Tag:

human resources

Human Resources
BusinessManagementMarketingSWOT & PESTLE Writing

Human Resources | HR SWOT Analysis – Why They Should Practice?

by Shamsul

HR SWOT Analysis: Why They Should Practice This Study

 
There is no doubt about it that a football team can’t play the best game without a manager. Similarly, an organization can’t work better without human resources. We are conducting an HR SWOT analysis to fully understand its strengths, weaknesses, opportunities, and threats.
 
In football, a coach’s responsibility is to organize and recruit the best players in a squad to perform well. In any company or organization, the main job of HR is to recruit excellent employees and ensure that they perform well to achieve the goal.
 
They are responsible for workforce-related functions in a company. For example, if an organization does not have an adequate workforce, it is the responsibility of the HR department to recruit highly qualified employees by conducting interviews. The department is also responsible for designing suitable salary packages for them.
 
Moreover, they are also responsible for solving daily issues of the workers and establishing a work culture. SWOT stands for strengths, weaknesses, opportunities, and threats. This tool gives a complete overview of an organization by highlighting its external and internal factors. Strengths and weaknesses are internal factors whereas opportunities and threats are external factors.
 
Now, you have got the basic idea of the SWOT analysis. Let’s move to HR SWOT analysis without wasting further time,
   
 
 
Human Resources | HR SWOT Analysis
 
Strengths of HR:
 
Strengths are the factors that play a big role in the growth of any organization. As HR is directly connected with the workforce, so any decision, strategy, or policy can make the workforce even more productive and efficient.
 
1- Low Employee Turnover Rate:
 
Retaining employees for the maximum period in an organization represents the employee turnover rate. If it is high, then it means a company fails to retain its workers. The low employee turnover rate is a major strength of HR. It is very overwhelming to keep your employees satisfied. Factors such as poor management, poor communication, and low compensation are the main reasons for quitting jobs from employees. Professional HR gives value to each employee and works hard for the betterment of the employees. That’s why they succeed in retaining their employees.
 
2- Good Salary Package:
 
While getting a job, a worker’s main interest lies in the compensation package. After all, we all want to live the best life. It is the job of HR to giving a handsome salary package to its workers at the time of recruitment. This small factor will surely increase the productivity level and efficiency of the employees which results in the favor of the organization.
 
3- Supportive HR:
 
It is one of the biggest worries of any employee to have a non-cooperative HR. It is the duty to be in contact with its workforce and maintains a good relationship with them. A cooperative HR can make any employee happy and positive. It increases the organization’s image in the market.
 
4- Protection of Employee’s Rights:
 
Protecting the rights of employees is one of the biggest concerns. They face discrimination in several organizations just because of their religion, culture, gender, ethnicity, etc. It’s HR’s duty to protect their employees’ rights in working place. This will strengthen the relationship between HR and the employees. It is good for enhancing productivity and effectiveness within an organization.
 
5- Use of Technology in the Operations:
 
It is an era of technology and digital transformation. Tasks that were time-taking at a time can be completed in a fraction of seconds with new technologies. The department should exploit the latest technologies in their operations to increase efficiency. For example, they can use recruitment websites to find the best people for the company. On the other hand, Software can help them to manage day-to-day tasks easily. They can take the help of automation and enhance the company’s productivity.
   
 
 Human Resources | HR SWOT Analysis
 
Weaknesses of HR:
 
It is an internal factor in the SWOT and highlights the negative points or weaknesses of the company. It is really difficult to find out weaknesses but after finding weaknesses, you can convert them into strengths.
 
1- Budget Restraints:
 
Allocating the main resources is the primary job of HR which is necessary to get amplified outcomes. In the situation of budget restraints, HR can’t be able to perform its actions rightly. Since it is directly involved in workforce-related functions, a lack of budget will lead limit its working capability. This will bring dissatisfaction and demotivation among other people which directly impact the performance of the organization in a negative way.
 
2- Dispirited Employees:
 
It is a will of every company that its employees should be highly skilled and motivated, but this is very rare. Demotivated or dispirited employees are one of the biggest challenges for HR. They are the major weakness of any organization and its overall working culture. They also spread demotivation.
 
3- Bad Image:
 
Having a poor or bad image can put an organization in trouble. Once its reputation is dented, it can’t come out of it. In this scenario, HR has to work immensely to bring some positive change. Like, you don’t want to be friend with a bad reputed person. That’s why the role of HR is really big in this situation and they have to utilize all their resources to show a good image of the organization. Every jobholder wants job security and the good reputation of the company provides such a guarantee. It is one of the most difficult things to hire a professional and competent workforce.
 
