Essay Example on Maximizing Employee Productivity With Human Resource Strategies

Introduction

Human resource is an organizational department that is charged with the role of finding, recruiting, screening, training the new employees, and interns and providing the workers' benefit programs (Glaister, 2014). Since the organization reorganizes to gain achieve a competitive advantage over other companies, Humans resources play a significant role in ensuring the organizations deal with the fast-changing business environment. Also, human resources maximize employee productivity and protect the organization from the issues which emerge from the company's workforce. The human resource department develops competences which promote individual and organizational performance, thus making the company achieve its set goals and objectives. The human resource professionals ensure human capital is nurtured and supported through the establishment and management of the policies, programs, and procedures in an organization. Human resources outsourcing services are categorized into professional employer organizations, E-services, business process outsourcing, and application service providers. For example, the professional employer organization takes responsibility for the human resources administration, thus becoming a co-employer in the company as it fires, hires, and determines the amount of income made by the employees (Glaister, 2014). Therefore, due to the multiple responsibilities conducted by the human resources, this paper will discuss the barriers faced by the HR professionals, what they do to position themselves as business partners, and the importance of being included at that " place at the table."

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Barriers Faced by HR Professionals in their Effort to be termed as True Business Partners

HR's experience challenges as they try to attract and retain the best and appropriate talents in the organization. The act of attracting retaining the relevant employees in an organization requires time, discernment, and sacrifice. Also, HR needs to know the responsibilities and requirements of a given position if they want to attract the appropriate personnel. The task of choosing the right talent becomes more challenging as the expectations and job roles, and the organizational culture keeps changing (Andriotis, 2017). Therefore, to deal with this challenge, HR's can advertise their market vacancies in platforms that are frequently visited by the target talents depending on job level and skills.

Consequently, HR's experience difficulties in managing diversity since the customers reach are beyond the company's ancient head offices. HR's have to establish a comfortable and welcoming workplace that has to adhere to the organization's policies and procedures. Also, due to diversity, the local teams can experience challenges in communication with customers from other dialects, thus affecting the organizations' sales (Andriotis, 2017). Therefore, through cultural awareness programs, employees can recognize the importance of diversity, such as diversified ideas and innovations.

What Can the HR Professional Do to Position Him- or Herself as a Business Partner?

The HR professional must have an excellent knowledge base, which helps the organization when conducting policies and procedures that guide the company. For example, the HR professionals with the health and accounting knowledge help in providing appropriate budgeting advice and finding the best medical coverage for employees (Glaister, 2014). Also, HR professionals with psychology and counseling knowledge can interact and work with employees without experiencing challenges. Therefore, as a business partner, the HR professionals must possess various business skill which promotes the achievement of the Company's goals and objectives.

Significance in Having that "Place at the Table"

Having "that place at the table" is essential for the HR professionals as it demonstrates a significant value they are for an organization. For example, including the HR professionals at "that place at the table" shows that they can enhance the profitability of the organization through training and maintaining the organizational employees for the achievement of the company's goals and objectives.

References

Andriotis. N. (2017). The top 7 HR challenges and how to face them. Retrieved from https://www.efrontlearning.com/blog/2017/11/top-7-human-resource-challenges-solutions.html

Glaister, A. J. (2014). HR outsourcing: the impact on HR role, competency development, and relationships. Human Resource Management Journal, 24(2), 211-226. Retrieved from https://onlinelibrary.wiley.com/doi/pdf/10.1111/1748-8583.12031