Introduction
HR comprises diverse knowledge areas applicable in an organizational setting. HR forecasts required practices and skills in an organization to achieve effective global leadership and management. One of the HR knowledgeable areas involves corporate diversification. Businesses and organizations need to practice diversification through continued equality in terms of gender and opportunities for all employees. HR promotes diversification through leadership, customers’ services, employment, and labor policies. HR knowledge continues to be applied in several businesses, industries, and organizations to attain a favorable working environment. For instance, business organizations need to use several HR competencies, strategies, and metrics to achieve a favorable working environment. There are numerous strategic roles in HR that lead to attaining an optimistic employee workplace. Also, individuals and organizations need to engage particular facets to ensure that the strategic roles of HR are met, for instance, continuous training.
Concept Selected
The academic definition of the strategic role of human resources
Human resources comprise people in the organization, business entities, economy, or industry that form the workforce. Human resource also refers to human capital, labor, manpower, or people working in any organization (Greer, 2021). All organizations have the Human Resource Department (HRD) responsible for human resources management. HRD manages critical aspects such as compliance with the employer and employees' labor laws, employee benefits in the organization, organizing of employees' documents, employment specifications or standards, and employee recruitment process (Terziev, 2019).
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Overall, human resources' strategic role involves retrospective approaches deployed by the human resources in connection to the organization's goals and objectives for future benefits. The strategic position of human resources in the organizational operations involves following already reliable procedures conducted by other employees, apply other techniques that worked before or device new approaches and strategies towards achieving future organizational goals and objectives. Often, human resources' strategic role works with leadership approaches resulting in the formation of personal structures to achieve the organization's desired future goals.
Value-added to the organization by the strategic role of human resources
Strategic human resources lead to the acquisition of employee talents and retention. Companies that practice talent acquisition and employee retention experience high performance. Hence, small and large-scale organizations benefit from strategic human resources through continued talent acquisition, which adds value to its reputation due to high-skilled services by talented and highly skilled employees. Strategic human resources management leads to improved performance due to effective management of employee's quality work. A reflective example of improved performance involves long-term financial and success performance due to the availability of talented and skilled personnel. Strategic human resource attains improved performance by employee motivation for individuals that accomplished their roles successively. Overall, Human resource strategic role management achieves an organizational performance due to attaining efficient promotions of employees' collaborations with customers. Improved employees and customers' collaborations occur through employee training and rewarding employees who achieve strong performance with compensation and job promotions (Dixit, 2019).
A strategic role in human resources results in high levels of cost-effectiveness in the organization. Strategic human resource roles such as employee retention and talent acquisition promote cost-effectiveness. Talented employees promote organizational performance and success, which reflects in increased profits. Talented employees prevent corporate expenses incurred from hiring new employees, training, and time-wasting. Cost-effectiveness adds value to the organization due to increased investment and continued quality services.
The human resource department invests in its employees' benefits from the availability of quality services, time-saving and skilled labor (Ardito & Petruzzelli, 2017). An organization with highly skilled staff generates quality services, which adds value to the organization's performance. Besides, time-saving employee strategies result in increased production, which reflects in more sales. High sales in the organization result in the accumulation of high profits margin compared to other firms. A performing organization generates high-value services in society.
Examples of the strategic role of human resources in practice
There are several types of strategic roles of human resources, such as continuous staff training and development. Several human resource leaders or managers attain practical strategic human resources through training employees in an organization. Continuous employee training leads to the improvement of employees' loyalty to their employer. Besides, continuous training leads to the identification of areas that require improvement in the organization to attain organizational objectives. Another practice of strategic role of human resource involves focusing on the employees' wellbeing. The human resource department achieves employees' wellbeing through analysis of employees' feedback on the implemented policies or practices, measuring results, and engaging human resources. Employee wellbeing results in an organization's competitive advantage due to improved commitment due to a performance-driven workforce. Employee wellbeing leads to the attainment of humanity by the human resource department.
The human resource department attains the strategic role of employees through the promotion of freedom of creativeness. Performing companies highly value employee creativity. Creativity leads to the identification of talent and inventions within the organization. Human resource departments allow employees' creativeness through improved access to required resources in the organization. Besides, HRD promotes employees' creativity through continued employee engagement in the decision-making process of the organization (Ribeiro et al., 2020). Another example of HRD's strategic role of human resources involves employees' promotion opportunities. The human resource department promotes hardworking or talented employees to more technical and high-paying roles due to an employee's high competency skills. Placing employees in motivating positions leads to increased creativity and hard work in the organization ( Antoni et al., 2017). Additionally, the human resource department practices a strategic role in the human resource through competitive salary. Competitive salary leads to quality improvement, improved production, and hard work among employees.
Risks of not utilizing the strategic role of human resources
The first challenge of an organization involves a terrible reputation. A human resource department that fails to utilize human resources' strategic role, such as employees' well-being, creates a non-favorable working environment. HRD managers need to adhere to employees' feedback and recommendations about the organization's policies, impacting employees' performance. Bad reputation leads to employee transfer cases and difficulties in employing skilled candidates due to the organization's reputation. Moreover, the lack of strategic role of human resources leads to a high risk of losses and expenses. Organizational expenses and losses resulting from employees' underperformance, misuse of resources, and poor employee and customer collaborations. The human resource department needs to deploy practical human resources leadership qualities. HR leaders or managers who discriminate employees lead to lack of freedom among individuals. Lack of employees' freedom limits information sharing and creativity in the organization. Employees become bored with work, and their employer, resulting in underperformance in their roles. Besides, lack of utilization of strategic role of human resources impacts talent and competence of employees. The organization loses skilled and talented employees to rival companies that practice the strategic role of human resources.
