Strategic Role of HR HR Management

Question: Describe about the Strategic Role of HR for HR Management. Answer: Introduction HR management is considered to play the most crucial role in developing the growth of a particular firm. It is important for any of the firms to maintain the efficiency and effectiveness of the concerned firm and this can be managed with the help of the HR department (Ulrich, 2013). The recruiting of the skilled candidates is of great importance as it helps in evaluating the desired growth of the concerned firm. The HR department not only recruits the skilled employees but they reduce their issues and manages all activities related to them. In order to understand the desired concepts and the importance of the HR department, McDonald Corporation has been under taken which is intending to set up subsidiaries overseas. The recruitment processes is the selection or choosing of the skilled and potential candidates s to bring out the desired elevation in the business processes of the firm. The company is planning to set up its subsidiary overseas. Adding the value to the respective organiz ation is of great importance and the HR managers associated with the firm needs to understand their desired roles and responsibilities. Main context The HR managers play the most vital role in evaluating the desired growth of a concerned organization to a great extent. In order to execute the business processes, there is a need of partnership with the local distributors or franchisors overseas as this will help in increasing the profitability of the business processes. Motivating the employees is important as it helps in enhancing the efforts provided by the employees and increases the profitability of the respected firm. There are different selection criteria based on the qualifications and the experiences of the candidates. The candidates can be sourced from online as well as offline means. There are several roles and responsibilities of an HR manager which helps in enhancing the prefer growth and effectiveness of the McDonald Corporation in overseas. HR system is going to play the most important role for McDonald in establishing its subsidiaries overseas as it helps in recruiting the more skilled and potential candidates to ex ecute the business processes in an effective way. The employees management is supposed to be the most important role of the HR department and in order to management the overall performances of the employees different facilities needs to be provided to them. Some of the HR functions are as Rewarding systems, training as well as development, performance management, career development, job designing and diversity management (Armstrong and Taylor, 2014). The existing recruitment practices need to be tune up with the help of effective strategies and using the online recruitment and the selection method as it will help the firm to evaluate the practices of the HR department. Different types of the organization use different schemes to enhance the performance of the employees and thus add value to the firm by increasing the profitability of the respective firm. Some of the crucial functions of HRM contributing towards the HR success are as follows: Reward system: McDonald Corporation needs a planned reward scheme for staff that addresses these four major areas: payment, benefits, appreciation, and approval. The difficulty with the reward system in numerous businesses nowadays is twofold: the rewarding needs to be more focused from the HR department as it will help in motivating the employees to provide their best efforts to increase the effectiveness of business process overseas (Mondy and Martocchio, 2016). The rewarding system increases the effort level of the employees and enhances the overall execution of the business practices of McDonald Corporation. A captivating system must distinguish and remuneration two kinds of the member of staff activity performance as well as behavior. The presentation is the easy way to speak to as of the straight link among the original goals an individual set for their staff as well as the final outcome that consequence. For illustration, one could apply a motivation plan or be familiar with y our top sales public for attaining intermittent goals. Training and development: Development of the training programs is of great importance as it helps in providing the desired guidelines to the employees regarding the improvement of their performances and moreover, it enhances overall recruitment processes for McDonald Corporation. It' is significant to start training of the fresh recruits almost immediately after employ, instruct them on required typical operating events and the particulars of their job (Hendry, 2012). Job preparation for fresh hires must go well further than the original direction, which characteristically focuses on concerned corporation policies as well as employee benefits; reliable training is able to add significantly to the progression of an individual's association. When people spend in new staff by providing knowledge opportunities, they might be enthused to do additional than the smallest amount necessary for them. Career development: This is one of the major sections where the HR department needs to focus as this attention of the employees. The career development opportunities help in adding significant value to the success and the evaluation of the business procedure of McDonald Corporation