HR and Organizational Effectiveness

HR and Organizational Effectiveness

Activities that place HR in a position to impact organizational effectiveness.

Training and development are two of the main activities that place HR in a position to influence organizational effectiveness. According to Hodges & Crabtree (2020), HR is in charge of planning employee training and development programs. The programs equip employees with the knowledge and skills required to meet an organization’s goals, thus enhancing organizational effectiveness. Training also significantly increases employee performance because employees have the knowledge they need to complete assigned tasks. Ismael et al. (2021) argue that training and development directly impact organizational effectiveness and progress towards meeting the organization’s goals because it ensures that an organization has the right workforce based on its skills and capabilities. The second activity is performance management. HR identifies, measures, manages, and develops the performance of employees, thus increasing their productivity. An effective performance management system creates organizational effectiveness by ensuring that team and individual goals align with the organization’s goals so that the organization’s and individual performance are enhanced through effectively implementing human resource management practices (Alam, 2017). Performance management also enhances organizational effectiveness by increasing employee productivity through motivation.

The relationship between efficiency, effectiveness, and impact that contribute to HR’s influence on organizational outcomes.

Efficiency is the ability to achieve the expected result without wasting time, resources, and effort. Consecutively, effectiveness is the ability to achieve better results that achieve a better outcome or deliver more value. An organization’s structure influences the attributes of an organizational impact. According to Maalderink (2014), the primary purpose of the human resource management department is to ensure that an organization can achieve its goals through people by improving organizational capability. HR plays a vital role in defining an organization’s structure, thus influencing organizational effectiveness and efficiency. For example, organizations with a flat structure are more efficient and effective due to faster decision-making and flow of information. HR creates an environment that promotes efficiency by enhancing the organization’s ability to meet its goals with minimum effort, time, and resources. For example, HR may give employees access to technologies that enable them to work faster to reduce the time taken to complete tasks and eliminate human errors. In achieving effectiveness, HR may introduce training programs to equip employees with the knowledge and skills required to respond to changes in the organization’s environment. For example, employees may be trained to use technology such as artificial intelligence to produce better results.

Things HR leaders need to do to help their organizations thrive in the future.

HR leaders need to consider various things that will enable organizations to thrive in the future. One of the most important things is creating employee development plans. Qualified employees play a vital role in an organization’s performance, hence the need for HR leaders to ensure that employees are equipped with the necessary knowledge and skills to complete assigned tasks effectively. Development plans are essential in determining the resources required for employee development and aligning the development goals with the organization’s goals. The second thing is embracing diversity in the workplace. Diversity and inclusion are major HR trends focusing on ensuring employees develop a sense of belonging (Hays-Thomas, 2022). Globalization has led to the rise of diverse workforces. Therefore, HR leaders need to hire employees from different backgrounds and create a work environment that benefits every employee regardless of their background. The third thing is performance appraisal. Employee performance influences organizational performance; hence, there is a need to ensure that employees perform well. Performance appraisals significantly improve employee performance, increase commitment, and reduce turnover. Therefore, HR leaders must identify their human resources’ best performance appraisal strategy.

References

Alam, P. A. (2017). Measuring organizational effectiveness through the performance management system McKinsey’sey’s 7 S model. Asian Journal of Management, 8(4), 1280. https://doi.org/10.5958/2321-5763.2017.00194.9

Hays-Thomas, R. (2022). Diversity, equity, and inclusion in organizations. Managing Workplace Diversity, Equity, and Inclusion, 3-22. https://doi.org/10.4324/9780367808884-2

Hodges, J., & Crabtree, M. (2020). Reshaping HR. https://doi.org/10.4324/9781003123491

Ismael, N. B., Othman, B. J., Gardi, B., Hamza, P. A., Sorguli, S., Aziz, H. M., Ahmed, S. A., Sabir, B. Y., Ali, B. J., & Anwar, G. (2021). The role of training and development on organizational effectiveness. International Journal of Engineering, Business and Management, 5(3), 15-24. https://doi.org/10.22161/ijebm.5.3.3

Maalderink, Y. (2014). Human resource management: Functions, applications, skill development. CreateSpace.

HR and Organizational Effectiveness

In a 2- to 3-page paper, reflect on the professional’s role as it relates to organizational effectiveness. Specifically, you should respond to the following three areas:

**Identify two significant activities that place HR in a position to impact organizational effectiveness.
**Explain the relationship of efficiency, effectiveness, and impact that contribute to HR’s influence on organizational outcomes. Provide two examples for each area.
**Identify at least three things HR leaders need to do to help their organizations thrive in the future.