Achieving A Congruence In Organisation Strategy Business Essay

Achieving A Congruence In Organisation Strategy Business EssayThis quiz first discusses about the importance of achieving congruence surrounded by an arrangements dodge, social system and military personnel resource have it offment (HRM) practices. The seed begins with defining scheme, structure and practices. The example of a softw be assume organisation is used to illustrate the points in this stinkervas ensues by the outlining of its business objectives and strategies. It strives to be the leading integration softw ar keep service renderr offering cutting edge service feature and achieving high customer satisf sue. Being in the service industry, the strategies revolve very(prenominal) much around benignant resource administration. The author subsequently delves into exclusively strategy explaining why in that location must be congruence in order to accomplish the objectives. The second segment of discussion directs the attention to the relevancy and effectivenes s of HRM in achieving a competitive edge for the organisation. In the exercise of the support organisation, entropy technology (IT) realiseledge and customer service skills ar a crucial part of fit. Technology is ever-evolving and customers demands intensify in time. With victorian management of skill and practices the organisation pull up stakes be able to set well to external and internal changes giving it an advantage over early(a) support organisations. As the conclusion, performance is obtained by systematic interactions and integration among the divers(a) HRM practices (Boxall, 2003). HRM has to be adjust to the corporate strategy and structure and this gives the organisation a competitive edge.First and foremost it is good to introduce and define the pick up elements of the essay. Organisational strategy defines the direction in which an organisation intends to move and establishes the frame earn for action by dint of which it intends to get there (as quoted in S t nonpareil, 2008, p. 13). Organisational structure refers to the organisations framework or formula (as quoted in St integrity, 2008, p. 34). HRM practices relate to the human resource routines that are under taken to manage specific skills, taxs and companionship of employees (Ennen Richter, 2010). It is important to achieve congruence amid these three elements to augment operational performance by light uponing the organisational objectives and at the same time promoting achievement of employee goals (Stone, 2008). Advantage occurs when an organisation substantially builds the pure tone of its human capital and links it to the business and strategy (Boxall, 2003). Hence it can become a leader or winner in the industry. pop off situation of a software support organisation allow be discussed here. Its strategic business objectives are to be the market leader in integration software support excellence providing service around the domain 247, increase revenue opportunities and endorse effective comprise control doneUnderstanding and growing the employee skills and interests.Retaining the regenerate people by showing keep of their contribution.Empowering employees to provide value for achieving customers goal.Achieving high customers satisfaction and keeping them happy.Expanding the organisation in cost effective locations.The business strategy depends profoundly on the work force which is the organisation structure and the management of workers.The corporate business strategy of being the leader in customer service is to be achieved by first of all judgement and growing the employee skills and interests. This is in fact one of HRM practices and activities. Understanding the employee can be done by performing individual appraisal and growing them is a part of HR development and calling planning (Stone, 2008). These twenty-four hourss, less attention is paid to the persons position or tenure, earlier the market value of skills is focused on (Cas cio, 2010). Besides skills, their interests need to be taken care of, depending what they are. For example an employee that gets promoted is more than committed to the companys goals attainment (Joseph Dai, 2009). A be after that focuses on wellness of workers is more likely to be winning in achieving the operational goals. Without proper management of people who are issue to run the organisation, its strategic business objectives execution would go the wrong direction.Secondly, the retaining and hiring of desirable skills flat affect the corporate performance (Wei, 2006). HRM strategies have to be aligned fittingly to this in order that the company does not dissipate supererogatory costs hiring new support engineers to re step forward those who leave the calling arrest to feeling of disapproval. To keep capable workers, it is important for them to feel appreciated for their contribution. pleasant a reward system, incentives-motivated performance measurement is a good focal point to retain employees. Good organisation coordination can promote a think environment that enables two way feedbacks between employer-employee (Collins, 2010). Constructive and beneficial feedback has to be acted upon to show that management is receptive to the peoples voice. HR activities such as recruitment and selection should aim to support the organisations strategy of focusing on the customer-employee relationship. satis fixingsy candidates ought to be selected for the job to view customer obtain the service they try from the knowledge workers.Thirdly, the researcher discusses why the empowerment of employee has to be fitted with the right HRM practices and organisational structure. The support organisation has offices in different parts of the world, therefore it is structured in the way that there is a Regional Time Zone animal trainer who heads the Product Line Manager who manages the Support Managers. The Support Managers deal directly with the Support Engin eers. Communication is most of the time vertical and bureaucratic. The author thinks this design complicates the HR practices for example there will be multiple level approval processes, hence employees are not empowered appropriately. Non-hierarchical decision qualification is becoming a more popular managerial structure because it is creating added creativity in workplace by dint of proper delegation of work (Joseph Dai, 2009). The author thinks the support organisation could adopt this flat organisational structure. In this way there will be cutback of redundant escalation and reporting processes. Strategic plans can to be communicated immediately to the employees, who carry them out (York, 2010). Managers and employees should share a common understanding of execution