4- Additional Power can Backfire:
 
To save a company from bankruptcy or financial crisis, HR plays a huge role. As they manage one of the most important factors in the company such as labor and production, so they have to show responsibility. If they use their power for the wrong purpose, then it can also put the company in trouble too. So, HR should perform all the actions fairly in order to reduce the risk of any hassle.
 
 Human Resources SWOT Analysis
 
Opportunities for HR:
 
  • Technological Improvement:
 
It is crucial for HR to utilize the latest technologies to improve its operations. AI (Artificial Intelligence) is really important in this regard as it can help HR to carry out operations productively and efficiently. They can utilize virtual reality for the betterment of employees in the form of training. They can teach workers virtual machines in order to reduce the risk. Using new technologies can give HR a competitive edge and organization too over its competitors.
 
  • Increase in the Budget:
 
There is no link between HR with generating revenue, it only distributes and manages the funds. So, a decrease in the HR budget can lead to several money-related problems. It is imperative to increase the HR budget so that they can perform their operations efficiently. It is also beneficial for the company as well. If they have enough budgets, then they can recruit and hire competent people. These workers can play their part in the success of the organization. Moreover, an increment in the funds will also help to increase the pay of employed people.
   
 
  • Increase in Professional Labor:
 
It is a fact that there is no shortage of skilled forces in the market due to the quality of education and reputed institutions. It is a big opportunity for HR to hire qualified employees for the organization, playing role in its success.
 
  • Developing HR Policies:
 
By adopting new HR policies and strategies, they can increase efficiency and effectiveness. They should find new and innovative ways to amplify workers’ satisfaction and productivity.
 
 
Human Resources | HR SWOT Analysis
 
Threats to HR:
 
  • Technology:
 
Technology can be constructive but unconstructive at the same time. It has its own pros and cons. We have mentioned above that HR should use new technologies to recruit workers but you can’t fully rely on the technology. The over-exposure of technology can limit the involvement of HR in several operations. So, it is one of the biggest threats in this perspective.
 
  • Increased Demand for Workers:
 
These days, skilled employees or workers are in demand. If other organizations start hiring employees for similar posts, then it can be considered a threat to HR. As a result, the competition will be increased and other companies will offer better compensation packages to hire skilled labor. This would also increase the employee turnover rate.
 
  • Data Privacy:
 
It is vital to protect the private data of employees. Although every organization has the right to record the data of their employees they can’t share it with someone else without any purpose. HR should protect the data of every employee otherwise the company and HR individuals can face lawsuits or legal actions. The company can also face heavy fines which destroy its overall reputation in the market. Recently, a company named Meta was fined up to 17 million euros due to a data breach.
 
 
Human Resources SWOT Analysis
 
To Conclude:
 
We started this article by telling the importance of HR in any company or organization. We also covered some major responsibilities of HR. It can use this SWOT analysis to convert its weaknesses into opportunities. After reading this, we are sure that you have fully understood the concept of HR in any organization and how they can improve their efficiency by working on strengths and opportunities.
   
 
 
 
Need Help or Advice in Content Management:
 
Do you want more advice? Do you have good practices to share? Express yourself in the comments.
 
Moreover, if you want any help to write content to drive more traffic and boost conversions, get in touch through Contact our team?
 
Do you want any help writing quality content, driving more traffic to your website, and boosting conversions? You can contact me through my Freelancer.com profile also. I always prefer to work through Freelancer.com for smooth functioning. Here you pay safely and securely.
 
 
Read More:
 
Ariel Marketing Strategy | Arial Marketing
 
Biggest Companies in the World by Market Capitalization
 
Coca Cola Marketing | Marketing of Coca Cola
 
 
 
 
  0 comment 
 
 0 FacebookTwitterPinterestEmail 
 
 
 
 
 
  HR Policy  
 
 
BusinessManagementMarketingPersonal Growth
 
Human Resources Policies are an Important Element of Every Corporation
 
 by Shamsul  
 
 
 
 
 
 
Human Resources Policies – Meaning, Importance and Functions
 
 
Human resources policies are indeed a collection of rules that a company uses to maintain its human capital. These are all the guidelines for hiring, assessing, training, as well as compensating people. They are regarded as the framework & driving element that assists in making confident decisions for the institution’s as well as its workers’ well-being (Pandey, J., 2021).
 
Meaning:
 
Human resources policies are just an important element of every corporation since they assist to create clear guidelines for how the firm should operate. It’s a strategy to safeguard your company and avoid confusion in the future. Whenever a company sets robust rules, it demonstrates its desire for an equitable workplace that adheres to corporate governance principles (Pandey, J., s2021). It is the duty of the human resources department to develop practical and ethical regulations to help the company grow.
 
