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The Strategic Objectives for Restructuring HR and Significance of Strategic Role for Future Leaders
Ali Muslim Bin Aqeel 1, Aamna Shakeel 2 and Ali Naseer Awan 3 1 Tele: +92-3445470534, E-mail: [email protected]
2 E-mail: [email protected] 3 E-mail: [email protected]
Abstract. The paper reflects the concept of long term objectives made by the hr managers to redesign the functions and operations of an organization. The success relies on the effective implementation of these objectives but also on the motivational power of the employees. Paper also discusses the reasons for which organizations go for restructuring but the core is to attain profit and sustainability. We can’t deny the fact that to achieve success the organization management should be efficient and employees must be trained. Certain organizations to achieve success in implementing strategies starts downsizing that affect the loyalty of employees which results in organizational crisis. Therefore role of strategists is to keep an eye on the external environment of business and forecast new techniques to reorganize and improve business. Furthermore the paper exemplifies about new hired talent and how strategists help them in increasing their vision and enable them for carrier development. Finally it concludes that restructuring of the organizational culture and strategies help the organization in gaining competitive advantage.
Key Words: strategic objectives, organizational success, employees loyalty, restructuring, competitive edge.
1. Introduction Role of hr has always been vital for the development of an organization. As competition is
increasing among rivals, organizations are spending more finances on hr department to make the organizational structure and its operations more efficient and effective. Today hr managers are much more concern in building such action plans that can lead the business towards profitability, growth, diversity and increase the tendency of the firm to extend its sales, ownership and manufacturing to new markets. They prefer to innovation by keeping in view their competitors. Change in technology brings different modes to carryout organizational operations, hr strategists aim to adopt these changes in order to keep the firm surviving. Hr strategists motivate their employees to perform their best potential and to align their objectives along with the objectives of an organization to provide maximum benefit to the business. The foremost responsibility of hr manager among these is to hire right individual for right post, provide orientation to new employees and mentor them, provide trainings, improve job performance, create working environment, generate policies according to competition, control labor cost, polish skills and abilities, provide secure environment, and health facilities.
2. Literature reviews As restructuring is considered to be the key to develop the power of an organization consistent
and strengthen its structure there are various researches conducted on restructuring hr, as it performs core functions and on developing future leaders. (Plesis, 2007) paper reflects the importance of change in culture, and to develop organization by successful leadership and accurate decision making. They suggested increasing the budget on training that could bring surety in employee’s success. (Hitt
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2011 International Conference on Sociality and Economics Development IPEDR vol.10 (2011) © (2011) IACSIT Press, Singapore
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138
one step down. As when the person on higher jobs shifts to any other post, the coming employee would be train for the tasks he need to perform on the new job.
5. Significance of Human Resource Development (HRD) We can consider hr as the solution for the development of organization as well as the trade and
industry. In HRM humans are the driving force to bring in success by utilizing their internal skills and abilities. As restructuring the hr department and its functions, management comes with new ideas to originate more effective and impressive designs that help in accomplishing the goals of organization. When hr develops organization develops similarly when employees are provided with trainings and tests so they prepare themselves not only for the future jobs but also develop core competencies that help them to complete assigning tasks in future. HRD helps in increase the productivity as the skills improved than resources are also efficiently utilized. When organizations develop their structure with support of hr than it is also significance for the country as it is known when human resource develops nations develop. The basic purpose of HRD is to focus acquisition of attitude, behavior, skills and knowledge of employees. Skills and knowledge are enhanced as provision of trainings conducted but the attitude builds in organizational culture. Apart from talent required for certain job the most important thing is to understand the culture of the organization. Most of the people prioritize salary or other incentives but later on unable to set and feel uncomfortable to adjust themselves in the environment or culture of the organization so the culture values also impact the work of employees. Furthermore HRD provides with carrier planning and carrier development. When employees get the sense how to perform their jobs they go for carrier planning whereas carrier development is when employees get trainings and shift from jobs is carrier development. As employee has a personal vision and goal on the other hand organization has its own goals and when the employee plus organization vision align together, shared vision help both in development to success and carrier planning. When new talent is hired usually organizations spend much finance on conducting trainings and developing them for future positions. Successful organizations plan their career by themselves. As performing a strategist role hr managers provide maximum tasks, conduct trainings, organize workshops to polish the skills of the new hired talent. Consultants and hr professionals from other organizations when provide trainings the vision of the hired talent also becomes broader but the question is how strategic role significant for future leaders? As a strategist there exists many responsibilities and one of the basic is to provide mentoring as well as counseling to employees. On initial stage the new hired talent is oriented with the culture of the organization and provides training as an internee. When he learn the tasks, become able to perform and know the job description than mold himself accordingly. All the stages are been mentor by hr strategists so that new hired employee can utilize the hidden talent and use skills effectively for providing quality work. This all help an employee to boost his motivational strength, plan and develop his carrier. Strategic role is not only significantly beneficial for the new hired employee but also beneficial for the strategist as the strategist develop the employee for future he also develops himself for higher posts. This was been discussed in the paper earlier that if we contemplate of succession planning, it helps in developing future leaders for the higher posts having competent leadership quality. This all come through tasks, coaching, guidance and all an individual learn from the culture of an organization. So in order to make organizations successful, to achieve its aim and to generate maximum profit the management must involve itself in making objectives that brings effective succession planning because the future of any organization depends on its employees and dependability of leaders is on the output that organizations give them in the form of compensation. Those organizations who don’t restructure themselves according to external competition can never survive for long so if they want success they must involve a collaborative team of executives with lower management to listen the issues and their perceptions to fabricate and mold organization accordingly. 6. Conclusion
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Strengthening the organizational hierarchy and maximum utilization of employees competencies, keeps the organization running. As the future rely on the strategic objectives and strategists decisions that how they formulate the objectives for restructuring the entire organization, there must be involvement of top, middle and lower management to present their theme to improve the system. Organizations must analyze the external environment to align their employees accordingly by providing professional trainings as well as orient new modes that are much reliable and helpful for employees in performing operations. Furthermore organizations must change the compensation plans so that the employees motivate themselves, and work by keeping in view the vision of the organization. If organizations will able to develop the feeling in employees that it will be responsible to secure their future and plan their carrier than the employees make assure the company’s success and when objectives are clear, restructuring done for the betterment of employees not only to gain profit, and new hired talent is prepared through proper counseling and mentoring to turn out to be leaders of the future than success is no doubt certain.
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