plan details without obvious rank barrier. Then the engineers would know the main areas of concern. Keeping customers happy is one of them which will to be discussed next.The fourth part strategic plan is to ac hieve high customers satisfaction. Managing human resource by adopting development-orientated practices is essential to improve the organisations capability in satisfying the customers. IT workers have to be developed regularly to keep up with the latest technological knowledge (Joseph Dai, 2009). Customer interaction effectiveness can be enhanced by communication training and development, hence boosting customer fulfilment. An open and interactive organisational design structure is helpful in building a good customer-support relationship. Customers are free to reach out to the Customer Services Managers for any conflicts or queries that occur during the support process so they get all the assist they need. Consequently more new customers are attracted to sign up eon animate customer stayed satisfied. The company will be able to meet its business objective of generating more revenue from the customers maintenance contracts.Finally, to promote cost effectiveness via the strategi c decision to grow the support team internationally, musical accompaniment a global set of customers around the clock. One of the initiatives is to have more shifts in lower cost hub, providing customer service remotely through phone and email communication. HRM supports this by recruiting the required support engineers out front the shifts start. HR planning of estimating how many workers are needed has to be done guardedly to ensure cost efficiency. The planning would have to take into account the existing workers and the time required for the new workers to start contributing to the company (Ahmad, 2000). As the setup military action spans across the globe, the structure has to be in place before execution. The alignment of HRM practices and policies to the organisational strategy, design and structure will significantly increase productivity (Joseph Dai, 2009) especially in the condition where remote supervision is required.The author agrees with the statement One of the a ims of HRM is to give an organisation a competitive edge. In fact HRM has to be strategized to help integrate the organisational strategy and polish its structure in a unique way that enhances the overall value to provide a competitive advantage. Human resources management focuses on managing the employer and employee relations and fruitfully use it to achieve the strategic corporate strategy (Stone, 2008). Again in the example of the Support Centre, information technology (IT) knowledge and customer services skills are a crucial part of work. As described above, HRM activity such as training and development could improve these skills which add value to the customer. Customer usually tends to compare the quality of service provided among all early(a) support organisations offering the same services. Distinguished service that stands out is in the advantage to keep the customers.HRM practices and policies describe factors that determine with what skills, values and knowledge organi sational routines are implemented (Ennen Richter, 2010). A good HRM system takes care of changes that happen outwardly as well as internally. External factor such as technological divergence which is ever-evolving requires the attainment of new technological know-how for continuous improvement. With the right resource management, existing hardware and software can be replaced before they get obsolete. New technology can be acquired and utilized to create a better environment for support engineers to trouble-shoot complicated technical cases. Customers are always impressed with fresh ideas and fast resolution time. shimmy that happens internally for example team restructuring will probably affect day to day practices. HR administrative mechanism plays an important role to ensure employees adapt well to the changes. If a formal notification about re-allocation of duties is delivered, workers will not be caught off guard and can prepare for the change. productiveness would drop tre mendously if the various(a) factors are not managed well. HRM that aligns to business strategies controls work activities and direct employees back on track for the organisation to stay competitive.Ennen Richter, 2010, through empirical research concludes that congruence practices, policies, strategy and organisational structure would give firms a competitive advantage over the organisations lacking such fit. The support organisation which is in the service sector covers a huge range of human services and practices. Productivity is best served by systematic interactions and integration among the various practices (Boxall, 2003). The support organisation focuses on human capital but at the same time it wishes to control cost in the most economical way. Business hubs have been set up in lower maintenance cost locations. To have Asians providing support service to Europeans for example opens to issues such as heathen and expectation differences. HR strategy to hire the best job app licant with strong competencies such as good etiquette, resilience to cultural differences, strong verbal and written communication becomes a significant factor in ensuring the success of the organisation.The author concludes that the aim of HRM is to achieve congruence between an organisations strategy, structure and its practices for inducing a competitive edge. When the human capital is taken care of, all other aspects such as technology, customer, culture, social and others will be handled appropriately by precise HRM strategy guidelines. The managers design the strategies and baffle then delegate the tasks. The workers follow instructions to achieve goal. The managers then collect feedback from the workers to continuously improve the system and produce result. Productivity is best served by systematic interactions and integration among the various HRM practices (Boxall, 2003). HRM has to be aligned to the corporate strategy and structure and this relationship gives the organis ation a competitive edge. All say about having a system associated with strategies in place and the extensive information available today, the traditional multi-layer organisation charts value is declining (Collins, 2010). As we move more into the knowledge age, managers role can be made redundant or will be trimmed down. Perhaps as food for thought, one day organisation would prefer workers performing their functional activities without the managers, but through forming multi-domains networked together by technological intelligence.Word count 1754 (Excluding Abstract and References)