International MBA HRM in Context Assignment Sample
Role of leaders in HR strategy
Executive Summary
Leaders play an essential role in human resource as they create a direct link between employees’ performance and growth of an organization. The current research proposes methods needed to be adopted to interact between leaders and HRM. There is also recommendation for HR approaches with focus on enhancing the shortcomings of HR practices and approaches proposed for the concerned organization. The three approaches that have been selected are skill-based, performance-based and commitment-based approach.
Introduction
Human Resource Management is a procedure of operating and managing the employees in the business organization and it also involves recruiting an employee in the organization or firing any existing employee from the organization and also training the employees and motivating them. Daash (2020) identified that HR management has a significant role concerning human-capital analytics and thereby assists with effective decision-making in business processes. The main motive of HR is to make sure that the organization manages to reach success with help of people. The HR strategies used by the leaders in business organizations to improve interaction and other business goals. It is important to use strategies to improve the business. It doesn’t even matter if it’s a large-scale business or small HR strategy is crucial in every business sector.
An HR strategy is an overall plan for any business that manages its human capital in such a way that it can line up with business activities. This strategy is the administration that builds the essential part of the business sectors that determine whether an organization must reach its goal. The purpose of this study is to create a business case to analyze the role of leaders in human resource management.
Interaction of leaders with HR strategy in national and international approach
As stated by Aggestam and Johansson (2017), the role of leadership in HR management is to inspire, set, and properly direct the employee so that they can achieve their goal. The primary aim of leadership in Human Resource Management is to advance and recognize role of leadership in an organization at each level. Leadership and HRM are crucial elements that influence the end result of an organizational team or on independent levels domestically or internationally (Zaman, 2020).
More precisely the need of combining leadership and HRM is because if any of this stands alone it will fail which can affect the organizational team or any independent results. Therefore, it is crucial that it must be examined together so that it can reduce the omitted variable which is biased when evaluating their impacts. Moreover, HRM and leadership may interchange with one another when determining various outcomes (Collings, Mellahi, and Cascio, 2019).
Analysing feasible approaches in Human Resource
Human Resource Management (HRM) is one of the most crucial elements of modern organizations and firms. HRM mainly focuses on the features of managing crises. In the opinion of Al Mamun and Hasan (2017), HRM abstracts both traditional and contemporary ways to deal with the consequences at the time of crises on manpower.
The strategy that Tata Group follows is customer centric, and betterment of a company (TATA GROUP, 2021). This helps them to grapple increasing customer expectations concerning a hyper-competitive environment and innovate their operations. The main strategy that Reliance Industry follows and uses in their business is that they value shareholders, customers and employees and nurture managing talent and also have huge faith in the leadership of their organization (RELIANCE INDUSTRIES LIMITED, 2021). Based on the HR practices of these two companies, certain HR approaches shall be recommended for the concerned business. Strategic planning must be one of the core actions for any company, few approaches came after compiling different dimensions of business management and the approaches are as follows:
Skills based approach
Skills based approach is the core approach in any organization and it is the ability that is essential for a leader so that they can recognize the skills that their employees have (Serrat, 2017). It is important for HR to test the skills and allocate the employee in proper departments and positions so that they can learn and sharpen their skills accordingly. This approach allows companies to hire more skilled workers in their organization that can increase workforce (Chams and García-Blandón, 2019).
This approach also has few disadvantages as well such as average pay is likely to be higher for the employees, it is more complex and it also requires huge investment in training their employees.
Commitment based approach
Commitment based approach is basically the loyalty and dedication of every employee within an organization. This approach strengthens the relationship between employees and organization (Rice et al. 2017). This organization has commitment with their employees and customers to provide them quality products. Commitment based approach is a two-way street where organization is committed to their employees and employees are committed to their organization. This approach can increase productivity in this organization
As studied by Li and Fu (2017), the disadvantage of this HR approach is that it weakens the projects or can make things irrational which can lead to loss of better opportunities and also can create a communication complexity.
Performance based approach
Performance based approach is a form of systematic approach that improves the performance of employees for analysing and reviewing the performance data for improving them. The benefit of a performance-based approach is that it can provide feedback or review to employees on the basis of their performance so that they can improve them for betterment.
According to Reyfman et al. (2019), the negative side of this approach is that it can affect the morale of employees and they could quit their job on the basis of their performance result.
