The objectives of my essay are to critically evaluate the Human Resources Manager’s role and the challenges in relation to the creative and innovation oriented business strategy. It uses the application of the relevant academic theories and models for my analysis.
It collected data and analysed them to crate the roles of HRM. It used books, journeys, case studies and the internet to collect the knowledge needed to make this essay.
Outline the evaluation
This essay critically evaluates the roles of HRM including: recruitment and selection, learning and development, performance management, reward management, strategy and motivation. Each role has an important part of the success organization. They build on each other and company cannot be productive if one of them is not operating well.
In the rapidly changing environment this is one way we can provide success for the business: creativity. Creativity will come with innovation and they can give a competitive advantage for any company. The essay analyses the human resources’ role from innovative/creative perspective and it will highlight the challenges of each part.
First of all, it started to evaluate the Recruitment and Selection Process, because organization cannot be auspicious and productive without the right team. Having said innovation, it means a process that can make good things even better: including product, service or technology. Being creative means seeing the same thing as everybody else, but thinking of something different. So HRM can be innovative when they create recruitment policy or when they build the structure and culture of the organization. To see the weak point of the system and the risk to change it can be another challenge.
To due to recruitment, HRM has already hired great people who fit in the organization, HRM needs to think of ways to keep them. So the next stage is motivation what can be directly link to the Reward Management. Employees have intrinsic and extrinsic needs that HRM should satisfy to encourage them. To raise the productivity, HRM must find a way to motivate every employee and compensate the achievement. The reward system – monetary and non-monetary rewards balanced combination – can assist the productivity and achieve the organization’s objectives. The challenges of these roles could be the following: every person has different needs, so they should be motivated in different ways; top managers’ supports are necessary; the reward program must link to performance, but how will we measure the performance; the company can have issues with providing money that needed.
Training and Development is important to keep the employees knowledge updated, to give them new skills and ability, and to improve the