Question.3450 - Chapter 1: 1. Why is it important for HR management to transform from being primarily administrative and operational to a more strategic contributor? Chapter 2: 2. How can an organization maintain its image while dealing with a talent surplus? If layoffs are necessary, what would you recommend managers do to ensure that survivors remain committed and productive?
Answer Below:
Chapter 1: The strategic HR – strategy gives HR specialists additional responsibilities. When an HR is making the switch from administrative and operational to becoming a strategic HR professional, it increases their responsibilities and necessitates new skills. Because now the HR is more proficient in many areas, they can work more efficiently as a result. The duties compared to administrative and operational HR is more of an HR contributing strategically. Strategic HR helps attain organizational goals by aligning human resources with the organization's overall objectives. They develop strategies for talent acquisition, which help in hiring the right person for the right post. Retaining talent acquired is another challenge for HR professionals. Strategic HR is essential in order to build talent pipelines, improve employee retention and happiness by offering them what their talent and skill deserve, and improve employer branding—all of which have an impact on organizational performance (Valentine, Megllich, Mathis, Jackson, 2020). HR may use data analytics to forecast workforce trends, manage risks, and improve workforce planning by taking on a more strategic role. Effective decision-making regarding talent requirements, remuneration, employee attrition, and overall productivity is facilitated by data-driven insights. Businesses that have strategic HR departments are better able to innovate, adjust to changing market conditions, and outperform rivals. A proactive HR department helps businesses gain a competitive edge by emphasizing talent as a crucial difference in a market that is changing quickly. Chapter 2: 2. dealing with a talent surplus is the most challenging task as one needs to keep different aspects in mind while making a decision. The foremost is the reputation of the organization; employees should not be made feel bad about the layoff. To deal with these aspects, certain things need to be considered while dealing with the talent surplus, such as clear and open communication. The top management needs to have transparent communication with their employees; the employees should know the reason for layoff or restructuring of employees. The organization and employer should treat departed employees with respect and dignity. The company should offer fair compensation as this will help them deal with their daily necessity till they get another placement (Valentine, Megllich, Mathis, Jackson, 2020). Post-layoff a sense of uncertainty arises among the present employees. They think they might be the next, to overcome such situation it is essential that the management have open communication with them, make them understand why the layoff is essential for future growth of the company. Organizations may preserve their reputation and guarantee that survivors stay engaged, dedicated, and productive by emphasizing open communication, giving support for both departing and remaining employees, and presenting a clear picture of the company's future. Reference: Valentine S., Megllich, P., Mathis, R., Jackson, J. (2020). Human Resource Management. Boston, Ma: Cengage. ISBN 978-0-357-03385-2More Articles From Human Resource
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