overseas. There need to be some of the additional benefits which will let the employees think twice before leaving the firm (Bratton and Gold, 2012). Moreover, the focus should be on the employee turnover, which needs to be reduced by providing effectual career development opportunities to the employees. A prearranged training along with development agenda ensures that workers have a reliable knowledge and environment knowledge. The constancy is chiefly pertinent for the corporation fundamental policy as well as procedures. All workers require being conscious of the prospect and events within the corporation (Dias, 2016). This includes safety, prejudice in addition to administrative tasks. Put all workers through usual guidance in this area ensure that all employees' members as a minimum have an experience to the desired information. Performance management: The management of the performances of the employees is vital as it helps in enhancing the desired growth and evaluation in the business processes of the firm concerned. While performance management is completed efficiently, everyone concerned wins. Giving workers a huge possibility at achievement increase job pleasure as well as profitability. Hiring fresh workers is costly. According to past researchers, it expenses a standard to employ, hire plus teach a worker. It makes a great deal more intelligence to correctly train, expand, and keep obtainable employees. Providing obvious and brief plans in addition to expectations allow workers to be acquainted with what is appreciated mainly to the corporation, as well as how to execute work to the finest of their ability. When the reliable response is given, it allows the worker to plug in a gap in a presentation in an appropriate manner. Mainly crucial thing one is able to do as a boss is give your workers the skills, as well as tools they require to turn out to be winning and administration performance, provide this. Therefore, the technique of performance management enhances the working capability of the employees as well as it improves the overall performance of McDonald Corporation. Diversity management: It has been seen that many of the issues arise from the diverse cultures of the employees and the need for the diversity management practices are of great importance as it helps in increasing the productivity as well as the profitability of the firm. Whilst most companies admit normal holidays, a corporation that needs to squeeze the diversity practices in its workers will distinguish various spiritual holidays, as well as the permit for more elastic; go away for workers to rejoice them. Also, whereas most workplace interactions might be in normal English, those with an additional diverse employee might need to arrive up with diverse habits to converse to workers who talk other languages. This ensures that the communications are correctly express to all workers (Brewster et al., 2016). These also show workers that the corporation is vigorously helpful of a dissimilar workforce. The diversity management practices from the HR department helps in increasing the ski lls of the employees and adds value to the concerned organization on a larger scale (Kerzner, 2013). Different people coming from the different cultures bring out the desired creativity and innovation to improve the overall performances of the organization. Job designing: The designing of the job is considered to be the most crucial function of the HR department as it enhances the execution of the Subsidiaries overseas. Therefore, these are the certain things which draw the attention of the employees and helps in adding the value to the concerned firm. Job evaluations assist in recognizing workers who contain ability further than their present job function. This allows the corporation to obtain an improved design of what height of talent is in the home plus what variety of jobs workers can face. Therefore these are certain the certain aspects which needs to identify in order to add the desired value to the concerned organization. Conclusion The research paper critically reveals the desired aspects of the functions of the HR management contributing towards the success of HR and that of McDonald Corporation in overseas. The employee's management is supposed to be the most important role of the HR department and in order to management the overall performances of the employee's different facilities needs to be provided to them. Different types of the rewarding programs, as well as the motivation, help in increasing the effectiveness of the concerned employees. Moreover, different functions are highlighted with the help of this paper which helps in adding value to the concerned firm and finally brings out the desired positive outcomes to the firm. References Armstrong, M. and Taylor, S., 2014.Armstrong's handbook of human resource management practice. Kogan Page Publishers. Bratton, J. and Gold, J., 2012.Human resource management: theory and practice. Palgrave Macmillan. Brewster, C., Mayrhofer, W. and Morley, M. eds., 2016.New Challenges for European Resource Management. Springer. Dias, L., 2016. Human Resource Management.Human Resource Management. Hendry, C., 2012.Human resource management. Routledge. Kerzner, H.R., 2013.Project management: a systems approach to planning, scheduling, and controlling. John Wiley Sons. Mondy, R. and Martocchio, J.J., 2016. 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