THE ROLE OF HR IN ORGANIZATION SUCCESS- STRENGTHS AND WEAKNESS AT HR
Strengths and Weakness at HR
Human resource (HR) is
responsible for all the workforce-related operations in an organization.
For example, if a company is running low on employees, its HR department will
recruit suitable employees by conducting interviews and designing attractive
salary packages.HR also accounts for establishing a culture in the organization
and solving the day-to-day problems of the employees.
Strengths
of HR
HR strategy refers to long-term goals, such as building a
top-tier workforce or becoming an employer of choice. HR functionality involves
the operational side of HR, such as conducting open enrollment sessions for
employees to select new health insurance coverage.
Internal strengths for HR include executive leadership who
support and promote HR strategic development. Another
internal factor consists of HR staff knowledge and expertise because they are
the employees ultimately responsible for carrying out tactical duties.
Strengths of HR would be any factors
that would result in an organization’s growth since HR deals with the
workforce, so any policy, activity, or strategy that makes the workforce more
efficient and productive would be considered the strength of HR.
Low employee turnover rate
Employee turnover rate accounts
for the number of employees leaving an organization in a certain period of
time. A high employee turnover rate means that an organization fails to retain
its employees for a longer time.
Keeping employees satisfied is a
difficult job. There are several reasons why employees leave their jobs,
such as poor communication, low compensation, poor management, etc.
Successful HR values their
employees and looks for solutions to such problems. As a result, they succeed
in keeping their employee turnover rate low.
Good
compensation package
Besides all the other factors, an
employee’s eyes are always fixed on the money they are gonna get; I mean, we
all want to live the American dream, right?
If HR manages to offer a handsome
compensation package to its employees, then the productivity of the employees
will likely increase, which will benefit the organization.
Cooperative HR
Do you know what the biggest
worry is for an employee? To have a non- cooperative HR.
Since HR has to be in contact
with the workforce, they should have a very good relationship with the entire
workforce.
A cooperative HR would make the
employee happy. As a result, positive word of mouth will spread, improving the
organization’s image in the market.
Protection of employees’ rights
For any employee, one of the
biggest concerns is whether his/her rights will be protected at the working
place or not. Unfortunately, employees face discrimination in many organizations because
of their ethnicity, gender, religion, etc.
It is HR’s responsibility to
protect the rights of their employees at any cost. Ensuring that the rights of
employees are protected will strengthen the relationship between employees and
the organization, which will translate into higher productivity.
Use of technology in the operations
Today’s era is considered the era
of technology. Because of technological advancement, many tasks that used to be
time-consuming are now carried out in a fraction of a second.
Similarly, if HR makes good use
of technology in its operations, it will save a lot of time and increase the
efficiency of the operations. An example of the use of technology in HR would
be using recruitment websites to find employees.
Other than that, HR software helps
manage day-to-day operations through automation and increases the
organization’s overall productivity.
Weaknesses
of HR
Weaknesses in the SWOT analysis
account for the internal factors which impact an organization negatively. It is
never easy to highlight the weaknesses, but it is essential to do so to convert
weaknesses into strengths or to mitigate them so they don’t hinder progress.
Internally, budget constraints and cuts are
conditions that HR often has to deal with, primarily because HR isn’t a
revenue-producing department. HR has to rely on sound justification to fund
investments in HR activities. However, money isn’t the only weakness. Low
employee morale and high turnover are serious internal factors that can disrupt
HR. In this case, disruption refers to immediate and reactive measures HR must
take to reverse an overwhelming sense of dissatisfaction throughout the
workforce.
Wages or benefits to their employees and, therefore, recruit
the best-qualified workers. HR departments can’t always
insulate themselves from all external factors because some are imminent.
However, HR can diminish the impact of external threats through conducting
routine assessments of compensation structure,
surveying employee opinion on working conditions and strengthening the
employer-employee relationship through showing HR as a strategic business
partner that values human capital.
Budget constraints
The primary purpose of HR is to
allocate the available resources to get maximized results. Assuming there is a
budget constraint; HR won’t be able to carry out its operations properly.
Since HR is involved in
workforce-related operations, lack of capital will restrict its operations of
recruitment, appraisals, etc. This will cause de-motivation and dissatisfaction
among the employees, which will negatively affect the organization’s
performance.
De-motivated employees
Ideally, every organization wants
its employees to be highly motivated and efficient, but often that’s not the
case. Employees that seem to be done with their lives and behave like a “Karen”
are an actual challenge for HR.
Such employees can leave a
negative impact on the organization’s culture and spread de-motivation among
other employees as well.
Bad reputation
Having a bad reputation always
gets you in trouble. If a company’s reputation is dented and the word in the
market about it is negative, then HR has to work super hard to get some good
employees on board.
Like people don’t want to
befriend a person with a bad reputation; similarly, people don’t want to get
associated with companies with a bad reputation. A person looking for a job is
always looking for job security. If an organization often has a reputation of lying
off workers, it can be tough for HR to get competent and professional workers
onboard.
Too much power can backfire
Imagine if an organization is a
ship sailing in deep waters, HR would be its anchor. Since HR manages one of the
significant factors of an organization’s production and labor, HR has a lot of
authority.
Such high authority can be misused easily if it is given to the wrong hands. HR, which fulfills personal motives by not considering merit, can cause significant damage to the organization
Human Resource Management
(2022) Human Resource SWOT Analysis
https://hrmpractice.com/human-resource-swot-analysis/
28.11.2022
WP Engine(2022) HR SWOT analysis: Why Human
Resources Should Practice This Study https://pestleanalysis.com/hr-swot-analysis/
28.11.2022
SHRM(2022)
What is a S.W.O.T.
analysis, and how does it apply to an HR department?
https://www.shrm.org/resourcesandtools/tools-and-samples/hr-qa/pages/what-is-a-swot-analysis.aspx
Human
Resources handbook (2022) SWOT Analysis (also
in Human Resources)
https://hrmhandbook.com/hra/swot/ 28.11,2022
Human resource is the main & critical factor that drives the organization toward success. So managing it is very important. According to your perception What are the main functions that HR guides the organization to success.
ReplyDeleteThere are more details about HRM in your article if could present properly that is good
ReplyDeleteis HR always rely with management decisions or Employees willing
ReplyDeleteWhat would be the opportunities and threats that appear from the external environment toward HR constricting organizational success?
ReplyDeleteIf you could convey the information about HRM in your article properly, it would be good. good article.
ReplyDelete