S.M.A.R.T recommendations
| Specific | Measurable | Attainable | Realistic | Timebound |
| ● To provide training to employees at reduced cost | ● At the end of the financial year the organization can evaluate whether the allotted amount has exceeded or not. | ● To attain the objective organization should give on job training to the employees. | ● This can sharpen and excel the skills of the employee and also the organization will have financial growth. | 6 months. |
| ● To enhance communication between departments during project management | ● If the goals and objectives of the given project are fulfilled then it can conclude that communication between the organization and employees were good. | ● To attain this objective the organization must make a report to review and take feedback from the employee and their team leaders to keep things transparent between them and build strong communication. | ● This can help the organization to have more successful projects and will enhance the reputation of the organization. | 3-4 months. |
| ● To keep employees motivated | ● The organization can put up a survey to check if their employees are motivated or not. | ● To attain this objective the company can either use monetary motivation or non-monetary motivation.
● Monetary motivation is when the organization is paying a certain amount as incentive or as such and, ● Non-monetary is when they are providing certificates to employees for their better performance. |
● When employees are motivated, they are more committed towards the organization and their work which can boost the workforce of this organization. | 5-6 months. |
Table 1: SMART recommendations
(Source: created by author)
Conclusions
After doing the case study and research, it is to be summarised that the term business strategy can be explained as synopsis that comprises an organization’s policies, activities, and goals that mostly focus on delivering proper value to customers while carrying out competitive advantages
The two selected organizations namely Tata Motor and Reliance believe in People – work culture relations, and also open and proper communication with employees which make communication between organization and workers proper, they respect different opinions, and believe in self-development and curiosity of others. The proposed business case would culminate to enhanced competitive advantage of the concerned organization.
Reference List
Aggestam, L. and Johansson, M., (2017). The leadership paradox in EU foreign policy. JCMS: Journal of Common Market Studies, 55(6), pp.1203-1220.
Al Mamun, C.A. and Hasan, M.N., (2017). Factors affecting employee turnover and sound retention strategies in business organization: A conceptual view. Problems and Perspectives in Management, (15, Iss. 1), pp.63-71.
Chams, N. and García-Blandón, J., (2019). On the importance of sustainable human resource management for the adoption of sustainable development goals. Resources, Conservation and Recycling, 141, pp.109-122.
Collings, D.G., Mellahi, K. and Cascio, W.F., (2019). Global talent management and performance in multinational enterprises: A multilevel perspective. Journal of management, 45(2), pp.540-566.
Daash, A., (2020). Importance Of Hr Analytics In The Era Of 2020 Post Covid-19. Journal of Natural Remedies, 21(3), pp.13-24.
Li, L. and Fu, H., (2017). China’s health care system reform: Progress and prospects. The International journal of health planning and management, 32(3), pp.240-253.
RELIANCE INDUSTRIES LIMITED (2021). RIL G4 Sustainability Report. Available at: https://www.ril.com/DownloadFiles/SustainiabilityReports/RIL%20G4%20Sustainability%20Report%202016.pdf [Accessed on: 08 September 2021]
Reyfman, P.A., Walter, J.M., Joshi, N., Anekalla, K.R., McQuattie-Pimentel, A.C., Chiu, S., Fernandez, R., Akbarpour, M., Chen, C.I., Ren, Z. and Verma, R., (2019). Single-cell transcriptomic analysis of human lung provides insights into the pathobiology of pulmonary fibrosis. American journal of respiratory and critical care medicine, 199(12), pp.1517-1536.
Rice, B., Knox, K., Rice, J., Martin, N., Fieger, P. and Fitzgerald, A., (2017). Loyal employees in difficult settings: The compounding effects of inter-professional dysfunction and employee loyalty on job tension. Personnel Review.
Serrat, O., (2017). Knowledge solutions: Tools, methods, and approaches to drive organizational performance (p. 1140). Springer Nature.
TATA GROUP (2021). Customer Centricity. Available at: https://www.tatabex.com/deep-dives/customer-centricity [Accessed on: 08 September 2021]
Zaman, U., (2020). Examining the effect of xenophobia on “transnational” mega construction project (MCP) success: Moderating role of transformational leadership and high-performance work (HPW) practices. Engineering, Construction and Architectural Management.
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