22 Jun DBA 7553, Human Resource Management 1Course Learni
DBA 7553, Human Resource Management 1Course Learning Outcomes for Unit IUpon completion of this unit, students should be able to:1. Appraise workflows and the role of job analysis.1.1 Examine the organizational, environmental, and individual challenges with regard to workflow.1.2 Explain the importance of job analysis with regard to organizational structure.1.3 Summarize how work-flow analysis supports strategy and organizational structure.Course/UnitLearning OutcomesLearning Activity1.1Unit LessonChapter 1Unit I Annotated Bibliography1.2 Chapter 2Unit I Annotated Bibliography1.3 Chapter 2Unit I Annotated BibliographyReading AssignmentChapter 1: Meeting Present and Emerging Strategic Human Resource ChallengesChapter 2: Managing Work Flows and Conducting Job AnalysisUnit LessonThis unit of the course will cover strategic human resource management. In today’s workplace, it is key tohave human resources at the top management table to assist with long- and short-term goals for theorganization. Human resources is able to partner with top management at all intersections of an organizationto help develop strategies for human capital in order for the organization to meet its goals and objectives.Effective strategic human resource management can help a company keep its competitive edge andcontribute to a healthy bottom line.Strategic human resource management keepsemployee policies on target and current with regardto the latest legal landscape for employees. It alsoprovides for important items, such as strategicrecruitment and hiring, proper employee training,and development of a robust and diverseworkplace. These elements all contribute to buildingand maintaining a healthy and successfulorganization.Strategic human resource management contributesto dealing with various environmental challengesthat organizations may face today. For instance,there is a rapid change in today’s world, socompanies must have the ability to be nimble inresponse. As the pace of the world, in general,UNIT I STUDY GUIDEStrategic Human Resource Management, ManagingWorkflows, and Conducting Job Analysis, Part IHuman resource management keeps employee policies on target(Bialasiewicz, 2017)DBA 7553, Human Resource Management 2UNIT x STUDY GUIDETitleincreases, stress can be a constant issue for employees. Human resource management can identify areas inan organization where employee stress is an issue, and human resources can work with local managers toidentify ways to decrease it. Decreasing stress improves the work atmosphere, motivation, and productivity ofemployees.There are also issues of workplace diversity that strategic human resource management can address. Theability to work with management to formulate strategies that can capitalize on the diversity of the employeescan create a healthy opportunity for growth in the organization.Globalization is an issue of significant focus for companies. Strategic human resource management can helphandle issues, such as creating a worldwide company culture, developing worldwide recruiting, handlingglobal alliances, creating a virtual workforce, and managing concerns with regard to wage competition.Additional challenges that human resource management must respond to in today’s workplace include awork-life balance for employees, so family-friendly programs are now an integral part of successfulorganizations. However, a shortage of soft skills for entry-level employees, including communication,teamwork, problem-solving, as well as basic math and writing skills, continues to occur. Strategic humanresource management must deal with these issues with training options and recruiting strategies.In addition to the environmental challenges that human resource management must negotiate, there areorganizational challenges. For many labor-intensive organizations, the labor costs involved with employees isusually the most important cost point. Therefore, strategic human resource management must focus oncontrolling costs, developing distinctive capabilities, and improving quality.Controlling costs can include developing improved reward strategies to keep labor costs under better control.Improving employee selection processes can help control costs by targeting the right new employees andthen having a plan in place to retain these new employees. The ability to efficiently manage health and safetyissues in the workplace is another useful focus for an organization’s cost savings.Developing distinctive capabilities involves working with management to target the recruitment process sothat it is fully adept at identifying and hiring the right person for the right position. Analyzing the long-termfocus for employees in tandem with the organization’s goals can work to enhance training opportunities foremployees. All of this works to try to create employees who have distinctive abilities and can carry thecompany forward into the future.Improving quality involves partnering with management to hire the best employees, providing the neededtraining, and having a plan for growth and development for these employees. Many times human resourcemanagement will work with top management to assist with the implementation of total quality management,which is an initiative designed to improve the quality of all processes across an organization.There can also be individual challenges that human resource management must address. It is important forstrategic human resource management to stay on top of individual issues as these can also affect largerorganizational challenges. Matching the right people with the right positions in an organization can be key.Understanding the organizational culture and who will thrive in it as an employee goes a long way toward thisgoal.Human resource management has a large responsibility with regard to ethics in any organization. Employeesmust know and trust that their individual concerns regarding ethics in their organization are taken seriouslyand addressed promptly. Ethical issues can affect productivity, motivation, and quality of work life. Ultimately,strategic human resource management can provide empowerment to employees to be creative and to takecalculated risks in order to maintain that competitive edge. All the while, these employees understand thattheir company is behind them with regard to making ethical choices. Retaining the ethical employees that anorganization has spent money to hire and train, and who add value to the company, is a key function forhuman resource management.Ultimately, there are several benefits of strategic human resource management. These include beingproactive in partnering with top management to guide the organization as a whole, providing clearcommunication to move the organization ahead, assisting managers in more critical thinking with regard totheir current assumptions, encouraging those managers to participate more fully in the organization’sDBA 7553, Human Resource Management 3UNIT x STUDY GUIDETitleplanning, assisting to develop that all-important competitive edge for the organization, and working closelywith top management in laying out the path forward for the organization to meet future goals and directions.ReferenceBialasiewicz, K. (2017). Man trying to convince investors (ID 96088849) [Photograph]. Retrieved fromwww.dreamstime.com
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