The organization that fails to utilize human resources' strategic role is at risk of spending excessive funds on hiring new employees. Organizations that fail to motivate their employees experience high levels of job quitting and transfers. The company incurs more costs in hiring skilled employees to replace available positions left by transferred individuals. Another high risk involves challenges in developing tomorrow's leaders. Organizations that foster employee motivations, promotions, and continuous training manage to generate future leaders who use learned practices in achieving organizational goals and objectives. Contrary, organizations are at risk of finding future leaders due to a lack of training current employees for future roles.
Personal evaluation of your competencies in the strategic role of human resources area
The first competence skill involves communication. Every organizational activity, process, and leadership relies primarily on practical communication tools and techniques. The strategic role of the human resource requires excellent communication skills among employees, managers, and leaders. Communication attains good leadership and management through analyzing employees' feedback in the organization. Personally, communication skill is a crucial competence skill required and used daily in an organization. Moreover, human resources' strategic role involves effectiveness to cultural, racial, gender, nationality, and religion. An organization that adheres to all the mentioned social settings promotes effective diversity of human resources. The workforce in many organizations continues to globalize. Effective HR leadership needs to respect each individual's socio-cultural aspects through free interaction and work with several clients, customers, workforce, and stakeholders from diverse backgrounds. The diversification strategy of human resources promotes the organization's social interactions and society and practices legal requirements for inclusive hiring practices. For instance, learning institutions practice diversification through improved international students' opportunities in our campus, allowing working together to accomplish class roles including boys and girls and individuals from different cultural backgrounds.
Another competence evaluation requirement of the strategic role of human resources involves consultation. Consultation skill leads to prevention of error occurrence, learning new skills, methods, or approaches. Consultation skill starts earlier own while in school. Students consult their teachers or fellow students about the ways to go about a problem. Workplace consultancy leads to employees' understanding about new policies, technology and procedures that impacts organization's functions (Jimmieson & Tucker, (2018). For instance, involvement of employees in decision making process in the organization results to seeking clarification about the way to go about new technology, rules and policies towards achieving organizational goals and objectives. Besides, strategic role of human resources requires leadership skill. Leadership results to focus on a primary objective both in a business organization or social entities. Leadership will lead to improved organizational performance due to leaders' influence on attaining future goals and objectives for the organization. Hence, each leader in the organization needs to ensure that the department works in the direction of the planned objectives and goals (Hecklau et al., 2017).
How you will continue to develop your competencies in the area and how you will apply the strategic role of human resources in the organization
Continuous training in the organization results in the attainment of desired strategic roles of the human resources. Leadership, processes, and analysis in organizations continue changing due to ongoing changes in trends. New technological innovations and product designs continue improving. Organizations continuously train employees to learn new skills or knowledge required by recent trends. Training helps to develop other organizational competence skills needed to attain organizational success. Newly employed individuals learn organizational activities through training by their respective supervisors.
Nevertheless, the strategic role of human resources' competencies develop through continued research in the organization and the outside world. For instance, a leader needs to research which practices best apply to an organizational problem or risk. Solutions occur through hard work or adherence to all organizational processes, but taking extra miles such as researching from other established and successful organizations about approaches used to go about an existing long-term problem. Maintaining competencies of human resources' strategic role also occur through continued use of the internet and technology. Internet services promote practical training, research, and learning in the organization. Employees can research particular procedures to know the best approaches to use to save time.
Conclusion
The strategic role of HR is a vital tool required by organizations in leadership and management. The HR strategies lead to employee retention and talent acquisition that contribute to organizational performance and value addition. HRD management of human resources' strategies promotes creativity, hard work, loyalty, diversity, and a good workplace environment. The HR strategic roles includes good communication, training, and training competencies. Each aspect contributes towards an organization's success with the help of human resources practices' strategic role.
References
Antoni, C. H., Baeten, X., Perkins, S. J., Shaw, J. D., & Vartiainen, M. (2017). Reward management: Linking employee motivation and organizational performance.
Ardito, L., & Petruzzelli, A. M. (2017). Breadth of external knowledge sourcing and product innovation: the moderating role of strategic human resource practices. European Management Journal , 35 (2), 261-272.
Dixit, U. (2019). Strategic Role of Human Resource Management in Employee Skill Development: An Employer's Perspective. Asian Man (The)-An International Journal , 13 (2), 199-203.
Greer, C. R. (2021). Strategic human resource management . Pearson Custom Publishing.
Hecklau, F., Orth, R., Kidschun, F., & Kohl, H. (2017, December). Human resources management: Meta-study-analysis of future competences in Industry 4.0. In Proceedings of the International Conference on Intellectual Capital, Knowledge Management & Organizational Learning (pp. 163-174).
Jimmieson, N. L., & Tucker, M. K. (2018). Change consultation during organizational restructuring. Organizational Change: Psychological effects and strategies for coping , 27.
Ribeiro, N., Duarte, A. P., Filipe, R., & Torres de Oliveira, R. (2020). How authentic leadership promotes individual creativity: The mediating role of affective commitment. Journal of Leadership & Organizational Studies , 27 (2), 189-202.
Terziev, V. (2019). Importance of human resources to social development. International E-Journal of Advances in Social Sciences , 4 (12), 708-716.
