The human resource frame has a significant role in depicting the vital aspects of the organization that requires improvement to enhance effective performance. In the case of the University of Missouri, there is an illustration of the need for human resources in the organization and the need for an efficient organizational fit that enables people to balance financial characteristics. The issue of financial challenges has been significant in the organization, thus creating an integral impact on performance and productivity (Delery & Roumpi, 2017). To address and resolve the problem, Mr. Bunn and other members of the board created a strategic plan that would create a lasting solution to the financial challenges. The strategic plan focused on creating an environment where the needs of the students and professors are addressed promptly to attract top talent (Kianto, Sáenz, & Aramburu, 2017). The ability to prioritize the needs of the students and professors is a vital aspect that helps to resolve the issue faced in the organization.
The most significant aspect that could be done to resolve the financial challenges entails communication with the professors to assure them job security. The university should have focused on ensuring that the professors understand the challenge and that they cooperate to maintain productivity in the organization. From the human resource perspective in the organization, what I would do differently is to invite suggestions and ideas from different stakeholders in the university on how to resolve the issue. Inviting different people in the organization to present ideas on the way forward is an integral aspect that helps to create a sense of belonging in the organization, which helps to promote effectiveness and individual productivity (Boon et al., 2018). Secondly, I would focus on increasing the admissions of the students, which is an aspect that may help in increasing the revenue for the university. Increasing the admissions may require the implementation of different strategies that attract students towards the university.
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References
Boon, C., Eckardt, R., Lepak, D. P., & Boselie, P. (2018). Integrating strategic human capital and strategic human resource management. The International Journal of Human Resource Management , 29 (1), 34-67.
Delery, J. E., & Roumpi, D. (2017). Strategic human resource management, human capital, and competitive advantage: is the field going in circles?. Human Resource Management Journal , 27 (1), 1-21.
Kianto, A., Sáenz, J., & Aramburu, N. (2017). Knowledge-based human resource management practices, intellectual capital, and innovation. Journal of Business Research , 81 , 11-20.
