Human Resources Management, Management in Organisations Essay

Human Resources Management, Management in Organisations - Essay Example But, despite new and advanced equipments, machineries or even computer programs, the human component remains a very important factor of production. Kaplan and Norton (2005) argue that it is important to measure other perspectives other than that of the traditional financial perspective but it is important to consider the customer, business process and of course the learning and growth perspectives. In fact, one of key importance of the learning and growth perspective is that it is supposed to prepare the company’s manpower to handle the new business processes that may result from the new, technologically advanced machines and equipments. II. Main Body Strategic Human Resource Management: The Demand The technical revolution has also brought in a new breed of workers that has been called the knowledge workers. These has brood has drastically changed the way things are done wherein even office hours and barriers have also been technically demolished. These knowledge workers are a lso not easy to retain. The problem is, when they leave, their contribution goes away with them. However, to succeed or maintain competitive advantages, companies are recognising the importance of these knowledge workers to ensure the success of their strategies (Serrat 2008; ADB 2010). Hence, management of human resources has been catapulted to assume a more proactive role in the inception of company strategies. Financial and marketing strategies will always be considered in the company’s strategic plans as well as that of the operations. However, the end of the industrial age and the beginning of the information age demands that human resources step up to ensure that whatever strategies the firm may propose across the functional areas, these will be properly implemented to ensure organizational success. Likewise, there is the challenge of different cultures brought about by globalization. As such, companies must be able to make human resources truly strategic to adapt to th e demands of the business reality being faced by companies worldwide. Globalization: A growing Strategic HR concern Globalization has also been a big part as companies outsourced most of their operations, not to states but on the other parts of the globe. This is also a good thing though since the worldwide operation of businesses has weeded out low performing firms giving way to a more competitive business environment (Khatri & Nanyang 2000). These are very good for the customers since competition increases the quality of products and services that they receive. This has jacked up costs for the companies though as they push themselves to become better and avoid being boxed out not only by domestic but foreign competitors as well. This is the reality that must be faced by any company operating globally. Usually, companies open up operations mostly plant facilities to save on logistics by being closer to their customers. However, the companies are also increasing their back office op erations outside their country’s borders. This has proven to be a very important strategy since the outsourcing move has dramatically driven down manpower costs for most companies. The problem is that these personnel from different countries come with different cultures and to succeed, it is important that companies be made aware that these employees are not just a simple static part of their production