HUMAN RESOURCE MANAGEMENT

Human Resource as Competitive Advantage

Human Resource as Competitive Advantage

Introduction

Human Resource Development refers to the expansion of human capital within an organization and the processes involved in ensuring achievement of optimum performance management. Many organizations believe that it is vital for the employees of the organization to be completely satisfied with their work setting in order for them to perform well, which requires that their needs be fulfilled in terms of training, organization and career development. The integration of these within their solid set of skills used to enter an organization lead to key competencies that drive an organizations success from within. It is considered a constructive tool in improving individual as well as group effectiveness within an organization.

Discussion

The relevant development of human capital in an organization is an important aspect of any professional team. There are coaching and training programs provided as well as performance management and achievement manuals that allow for a newly-hired employee to form expectations about the organization. However, stress management is an aspect that is not generally thought relevant among other coaching facilities provided to employees.

Multinational companies have been known to make particular adjustments to their existing management philosophies, which might include their human resources policies, member of staff behaviors, and managerial culture, meanwhile still being fully adaptive of the practices in the countries where they are operating (Adler, Doktor, & Redding 1986; Schneider 1988). Otherwise, organizations tend to stick to a clear, specific goal and look for a competitive advantage that might work in their favor as part of their management systems. A systematic introduction usually works best but clear objectives are vital in any organization. Society and local business environments also often have a profound effect on the leadership and management behavior in organizations(Dunnette, 1976; Bass, 1981; Yukl, 1998). It has been observed in the past that there is experiential proof that quality and units are able to differentiate a given civilization from further cultures and are said to be prognostic of the practices of associations of that particular culture, relating to their management philosophies and their comparative effectiveness(House et al 2004).

The primary objective for leadership management towards their employees is to enable the creation of a regular foundation of shared ideas and values, thus inducing a high performance corporate culture. Not only this, it builds a positive environment of trust, teamwork and transparency. The focus of my project is to maintain a healthy work culture, and I believe it is relevant to organizational behavior because only if the employees are satisfied with their work will they perform to their potential. High performance culture means the people would need to be highly motivated and satisfied with their work environment. Being too content would mean that one loses sight of their goals, or stops setting them as they believe they have reached their potential. This in itself may be very encouraging but it is important to inspire people thus that they aim to reach beyond their ...