Managing People For A Competitive Advantage Essay

Managing People For A Competitive Advantage - Essay Example The strategies and the philosophies developed by the HR department drives an organization in the right path. Placing the right person, at the right place, at the right time, is always beneficial to the organization. HRM has two important functions; one with respect to the organizational needs and the other related to the employee needs. In other words, HR department acts as the bridge between the organization and the employees. Since the needs of the organization and the needs of the employees are mostly different, conflicts between the organization and the employees can take place any time. Under such circumstances, the HRM department is responsible for find out amicable solutions without sacrificing the needs of the organization or the employees. â€Å"Without inspiration the best powers of the mind remain dormant, they is a fuel in us which needs to be ignited with sparks† (Von Herder). Motivation is accepted as the driving force behind every human action and the basic func tion of every first line supervisors or managers is to motivate the workforce properly to accomplish the organizational goals. ... Cooperation between these departments is necessary for achieving the final goal. It is the duty of the first line supervisors to control the functions properly so that the organizational interests will never be sacrificed. Planning is another major function of the first line supervisors. Whatever the schedule given to a particular department should be completed in time and for that purpose the first line supervisors need to plan the work. The HR managers are responsible for ensuring that all the HR policies and practices are implemented within the organization. The HR policies and strategies are normally formulated by the top management team. Once all these policies are formulated it is the responsibility of the HR managers to ensure that these policies were implemented correctly. For example, the top management team normally makes policies with respect to employee annual leave, sick leave, casual leave etc. The top management will decide how many leaves can be given to the employees in a particular year. Once all the norms about the leave were fixed, it the duty of the HR managers to ensure that these norms were implemented successfully. Many parameters can affect the employee performances in an organization. The work culture, motivation, management style, remuneration etc are some of the major factors which may affect the employee performances. However, the mangers and the HR department have major roles in deriving maximum productivity out of the workers. HR department should appoint right people at the right place at the right time. It is difficult to anticipate better performance from an employee, if the HR department ask him to complete a job which is out of his expertise. For example, it is difficult for a software specialist to