Importance:
 
The significance of human resource policies are explained in the following paragraph:
 
Guarantees that the institution’s employees’ requirements are acknowledged and addressed. Implies that workers receive appropriate benefits in exchange for their services. It assists in the resolution of employee issues, grievances, and concerns and provides a mechanism for doing so. It helps to ensure that workers are given practical learning and development programs to fulfill the company’s objectives. HR policies shield employees against threats from within the company (Bhasin, H., 2021). It is regarded as crucial since it aids in the institution’s professionalism. Guarantees that workers are paid fairly. These are necessary because they assure that competent individuals are provided vacation time and thus are compensated for it when it is due.
   
 
 
 
 
Read Also: ETHICAL RESPONSIBILITIES OF HUMAN RESOURCES MANAGEMENT
 
 
Functions:
 
Human resources policy serves the following purposes:
 
The human resources policy aims to serve as a sustainable link between workers and the organization. It aids in informing employees about their job status. Human resource management practices define and manage employees’ needs, which is a critical role. Their job entails analyzing possible changes that would impact employees on a regular basis. It sets the groundwork for treating its employees equally. Human resource practices serve as a foundation for developing the employee handbook. Their responsibilities encompass informing stakeholders about the institution’s beliefs and aims. Moreover, specific requirements for supervisors and managers should be established. Another of the responsibilities of human resource management practices is to convey to all levels of the organization the technique and method of executing all regulations (Bhasin, H., 2021). 
   
 
Create a foundation for mentorship, employee onboarding, as well as supervisory training. Make your workplace a pleasant company to work in. This must present a clear impression of the institution’s workers’ occupational development and growth. Among the most important tasks of human resources policy is to ensure that they have the industry’s best practices and regulatory requirements.
 
Conclusion | Human Resources Policies 
 
To develop and maintain discipline in the business, each corporate organization needs a comprehensive strategy and human resources policy. These are all the rules that should be followed throughout the workplace to ensure ethical and moral behavior. It outlines the company’s responsibilities to its workers & instructs personnel on how to conduct themselves to sustain the workplace’s integrity.
 
 
 
Need Help or Advice in Content Management or In Marketing Strategy:
 
Do you want more advice? Do you have good practices to share? Express yourself in the comments.
 
Get in touch through Contact our team or my Freelancer.com profile. I always prefer to work through Freelancer.com for smooth functioning. Here you pay safely and securely.
   
 
 
 
 
Read More:
 
HOW TO INCREASE YOUR NATURAL TRAFFIC WITH CONTENT MARKETING?
   
 
LAYS MARKETING STRATEGY | MARKETING OF LAYS
 
PESTLE ANALYSIS OF NESTLE | NESTLE PESTLE ANALYSIS
 
 
 
 
 
 
  0 comment 
 
 0 FacebookTwitterPinterestEmail 
 
 
 
 
 
  HRM  
 
 
BusinessManagementMarketingScholarly
 
Ethical Responsibilities of Human Resources Management
 
 by Shamsul  
 
 
 
 
 
 
Ethical Responsibilities of Human Resources Management
 
 
 
Question: 
 
Assess, with examples from a range of organizations, the ethical responsibilities of Human Resources Management staff to all organizational stakeholders.
 
 
Introduction 
 
Today, it is challenging to ignore the ethical question that runs through our society and to which the company is not immune. Is this an “ethical wave” sweeping? A question that arises following a scandal or, more generally, when things are not going well? Is this a new management? Sustainable development, social responsibility, ethical management, the names are different, practices and expectations may vary or be similar (Greenwood, 2001). All sectors of the company are affected: finance, marketing, production, and human resources, all the “stakeholders” of the company are concerned: those who work or govern it, customers, suppliers, competitors, neighbors, various associations, and others. What is the role of human resources managers? How are they affected? These questions are indeed useful and need to be answered.
 
Indeed, the opinions and positions of company managers differ depending on the situations encountered within each company. Moreover, on the definition of ethics adopted. Depending on the sector of activity, the legal provisions, the type of “stakeholders” along with the strategy and the type of organization, according to the significant events related to ethics. It all depends on the company’s knowledge or ability to know, and according to the attitude of its leaders. The question will be presented differently and the response methods will be specific (Greenwood and Simmons, 2004). 
   
