Human Resource Management on the Success of an organization

Introduction

Human resource is explicit in the survival and growth of any organization. it is essential for any organization to have a well-developed human resource management strategy for the successful running of the organization. The role of human resource is not limited to the selection, recruitment and managing human capital but also impacting the daily running of the organization.

Human resource is every manager’s business

Finance managers, Operation managers, IT managers, as well as CEOs carry the title of human resource management responsibilities. While organization assign managerial roles to a particular individual, it does not retract the essential responsibility of managing human resources from the managers and the CEOs. Consequently, having the notion that human resource management responsibility is the sole province of the title holder is the very reason why various human resource managements are in a dilemma.

Ideally, when handling human resource for small business or start up organizations, the founder may undertake the initial hiring process, training, managing as well as departmentization of the first group of human capital. It is important to manage other departments and recruit a group of like-minded individuals to build and grow a new organization from the scratch. Essential, small business managers are performing human resource managers who carry out all individual employees duties unassisted (Davenport, 2015).

As the organization grows, specialized human resource managers often join to build human resource departments. In addition, depending on the size of the organization, human resource can be subdivide into line human resource, strategic human resource as well as corporate human resource to represent a certain human resource management hierarchy. However, regardless if there is any human resource management personnel in the organization, every manager is still directly or indirectly involved in the control of human capital in the organization. Managers undertake the same responsibilities of obtaining, training, developing, utilizing, evaluating and retaining the appropriate number of human capital requirement of the organization and maintaining the skill mix of various employees to accomplish the organization’s both short and long term objectives. Additionally, it is the responsibility of the departmental managers to facilitate, motivate, develop and keep track of their employees’ performance (Davenport, 2015).

In summary, human resource management is basically an integral part of every manager’s duties and responsibilities. Whether a first line supervisor or manager, getting results through proper management and motivation of human capital is key to the success of the organization.

Human resource at Marine Swanson International commons Uvic

Human resource management assumes a noteworthy role within the Marine Swanson international commons from learning and teaching center in University of Victoria. As long term volunteer student, I had the chance to experience the important roles played by human resource management personnel in an organization.

Marine Swanson international is characterized by its diversity. Not only the fact that students originate from different parts of the world with diverse cultures and economic backgrounds but also from different study disciplines and various levels of education which limit their flexibility in contributing to the community. Many students are landed immigrants, exchange students and post graduate students who are in the university for only a limited period of time. Being aware of these issues, human resource recruits work study students and long term committed volunteers who form a relatively fixed committee that manages focus groups and office volunteer groups that work on weekly basis. Additionally, human resource management has also developed participation diversity forums, cultural clubs and multicultural performance events which rapidly creates a multicultural experience that is fun and open to all students.

Also, special sessions that are graced by faculty directors, professors and various staffs have been designed to help in training volunteers in relation to empowering new students, public speaking skills as well as overcoming language barriers when addressing international students. Through these initiatives, the organization has experienced success in fulfilling its objectives of helping international students connect with their new environments without negatively impacting their studies.

Part B

Responding to changing environment

Marine Swanson international commons from University of Victoria learning and teaching platform is founded in legacy of Marine Swanson. The organization supports international graduates and undergraduates to build a strong connection with their peers while studying abroad. Through the organization, senior students and faculty staffs volunteer to offer academic support to domestic and international students as they comprehend with the new learning environment. The organization also offer multicultural, health and recreation workshop specially designed for international students. Generally, the founding base of the organization is to create a welcoming atmosphere where domestic and international students can connect, study and take part in various events during their stay in the university.

SWOT analysis

SWOT analysis is a strategic planning tool that helps the management to identify organization’s strengths and weakness as well as its opportunities and threats that may arise in specific situations (Santora & Sarros, 1996).

Strengths

The organization is graced with different students and staffs from various countries with different dialect and exposure which enables the organization have multiple combination of skills at its disposal. In addition, the diverseness of the organization enables it to have a large number of consultants including professors and faculty staffs from all university departments, hence, the organization can always come up with new ideas to attract and maintain more students and volunteers into the community.

Weakness

As many international students and volunteers are often sponsored by non-governmental organizations, Marine Swanson International is often vulnerable to performing students and volunteers leaving the university when these funds are cut short. Secondly, as most students often in exchange programs and short courses which often run for a limited period of time, the organization is faced with the challenge of recruiting new volunteers and staffs for each academic semester. In addition, the organization is always run on donors funds which are often inconsistent, this makes the daily running of the organization a challenge when there is shortage in operating budget.

Opportunities

Due to diverse skills, multiculturalism and support from University administration and various stakeholders, the organization has numerous opportunity for growth in terms of social patterns, population profiles as well as lifestyle changes. Additionally, with more international exchange programs, the organization can seize the opportunity to maximize it influence internationally.

Threats

The organization lack a well-established management hierarchy which impacts resource allocation to various projects run by the organization. This may have serious negative effects to the organization in future. Second, as the organization is often run by volunteers who earn a little stipend, it may experience substandard results due to unmotivated employees.

Comments

Although the organization has experienced tremendous growth within the short time it has been in operations due to available young and enthusiastic workforce, lots of potential challenges impact the organization, including, shortage of operating funds and minimal communication with off campus student communities. This has given rise to emergence of similar international communities thus bringing about competition.

Essentially, due to challenges impacting the smooth running of the organization, the organization senate has resolved to build a strategic management hierarchy with functioning human resource departments as well as various managers to head the various departments in the organization. Additionally, the organization has an objective of increasing its membership by 20 percent which is only possible if the management improves on its outreach programs. Although the organization has diverse skills and satisfactory human capital at its disposal, it is important that recurring training programs be put in place as human capital is not consistent.

Part C

The legal framework

University of Victoria employees are registered with the Canadian union of public employees under the local code 951 as required by law. As an employer, the university has the responsibility of complying with the human rights policy which includes lack of discrimination in the work place as well as being treated equal (Heenan, Brady & Simsovic, 2003). Thus, University of Victoria host diversity of research forums which incorporates partial participation of international commons community per year to raise awareness of diversity and equity issues exhibited in campus and the community as whole as well as addressing equity issues related with LGBT to build a national wide community an network of support staffs and students in campus. In addition, health insurance, benefit and entitlements are incorporated in the organization employment procedures as required by the BC employment standards law (Heenan, Brady & Simsovic, 2003).

For such a large employer, the human resource management department focuses on supporting and balancing various associations which acts to the best interest of the employees, students and other stakeholders. In addition, the organization engage in continued negotiations and incorporates collective bargaining power to prevent strikes and job actions. Directed by Canadian employment law, university of Victoria human resource office is managed to cater to all types of employees, creates equal opportunity by applying strategic policies and various practices into the functioning community. Finally, the institutional as a whole takes the duty of overseeing assorted exercises which guarantee adequacy of a multicultural working community. Therefore, influencing a community to work in harmony and achieve results, legal framework and proper human resource management is dependently important.

 

 

References

Davenport, T. O. (2015). How HR plays its role in leadership development. (Strategic HR review.) Retrieved from www.emeraldinsight.com/doi/abs/10.1108/SHR-04-2015-0033

Heenan, R. L., Brady, T. E. F., & Simsovic, D. J. (January 01, 2003). International Labor and Employment Laws: Canada. International Labor and Employment Laws, 1. Retrieved from https://www.quarles.com/labor-employment/

Santora, J., & Sarros, J. (January 01, 1996). Executive Leadership: Responding to Change. Journal of Leadership & Organizational Studies, 3, 4, 61-67. Retrieved from http://journals.sagepub.com/doi/abs/10.1177/107179199900600308