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本报告分析了人力资源管理（HRM）和组织发展（OD）的作用是吸引和留住员工和裁员。组织认识到尽可能有效地管理他们的人力资源（HR）的重要性。当所有的人和组织都在不断地经历变化时，必须投入大量的时间、注意力、技能和努力去获得竞争优势。此外，随着环境变得更加全球化，管理人们也变得更加具有挑战性，更不可预测和不确定，更容易受到快速变化和惊喜。因此，需要一个组织发展（OD）的变化过程支持组织的改善，特别是它的价值，帮助组织了解如何发展自己的能力，不断适应不断变化的市场和社会条件。
阐述了2个问题在不同的标题。该报告的介绍将包括研究背景，报告的局限性，数据收集的来源和方法和报告组织。接下来，报告将概述人力资源和OD的方法，以及如何人力资源和OD集成。
This report analyzes on the role of Human Resource Management (HRM) and Organisation Development (OD) on are attracting and retaining staff and downsizing. Organisations are recognizing the importance of managing their human resources (HR) as effectively as possible. As all people and organizations are constantly going through change, it is essential to devote a great deal more time, attention, skill and effort to have a competitive edge. Moreover, with the environment becomes more global, managing people also becomes more challenging, more unpredictable and uncertain and more subject to rapid change and surprise. Therefore, the need for a change process of organisation development (OD) supports improvement of the organization particularly its value in helping organisations understand how to develop their capability to continuously adapt to changing market and social conditions.
Discussion about the 2 issues is elaborated in different headings. The introduction of the report will include the research background, the limitations of the report, the sources and methods in data collection and the report organisation. Next, the report will give an overview on the HR & OD methods and how the HR & OD are integrated in the discussion issues.
Following by the first issue on the discussion attracting and retaining staff, further elaboration of the challenges faced methods of HR and OD in attracting staff and retaining. The challenges will include providing a fair rewarding system, interesting work and hiring on long term fit. Next, methods such as creating employer branding and career development opportunities will be explained. Next, merges, reengineering, acquisitions and strategic partnerships are some reason that lead to downsizing. The challengers that HR & OD practitioners face includes addressing to the laid off employees and layoff survivors, methods to get the motivation and trust back from the employees such as focus on career development and Re-emphasize the Mission, Vision, Values and Goals which will be explained.
Lastly, the report will further analyze the importance of HR & OD understanding and support processes to improve an organization's ability to implement change in healthy and least destructive way.
INTRODUCTION 简介
The Research Background
The purpose of this report is to critically analyse how the core Human Resource (HR) Management functions link to Organisation Development (OD) and its methods. The topic was researched and broken down into main headings with a discussion which will be strengthened by references from credible authors which will give the reader a clear and precise overview of the importance of Human Resource Management and Organisation Development integration
Limitation of the Report
This report has been collaborated to highlight how the core Human Resource Management functions link does to Organisation Development and its methods. Due to the restricted research, the amount of information available is minimal. There were many different information provided by the authors.
The Source and Methods of Data Collection
All research material used has been sourced from accredited authors. The Murdoch University Library, National Library, associated journal database and news articles abstracted from web was utilised to source the material.
Human Resource and Organisation Development (HR&OD)
Human Resource Management
HR management have traditionally fulfilled two primary roles, which are administrative and operational-handling transactional activities. Most of these processes were designed to ensure that things run smoothly for the organisation, while at the same time ensuring that people got a fair deal, were adequately rewarded, had the opportunity for personal development, were happy and motivated at work and were well managed. Most HR functions aim to add value to their organizations. They want to be efficient and effective in their transactional tasks, in return, contributing strategically to the success of the business. Therefore Human Capital Theory seeks to explain the gains of education and training as a form of investment in human resources (Nafukho, 2004).
Organisation Development
Organisation Development (OD) is the process of improving the organization as a whole. It is an effort planned, organisation wide, managed from the top (Beckhard, 1969). The client and consultant work together to gather data, define issues and determine a suitable solution to the existing problem. The Organisation has to understand the current situation and identify opportunities for change that will meet the business objectives. Therefore for an organisation to enter the knowledge economy, it is vital for them to review their training and development to a broader aspect (Bryans, P. & Smith, R, 2000). The whole process is carefully planned and implemented to benefit the organization, its employees and its stakeholders.
Reasons for HR&OD integration
With an ever changing workforce, employees expect more from a day's work than simply a day's pay. Therefore, an effective organization must be able to meet today's and tomorrow's challenges. Adaptability and responsiveness are essential to survive and thrive. HR & OD must become interactive and interdependent in order to have a positive impact on the organization
A professional human resources management must blend with organisational management because when the resource is effectively utilized, the results are profitable for the individual, organisation and society at large (Nafukho, 2004).
While the use of OD offers HR a competitive advantage, it also focus on planned change to promotes organisational learning and effectiveness for the benefit of the company With the strategic link between OD and HR, the two functions find areas of commonality working together, collaboration, and creativity can surface and be applied to needs of the business effectively. Thus, the integration will enhance the performance and capacity of the organization and productive workforce.
Human Resource Methods
There are several HR methods, naming some of the many methods are recruitment and selection, HR skills training, improving working lives, operational and employee relations.
Recruitment and Selection
The process of filling an organisations job vacancies by appointing new staff. It is important to have a well-defined recruitment policy in place, which can be executed effectively to get the best fits for the vacant positions. Selecting the wrong candidate or rejecting the right candidate could turn out to be costly mistakes for the organization.
HR Skills Training
The provision of work-related education, either on-the-job or off-the-job, involving employees being taught new skills or improving skills they already have. Employees must attain behavioural competencies skills necessary to perform tasks and assignments. The development and training of employees contributes to effective production performance at lower costs with increased successful employee retention and motivational levels (Beardwell & Holden, 2004).
Remuneration
Remuneration occupies an important place in the life of an employee as it refers to their wages, salaries, incentives, fringe benefits and perquisites
Performance appraisal
An assessment and review on employees on how to become better more motivated, and eventually more successful The work performance of the employee is examined and discussed in great detail in order to identify strengths, weaknesses, opportunities for improvement, and skills development (North, A. 2006).
Improving Working Lives
With a healthy working and improved balanced lifestyle for employees, the company benefits from a 'win-win' situation that results in overall higher productivity.
Employee control over work can reduce stress and enhance motivation and growth. Several key findings have prompted employers to search for ways to give workers a greater sense of control, to improve health, productivity and morale.
Employee Relations
Ensure that there is a good relationship between the employees and the employers with the objective of increasing the productivity, morale and motivation. Make sure the employees discipline and conduct adheres to the rules of the organization. Oversee that the problems of the workers are solved and preventing such problems occurring. |