 
Human resources managers have a role to play in the ethical conduct of the various HR functions: from recruitment to career management to layoffs and retraining, including management through skills, assessment, or training. They all have a role to play in relations with colleagues, staff, and union representations, with socio-economic and political leaders, and with the company’s external partners. They have a role to play in the implementation of cross-company practices (Greenwood, Michelle, and Freeman, 2011).
 
Ethical Human Resource Management
 
If we combine the concept of employees engagement with the moral treatment of the employees, the entire scenario refers to as ethical HRM. Basically, it combines stakeholder engagement with the organizational stakeholders’ moral treatment, which is implied by ethical HRM (Kaler, 2002). As per the stakeholder theory, the organization is obliged to treat its employees professionally. It is an end in its own right as well as bearing the consequences of its behavior towards the company employees. This position is also consistent with pluralist assumptions related to the employment relationship. All the parties enter into a contract with their consent and voluntary action. The company will hold positive obligations by virtue of acceptance of the benefits of the employees’ contribution and vice-versa (Miles and Friedman, 2002).
 
On the other side, employees have liberty and safety in the workplace. Like the right to organize, freedom of association, eradication of forced labor, collective bargaining, provision of equal treatment and opportunities. They also work with standard and regulating conditions across the spectrum of work-related issues (International Labour Organisation, 2004). An argument to this aspect presented by Bowie (1998) which suggests that employees also hold the right to meaningful work. Moreover, Rowan (2000) argues that the employees also have the right to get respect in which he added the right to freedom, equality, and well-being. This viewpoint of ethical HR implies that the organization is obliged to act in the best interest of the employees. Also, do so to enhance these interests and involve employees in the decision related to those interests. 
 
The Image of the Leader and the Identification of Unethical Practices
 
The perception that staff members have of their leader as a “moral” leader is important. This encourages staff to follow the leader and enables a process of change. The leader’s role is “to articulate and personify the values ​​and standards to which the organization aspires, to inspire and motivate employees to follow their leader.” If we think first of all of the company’s managers, each of them, at their level of responsibility, play a leadership role. “Staff needs to recognize the moral characteristics of the leader: his honesty, his integrity.” “This will allow the leader to focus the attention of the organization over ethics and values ​​and to disseminate in the organization those principles which will guide the actions of the employees” (Crane & Matten, 2004).
 
Certain practices related to organizations and human resources can be qualified as “unethical.” These applications discredit the entire company: in theory, we are talking about new working models; in practice, this may be accompanied by part-time jobs rather than full-time jobs; In theory, we can speak of flexibility; for practice, it may be for management to “do whatever it wants”; In theory, we can talk about delegation, empowerment and, in practice, making someone else take risks and responsibilities; In theory, we can speak of training and development and, in practice, of manipulation; through the theory, we can speak of the recognition of the work of individuals and, in practice, we “underestimate unions and collective disputes”; In theory, we can speak of work teams and, in practice, be less respectful towards individuals (Werhane, Radin and Bowie, 2004).
 
 Ethical Misconduct 
 
An example of this can be associated with ethical misconduct in the fast-food chain, McDonald’s, which stated that the fast-food giant treated its employees in a criminal and illegal manner. In the year 2012, approximately 200 Eastwood workers in the New York City associated with the McDonalds chain went over a strike demanding an hourly wage of 15 dollars as well as the right to establish a union.  
 
The protests for Fight for 15 widely spread across the US. Simultaneously, Service Employees International Union (SEIU) supported this. Simaltiouneosly it expanded to almost 150 US cities and over 33 countries. This case is eventual evidence of the inability of the restaurant’s HR department to connect with its employees. 
   
 
 
The Success
 
 
This campaign on part of the McDonalds employees was a remarkable success in a very short time span. The National Labor Relations Board ruled out that the corporation is a joint employer of those who is working in franchise-based restaurants, a big win for fast food activists. Later on, New York City ordered the managers to grant a minimum $15 wage to 180,000 fast-food workers in the state. Similarly, the fast-food chain operator offered an increase to those who were working in the restaurants outright owned by the corporation which imposed pressure over the HR departments of the franchises to do the same.
 
 
 
 
 
Conclusion
 
Basically, the concept of ethical HRM practices and stakeholders is an argument between the moral treatment of the organizational stakeholders. As well as the strategic treatment of the stakeholders. This distinction does have a considerable implication for human resources. Employees can morally be viewed as individuals who have their own interests and rights or they can either be viewed strategically. They will be a resource for maximizing organizational revenues. Depicting employees as moral stakeholders provides a normative and practical model for ethical human resource management and the stakeholder theory holds the potential for presenting a framework. 
   
 
This will determine the darker side of HR and increase the theoretical understanding of this aspect.
 
