Human Resource Management: Diversity, Motivation and My Vision

Human Resource Management: Diversity, Motivation and My Vision
Student’s Name
Institutional Affiliation
Human Resource Management: Diversity, Motivation and My Vision
Introduction
The current corporate environment is highly competitive, and this implies that any organization that wants to be successful must adopt a strategic human resource management (SHRM). Such a strategy must ensure that the vision and mission of the organization are aligned to the needs of employees in order to promote motivation, innovation and productivity. As the director of HRM, the most important vision towards a successful HRM would entail developing an organizational culture that rewards merit and motivates employees to be innovative. According to Teena and Sanjay (2014), prudent leadership is one of the most important HRM functions since is it deals with HR planning, selection and recruitment, compensation and rewards, and training and development to enhance the realization of different organizational visions. This paper critically analyzes the vision of the role of HRM in an organization, including management of workplace diversity and employee motivation.
Role of HRM
The role of human resource management (HRM) is to develop measures that motivate employees to work towards the achievement of strategic goals and objectives of an organization. My vision as the director of HRM would entail the development a momentous concept of SHRM that would enable an organization to be successful in the contemporary environment of business and management. Bawany (2015) says that SHRM can seem as a challenging task, but many organizations have realized that an efficient HR strategy tends to significantly increase their competitiveness. Studies have revealed that in the field of business, competitive advantage can only be sustained not only by having access to capital and financial resources, but also by the culture that is practiced within the organization. This includes people and processes that are able to ensure that business strategies are delivered, such as the continuous innovation and promotion of customer satisfaction.
The ideology behind SHRM is promotion of human capital management and high-performance workplaces. SHRM tends to link HR with the strategic goals of the organization in order to improve the performance of a business and to create a culture that nurtures flexibility, innovation, and competitive advantage (Teena & Sanjay, 2014). As an HR director, SHRM ensures that an organization uses the HR aspect as a strategic partner when it comes to the implementation and formulation of the strategies of the company. This is done through promotion of HR activities, including selecting, recruiting, educating, motivating, and rewarding employees. This strategy ensures that HR programs focus on long term objectives and vision of the company, instead of simply concentrating on internal HR issues. In addition, the strategy aims at analyzing and solving challenges that negatively impact on employee management programs as well as promoting workplace diversity in the future.
The main objective of strategic human resource management is to enhance the productivity of employees and to determine important areas of HR where the management ca...