Assignment on Human Resource Strategy: A Tool of Managing Change for Organizational Excellence

With the everchanging business environment and advancement in technologies it is a becoming a challenge for businesses to remain competitive in the market. If the organization want to remain competitive in the market it needs to continuously innovate and reduce cost at the same time. It can only be achieved if you use the right technologies, right processes and of course right people. In addition to use of latest technologies and processes an organization can also use an effective human resource strategy to remain competitive in the market. Human resource now a days is not just considered as a labour cost but is considered an intellectual asset of the company. Human Resource was always being considered an important part of the company but now it holds strategic importance as well. HR strategy is now being considered an important tool for change. The resource must not be hired just to perform functions they must be hired and trained to add value to the company. A highly skilled and resource acts as a competitive advantage for the company. The resource of the company must be organized in a way that their talents combine and contribute towards company’s success.

The new HR strategy focus is to hire employees that have the same goals as the company. It creates a harmony between employees and employers and they both strive to achieve the company goals. The resource must also know the changing market conditions and how to respond to those changes. In the strategy of human resource, to match the structure of organization as well as the matching strategy, it is involved in the decision making. Furthermore, it also involves to provide the pertinent leadership of the organization to monitor the efficiency of the strategy to achieve the objectives of the organization (Kalyani & Sahoo, 2011). Resource should be flexible enough to meet the everchanging requirements of customers. HR cost is now considered a strategic investment and is important part of company’s overall strategy. Company’s are now moving towards high performing workforces that combined with their skills and market expertise add value to their company. High performing organizations believe build teams and develop a culture that values growth of its employees. High performing organizations focus on employee engagement. Employee value their professional development and career growth. Having a sense of purpose drives people to do their best and deepens their relationship with the organizations. High performing organizations invest in their employees and develop training programs that boost their creativity and enhance their skillset. Trainings not only help in employee’s growth but also make them more efficient and flexible. The managers in high performing organizations act as a mentor and a coach for their employees and help them in overcoming difficulties they are facing. Furthermore, achieving the excellence source for organization when the contributions as well as capabilities of human resource department cannot be copied by other. To intimate, the development of unique culture through teamwork is considered difficult (Kalyani & Sahoo, 2011).

This makes the employee feel at ease and deepens their relationship with the company. People grow when they get feedback on their development. High performing organizations embrace diversity in their culture and build an environment that brings the best out in people. They not just fulfil basic needs they provide opportunities for development and growth. High performing organizations recognize their employees’ efforts and give them opportunities to take part in company’s decisions. High performing organizations structure their strategies with their human resource in mind. They implement change management into their decisions to anticipate and adapt to the changing market conditions. In short, we can say that high performing organizations align their HR strategies with their vision and mission and make employees the centre of their decisions. Employees are treated as assets and are provided with developmental opportunities to enhance their skillset and take part in company’s decision making. Knowledge, skills and abilities of employees of an organization is what sets them apart from other organizations and remain competitive. If an organization invests in its employees and HR strategy it can build a culture and core competency that is difficult to imitate. In the strategic business planning (SBP), comprehensive and well organized SBP focuses at all levels in all aspects, which can be led to the high performance of employees. The human resource as well as SBP are integrative nature for the success of the business (Kalyani & Sahoo, 2011). HR strategy if implemented right is an effective tool for bringing change in the organization.