Essay Example on HIWP: Addressing Human Resource Managers' Concerns

Introduction

Amable Juarez-Tarraga, Juan A. Marin-Garcia, and Cristina Santandreu-Mascarell suggested the main concerns of human resource managers in organizations. The authors intended to examine whether HIWP (high involvement work programs) respond to the priorities of HR managers in companies. The report recognizes the critical concern for managers and tries to compare the solutions that should be implemented to address them as well as evaluate how HIWP are adopted to cope with these obstacles. The research findings show that HIWP is incorporated to meet the challenges experienced by HR managers in corporations, especially talents management and effective leadership. Hence, the issues raised are significant to the HR professionals to enable them to compare their priorities against other managers that occupy similar positions and select the suitable program that would solve the priority problems.

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Summary

The PWC survey of 2014 shows that technological advancement, economic recession, and globalization affects the business environment where 93% of CEOs indicated the need for change (Juarez-Tarraga, Marin-Garcia & Santandreu-Mascarell, 2016). These changes result in business restriction due to more training budget, job insecurity, and few resources to implement new projects. However, the company should adopt a program that will be incorporated by HR managers to meet the organizational challenges. The article authors include; Amable Juarez-Tarraga who works in the department of Business Company and does research in HR, Financial Economics, and Business administration. Juan A. Marin-Garcia, an associate professor of business administration in Spain and has been a lecturer in HR management since 1994. He has worked as a consultant for the various organization in Central America and Spain, and Cristina Santandreu-Mascarell, a professor in the department of business organization in Valencia (Suarez-Barraza, & Lingham, 2008). Thus the report analyses the challenges that HR managers encounter in an organization and the mechanism that can handle these obstacles.

Main Body

The report has used multiple types of research to improve its validity and reliability. For instance, the data collected from 20 reports consisting of more than 34,000 feedback from HR professionals where the authors compiled a list of 5-7 significant challenges facing HR in an organization (Suarez-Barraza, & Lingham, 2008). The article gathered the opinions of HR management from the various report like WFPMA (World Federation of People Management Association), CAHRS (Center for Advanced Human Resource Studies), SHRM (Society for Human Resource Management) and PWC (Annual Global CEO) survey (Juarez-Tarraga, Marin-Garcia & Santandreu-Mascarell, 2016). The authors used an environmental analysis tool to understand the internal and external challenges affecting the HR management in the organization. The report has also used statistical data which are distributed through charts like figure 4, which shows the future challenges of the organization. However, the article has only designed the program that will handle human resource challenges without considering the employee perception as they play a significant role in the company (Juarez-Tarraga, Marin-Garcia & Santandreu-Mascarell, 2016). Also, the research relies on areas already addressed from academic perspectives like employee engagement, leadership improvement, and talent management. So the evaluation of best methodologies and available tools are crucial to enable professional boost the solution adopted in the company.

Conclusion

The reports indicate various challenges that face HR management in an organization such as lack of talent management, poor employee engagement, and leadership. The priority of obstacles differs depending on whether human resource associate with them in the long or short term. However, the research proposes solutions by assessing almost 300 best practices countries and organization around the world (Suarez-Barraza, & Lingham, 2008). Among the policies include the introduction of a strategic workforce plan, developing the talent pool, and encouraging virtual or temporary mobility. Finally, the authors declare that no conflict of interest concerning authorship, research, and publication of the article.

References

Juarez-Tarraga, A., Marin-Garcia, J. A., & Santandreu-Mascarell, C. (2016). High involvement work programs (HIWP) measurement model validation and its capacity to predict perceived performance. Intangible Capital, 12(5), 1308-1400. https://doi.org/10.3926/IC.1342

Suarez-Barraza, M. F., & Lingham, T. (2008). Kaizen within kaizen teams: continuous and process improvements in a Spanish municipality. Asian Journal on Quality, 9(1), 1-21. https://doi.org/10.1108/15982688200800001