Business Case Analysis
Institution of Affiliation
Human resource department in an enterprise serves integral role in ensuring well-being of business staffs. They are responsible for keeping and tracking of employees’ activities, personnel sourcing and hiring as well ensuring compliance to government laws and regulations. Other responsibilities carried out include keeping of payrolls and updating personnel files. Without effective human resource management and leadership department cannot be able to achieve desired goals and objectives in long run and short-term periods of operation (Mondy & Martocchio, 2016). The role of the HR department is supposed to keep good recording systems for the business regarding to their income, expenses and purchases that are made by the company. Another key function of department is ensuring smooth conflict resolutions mechanism when disagreement arises among the employees.
Management of human resources is entitled to set up instrumental performance tools for improving plans faced by struggling employees to meet the expectations of the company. These can be achieved through adequate funding to the department by firms and enacting laws and regulations supportive to all departments involved (Mondy & Martocchio, 2016). Leadership of human resource administration should not be centralized as this would hinder regional offices from solving problems relating to their staffs and providing immediate feedback when required. The drawback is due long consultation procedures which are more time consuming and cost intensive therefore, delaying in decision making. Centralization of department where the company is a global entity serves to the disadvantage of the company. Because there is poor manner of conflict resolution and locking out intellectual minds in decision making.
The article tends to outline leadership of human resource, mechanism of conflict resolution, determine individual contribution to the company management, advantages and disadvantages of centralized human resource decision making and effects to respective business (DelCampo, 2011).
Human resource leadership
Strategic leadership of human resource department ought to be progressive in nature and taking measures that are aimed to increase productivity of employees. Productivity is key indicator of efficient performance which can be traced through record keeping of activities in consideration with quality management systems guided by performance appraisal. Efficient leadership skills should remain progressive and proactive in developing new ideas, standards and qualities of managing any company. Lack of good leadership serves as a recipe for conflict in the organization and drawing back goals and objectives intended. Effective leaders should exhibit leadership behavior which entails functions of directing, coaching, delegation and offering support to other employers (DelCampo, 2011).
Supporting leadership approach aim in helping capable employees but unwilling to accomplish their tasks because they are reluctant and feel insecure in the organization set up. Leaders ought to take upon themselves to help them in their work, duties and responsibilities. This can be done by having employees to actively participate in decision making process and achieve independence in carrying out their mandates (Mondy & Martocchio, 2016). The approach is intended to reduce the feeling of insecurity and developing sense of acceptance in the company. Further, delegation will go a long way in helping employees in carrying out their roles independently without external interference from top management in the company. Basically, employers ought to inform their leaders on their progress on their own accord at the same time presenting problems that make them stagnant. They become more motivated as they do not have to consult their leaders continuously when they want to make decision especially when they portray high levels of maturity in handling issues pertaining to other employees (Dowling & Engle, 2017).
Coaching leadership approach intends to help employees capable of working independently but have not reached leadership maturity in carrying out their tasks. Coaching can translate into changing and reforming the organization structures to match their skills and knowledge. Impacts of coaching can be translated by high levels of insecurity among the employees and leaders ought to give undivided attention to their needs and desires to run organization (Mondy & Martocchio, 2016). Proper mechanism for consultation should be implemented at this level to help them work productively in achieving intended goals and objective. Directive methods of leadership call for management to deal with employees who feel unmotivated and unable to carry out their duties in accordance to the required standards and expectations. Therefore, good instruction and monitoring of work would be the best approach to this situation as some may feel undermined by the process.
Finally, through situational leadership behavior management should be able to effectively adjust to employee behavior changing patterns. Leaders should be highly flexible with respect to their employees needs to increase productivity and increasing sense of ownership to the company. Motivated workers will carry out their tasks irrespective of their magnitude and resources required as input (Mondy & Martocchio, 2016). A highly motivated workforce over years has been attributed to high productivity employee retention rate. Leadership tends to influence directly the suitability of an employee in operation management and adaptability in working environment. Entities with satellite management and administration ought to engage the regional management in decision making to reduce the levels of resistance that may emerge as long the company remains in existence. Sidelining of other leaders may be interpreted as insubordination by a group of leaders involved.
Mechanism of conflict resolution
Conflicts are inevitable in working environment as the composition comprises of different people with differing goals and objectives. Desired conflict resolution approach should increase understanding among individuals involved giving them an insight into how to achieve their goals and objectives through increased awareness programs. Methods of conflict resolution should reflect the corporate image of the company and objectives. Effective conflict resolution will increase group cohesion working in the same environment developing mutual respects to one another and affirming their abilities to work together. Intentions of conflict resolution aim to examine individual goals and expectation in close range sharpening their focus and effectiveness and offering applicable solutions (Dowling & Engle, 2017).
Approaches to conflict resolution can take various styles which include; standing firmly on your ground, giving in to conflict, compromising with the parties involved, avoiding conflicting ground and collaboration. Compromising mechanism of conflict resolution allows aggrieved parties to negotiate on major issues raised and ignoring the minor points as parties investigate attaining a common ground. Therefore, the company should focus in major issues affecting the entities to increase productivity and offer solutions to the aggrieved party or parties. The company should understand more about the differing ideas, beliefs and background of their leaders about their own methods of operations. These would lead to personal motivations of the employees to enhance productivity and quality service delivery. Leaders in different regions may portray great work experiences but low levels of productivity and sense of job security. The trend may be due to developed minds on different ideas, beliefs and background (Mondy & Martocchio, 2016).
Business Corporation should stand firm on the decision of centralization of human resource operations in their headquarters and communicate the desired implications to all regional office to take into consideration to other suggestions provided by other leaders. Through this the leadership will win the conflicting interests of the party involved. Similarly, giving in to the demands of the other leaders would be necessary if the company desire to create conducive environment and concentrate on productivity goals and objectives. This style intends to accommodate the feelings and resentments of other leaders. Leadership may consider collaborating with other leaders to reach agreement on goals of the company by advocating for equal participation in decision making meetings (Dowling & Engle, 2017).
Centralization of HR operations
Centralization is the practice of concentrating of decision making into few hands in the management and implementations communicated to lower levels of management. The lower level authorities’ remains subject of approval from top management. Subordinates do not get chances of acting independently which has reduced morale among workers to participate in operations of the business. To ease the burden on top management the company should advocate for decentralization of the activities of the business to create diversification of activities conducted by the business. There is poor environment for coordination in centralized set up as some of the employees feel left out and their concerns not highly regarded. These can be achieved through forming of departments with adequate funding and increased accountability of the activities. Companies practicing decentralization are considered more productive and competitive in the market (DelCampo, 2011).
Some of the disadvantages of centralized management is numerous creation of management crisis and organizational disconnect between the management and the employees due to lack of active participation in decision making meeting. There is lack of expertise in management as the companies tend to rely on few people to make decisions and deliberate the course of implementation by lower levels of management. There is also lack of standard procedure for conflict resolutions in the company as some enjoys monopoly of knowledge to conflict resolution mechanism (Dowling & Engle, A2017).
Companies that focus on remaining productive in the market should streamline leadership skills and ensuring that all employees feel sense of security. Decentralization of activities remains to be the best management practices that all business corporations ought to embrace and ensure they are effectively practiced through proper financing and working towards maintaining independence of all organs of operations.
Dowling, P. J., Festing, M., & Engle, A. D. (2017). International human resource management.
DelCampo, R. G. (2011). Human resource management demystified. New York, NY: McGraw-Hill.
Mondy, R. W., & Martocchio, J. J. (2016). Human resource management.