Human resources management Essay Example | Topics and Well Written Essays - 2000 words - 1

military personnel resources management - Essay ExampleIt would be a mis discern to assume that human resources entirely can provide a source of competitive advantage, this theory only holds true when the fol execrableing four conditions are met Human Resource must sum up value to the firms production process Skills sought by the firm must be rare, A firms combined human resource investments cannot be imitated A firms human capital should not be replaceable by technology The need for stiff Human Resource forethought is evident in the case of Uni-Bank, which suffers from a multitude of Personnel related problems. The banks personnel problems can be solved by create by mental act a carefully thought out Human Resource Strategy and implementing effective employee motivation, development and retention techniques. Human Resource Strategy It is of primary wideness for firms to develop effective Human Resource Strategies as it will guide the way the firm develops and deploys deploy hu man, social, and organizational capital to enhance its competitiveness. The goal of an effective Human Resource Strategy is to develop a workforce which is motivated, trained, adequately rewarded and performs towards pursuing a firms objectives Past theorists (Snell, Youndt and Wright 1996) noted that in the past executives tried to take human resources out of the strategy equation by substituting capital for labor where possible, and by developing organizational structures where there is a dividing line among those who think from those who do the work. As (Quinn ,1992) noted, with rareexceptions, the economic and producing power of the firm lies more in its intellectual and service capabilities than in its hard assets land, plant and equipment. However, there is no one theory that fits all, every organizations need differs and so does their required strategy. It is quite difficult to achieve a correct balance in the midst of motivating and employee, developing and rewarding them, as there is always a fear of employee turnover. Firms should be careful not to over-invest in their employees, similarly, they should avoid under-investing in their employees as well, as this leads to poor motivational levels and in turn affects performance. UniBank, needs to reassess its human resource strategy, as it seems the on-going one is not effective. The Company suffers from low employee morale, (which is their primary problem), skill-gap, low employee involvement and performance. The Company seems to be unable to meet its human resource needs with the needs of the changing environment as a result, it cannot satisfy either. An effective strategy can be devised through 3 key steps Diagnosis Conducting a comprehensive and systematic evaluation of the current practice and performance to identify where service is required and where policies are working well. In the case of UniBank, the diagnosis stage will identify the following improvement areas Employee job security Employ ee Development Employee Motivation Employee Remuneration Employee Recruitment Employee involvement and decision making ability Aspiration A vision of effective Human Resource practices, producing outcomes that contribute to achieving the firms strategic objectives. For UniBank, an aspiration outcome will be where its employees are motivated, adequately trained and positively contribute to the switch over to Online Banking. Developmental A plan to progress and bring about change in the future. Uni Bank should focus on long term