HR Management Dimensions
The HR Management has several dimensions in the organization as it supports the organization in its growth and competitiveness. Based on the researches and studying the common HR practices in successful organizations several common HR Management dimensions were identified. The HR Function has to design processes, policies and procedures in all dimensions. The non-presence in any of the dimensions make the organization weak.
The main dimensions of the HR Management are:
- HR practices and performance
- Re-engineering of organizations
- Workplace Learning
- Relationship with employees
The performance and HR practices are crucial for the competitiveness of the organization on the market. The organization without the focus on the performance improvements does lose the its position on the market. It dies slowly. The HR Measurement has to be designed and introduced as the top management (and the corporate layer of the organization) has the exact information of the performance of employees.
The performance systems and performance standards should a priority for Human Resources. HR has to represent the top management in discussions and it should propose solutions with no pressure on adding the additional workforces to the organization.
HR should put the organizational structures under a pressure. The managers should change the organizational continuously as the performance improvements are reached. HR has to provide managers with the market benchmarks and the internal trends.
The organizational design and the re-engineering is the second dimension of the HR Management. HR has to gain the knowledge and expertise in the area of the organizational design as it can serve the organization. Most managers do not understand the organizational design and they solve issues by adding managerial layers and workforces.
The modern and competitive organization analyzes processes and introduces improvements by making processes lean. It eliminates process steps and centralizes the control of different processes. It eliminates the double work and introduces clear roles and responsibilities. HR has to be a leader in the organizational design initiatives.
The leadership is highly important HR Management dimension. The leadership is focused on the current leadership practices and the leadership development for the future of the organization. The current leadership practices are usually underestimated, but HR has to lead managers to become the true leaders for their functional units.
The leadership is a long term dimension of HR. The leaders do not evolve over a night. HR has to co-operate with the top management to identify successors and high potentials in the organization. The specialized programs have to designed for them.
The workplace learning is about provoking managers and employees to do their job better every day. The workplace learning is about spreading the know how of the organization and improving it. HR has to design programs supporting innovations. HR has to support the introduction of innovations into the daily practice. HR has to show the living examples of successful innovations.
HR has to introduce processes, which aim to protect and develop the know how of the organization. Many organizations have employees, who have unique know-how and they do not share it. HR has to support managers in spreading know how as the company is not vulnerable.
The relationship with employees is highly important. HR represents the organization and the management. It has to deal with employees and has to understand the interests of employees. The employees have to trust to HR. It is a difficult role for HR, but it has to be successful. HR has to inform employees about all changes affecting their roles and it has to protect their interests during the strategic meetings. All decisions should consider opinions of employees.