Q1: Why is it important for HR Management to transform from being primarily administrative and operational to becoming more strategic contributor? Human Resource management has to transform to being a more strategic contributor to business success because the demands of the workplace are rapidly changing. Human resources employees can fill purely administrative roles and become strategic contributors to company or organization success. Transforming the HR function into a strategic contributor can take your workforce strategies to the next level and increase the value of your human capital to accrue distinct competitive advantages. Next, the demands of the workplace and the increasing technological drive of the domain, as well as the fluid and dynamic nature of the globalized workforce and work setting are all the elements that are rapidly changing what work people do and how they will be assessed in accordance to it.
The improvisational model plays a key role during the sudden changes that are happened in an organization. This model aids in managing the plan during the risks associated with the interruption in the flow of the management. For instance, in every customer service departments this improvisational method is used to resolve customer’s technological problems. Like laptop and mobile net work companies resolving hard ware and soft ware related problems through the telephone conversation. This type of customer’s complaints they take into challenge and they try to manage and solve the problems as situational basis.
We are in a time where competition continues to get tougher and the population continues to increase. In other words, this is the time for companies to step up their game and absorb has many customers as possible. The business industry is currently like a battlefield as firms are fighting for the attention of buyers. There are several ways businesses can go about this success, although the common strategic blueprint that many firms are undergoing, more than ever, are integrations. An integration is a fancier way of saying the term ‘merging’, for the sake of businesses, it is the merging of a company with either other companies and/or their suppliers.
Leadership, by contrast, is about coping about change. Part of the reason it has become so important in recent years is that the business world has become more competitive and more volatile. Faster technological change, greater international competition, the deregulation of the markets, and overcapacity in capital-intensive industries……. and the changing demographics of the workforce among the many factor that contributed to this shift. More changes are more and more necessary to survive and compete effectively in this new environment.
In the above example, we saw the possible consequences that lack of emotional intelligence can cause. Moreover in as organizations carve out their businesses in global markets more, the degree of diversity in the organizations, it is more important than ever before that organizations and its employees become emotionally intelligent. Thus, emotional intelligence is a term being used more and more within human resources departments and is now making its way into corporate boardrooms where it enjoys one of the top agendas of top management. Emotional Intelligence Quotient can be defined as competencies that demonstrate the ability to recognize one’s behaviors, moods, and impulses, and to manage them best according to the situation. It involves emotional empathy; attention and discrimination of one's emotions; accurate recognition of one's own and others' moods; mood management or control over emotions; response to appropriate emotions and behaviours in various life situations.
The dynamic changes that continue to impact the modern business environment, ranging from well-informed customers and rapid technological advances to increased competition and complicated by factors like increased globalization, is undeniable. As such, the survival and success of companies have become more challenging despite affirmation that these changes are also accompanied by various opportunities; in an increasingly complex and dynamic business environment (Zdanyte & Neverauskas, 2014). Nonetheless, the success of a business continues to be achieved through a variety of factors including leveraging firm resources especially the human resource department, funds and technology as well as managerial practices, which are defined by elements
1.3: An assessment of the challenges of leadership and management practice. There are so many challenges to leadership and management to achieve their goals for organisation, The search for better and more efficient ways of utilizing people ,s knowledge and skills in providing services has become a must a handle challenges , there are a lot of challenges for every organisation face by leadership and management, so what are the profitable method used by leadership and management for that challenges to achieved their goals for an organisation . Globalization: Through globalization the organisation will search to expand for new market and to remain competitive to reduce risk and make profit and find more talent in the new market. there
In today turbulent world, global business environment is changing rapidly. New ideas and approaches emerge continuously. New problems must be confronted constantly. Technological advances increase competition. In the face of a such challenging and dynamic environment and in order to survive and to be successful, organizations need the knowledge, ideas, energy and creativity of every employee from front line workers to the top level managers (Spreitzer, 2007).
Domestic talent programs may be considered to be global in the sense that candidate pools are becoming increasingly diverse and multilingual. It seems that the demand for cross - cultural talent assessment has reached a tipping point in domestic staffing operations. The globalization of business, increasing diversity within labour markets, and the continued quest for talent combine to heighten the need for cross - cultural talent acquisition and management programs. The term “culture” can be defined in different ways, we use it here to represent the broad set of customs, conventions, language, and beliefs that are predominant in a region. Global talent assessment program or a domestic program are faced with the challenge of ensuring business
1.1 INTRODUCTION Globalization has produced a profound effect on national and international systems of commerce, education, and governance. The competition and rapid technological development demands for the transformation at economic, education, political and organisation level. Due to the complex and interdependent global challenges, such as economic and technological development, today’s business environment is becoming more complex, uncertain and competitive. This has brought to the foreground a wide cluster of skills to cater to the changing demands, whereas for decades, the main focus of the industry was on what is known as hard skills. All types of organizations consider human resources as their key asset, which plays a critical role