-us/news-hub/how-to-identify-develop-high-potential-employees/#
Natter, E. (2019). Five Components of a Human Resource Management System. Retrieved fromhttps://smallbusiness.chron.com/five-components-human-resource-management-system-64231.html
Sivakumar, K., & Lourthuraj, S. A. (2017). An Integrative View of Organizational Diagnosis, Emotional Intelligence, Organizational Learning and Knowledge Management Practices: Impact on KMP.IUP Journal of Knowledge Management,15(2)