 
 
Need Help or Advice in Content Writing, Content Management, or In Strategy?
 
Do you want more advice? Do you have good practices to share? Express yourself in the comments.
 
Do you want any help to write content and drive more traffic and boost conversions; get in touch through Contact our team?
 
 
   
 
 
Read More
 
POSITIVE DIGITAL TRANSFORMATION TRENDS DURING 2021
 
Challenges Met by Sales Teams in 2021
 
HOW TO MANAGE YOUR BUSINESS FROM YOUR LAPTOP?
 
 
 
References
 
  1. CRANE Andrew et MATTEN Dirk, (2004) Business Ethics, New York, Oxford.
  2. Greenwood, M., & Simmons, J. (2004). A Stakeholder Approach to Ethical Human Resource Management. Business & Professional Ethics Journal, 23(3), 3-23. Retrieved February 3, 2021, from http://www.jstor.org/stable/27801346
  3. Greenwood, M.R. 2001. Community as a stakeholder: Focusing on corporate social and environmental reporting. Journal of Corporate Citizenship, 1(4): 31-45
  4. Greenwood, Michelle & Freeman, R.. (2011). Ethics and HRM. Business and Professional Ethics Journal. 30. 269-292. 10.5840/bpej2011303/413.
  5. https://www.theguardian.com/commentisfree/2014/may/15/poverty-wages-exploited-workers-mcdonalds-protests
  6. Kaler, John. (2002). “Morality and Strategy in Stakeholder Identication.” Journal of Business Ethics 39(1): 91–99.
  7. Miles, Samantha, and Andrew L. Friedman. (2002). “Exploring the Social Construction of Stakeholder Management in the UK.” Oxford Brookes University Business School: Discussion Papers in Governance and Accountability No 02/008
  8. Werhane, P. H., T. J. Radin, and N. E. Bowie. (2004). Employment and Employee Rights. Malden, MA: Blackwell Publishing.
 
 
 
 
  2 comments 
 
 0 FacebookTwitterPinterestEmail 
 
 
 
 
 
  HRM  
 
 
BusinessManagement
 
Right set of HRM Activities Allow Organizations to Achieve Goals
 
 by Shamsul  
 
 
 
 
 
Question: 
 
Explain how having the right set of HRM activities allow service organizations to achieve their goals in becoming competitive. Support your answer with an example other than Enterprise.
 
 
 
According to Jackson and Schuler (1995), the success of any organization depends on the proper management of human resources. Managing the workforce of the company involves balancing between the aspirations and goals of the company. HRM manages employees to do the work in the required way through which it ensures that a business will prosper. HRM activities are designed to obtain the organizational goals which include:
   
 
     
  • Staffing Objectives: The first and foremost concern of the HRM managers is that a business is to staff properly. So, it can cater to its human resources requirements. The process includes designing organizational structure and categorizing different employees in different contract categories. HR activities need a clear direction to recruit the most talented employee. Certainly, it will assist in meeting the organizational goals and objectives like profitability.
    •  
 
 
 
     
  • Performance Objectives: HRM activities ensure that employees work in a dedicated manner to their work so as to maximize the performance of both themselves and the company (Lundy and Cowling, 1996). Several motivational techniques are a part of these activities which include increased benefits and pay as well as promotions.
    •  
 
 
   
 
     
  • Change-Management Objectives: Change is inevitable in any organization. This change can be structural which involves the reorganization of HRM activities by hiring new talent. Apart from this, you can bring changes by altering organizational norms and attitudes. HR activities need better drafting to develop people with the required leadership skills through which they can steer the entire process of change (Azmi, 2010).
    •  
 
 
   
 
 An Example of Effective HRM Activities
 
An example of effective HRM activities within an organization is Mayo Clinic. It ranked among the Best Companies to Work For in Fortune’s 100 lists. The key to the success of the company is its dynamic workforce that employees promotions are through its HR activities. Currently, there are 60,000 employees working who linked their arms with one another to make the organization work dynamically. Its internal communication, extensive training sessions as well as management are the key factors that prepare employees to handle any type of situation along with receiving recognition for their work.
 
Another good example is that of the largest chain of the grocery store, Sainsbury, which leads to HRM activities due to its innovative practices. The reason behind its continuous positive turnover is its ability to respond to changes in the market as well as within the organization through its innovative HR practices. Sainsbury conducts training sessions to prepare its employees for meeting the best standards which not only boosts employee motivation but also helps in improving the company’s performance.
   
 
 
 
Workforce Planning
 
 
 
 
  0 comment 
 
 0 FacebookTwitterPinterestEmail