Introduction to HR Functioning
Human resource management depicts the formal system that is developed for managing people within the businesses. The major responsibilities of human resources managers is staffing, employee compensation and designing work etc. Apart from this human resource department have many other responsibilities of management to training and development of employees. This report is based on a case scenario of IKEA the largest furniture retail chain in Netherlands. This report will outline the challenges and issues that facing management of people and work and the applications of strategic HRM models and their theories and approaches. Moreover, this report will also cover impact of strategic approach to people in organization.
Assessing the role and priorities of the HR function
The changing nature of work have changed the roles and priorities of the HR functions. The priorities of HR function in IKEA are as follows,
Human resource management is wide area that showcases the specific strengths in critical issues like talent management and talent recruitment. Nevertheless, There is still more opportunities for improvement in workforce of IKEA. The improvement in employees performance hits the revenue and profitability of the firms. Through talent management the HR department of IKEA can encourage and retain employees who are individually performing well in the organization and completing the tasks by working efficiently in their respective area of work. Apart from this retaining the talented employees in the organization is also a major priority of the HR functions.
Learning and development
Further, The another major priority of HR function in IKEA is focusing on effective learning and development of the workforce. IKEA keep improving their employees learning and development activities. The HR department of IKEA not just provide training to their employees but also enables them for effective learning. Most of the people are well aware that regular development of skills and knowledge is essential for improvement in capabilities. Thus, the HR professionals in cited firm focus on individual employee's learning and development. Moreover, development of global skills and competency is also a priority in HR functions. Thereby, the firm designs' training and development in these aspects.
Diversity and work life balance
Furthermore, diversity and work life balance is necessity of HR functions. In order to achieve the progressively varied and sophisticated requirements of the customers, IKEA provides a wide range of products with higher value and innovation to their customers. These values and innovations can only achieved through a changing work environment and different perspectives and knowledge in work life. However, The HR functions of IKEA manage these diversities in organization by flexibility, wellness and by making positive environment at workplace.
Succession planning is procedure of identifying and developing the employees with the potential to achieve the short term and long term goals of the organization. Succession planning helps the HR department of IKEA in increasing the availability of experienced and capable workforce in business . Thus, the succession planning is become one of the topmost priority of HR functions. The another reason HR managers of IKEA follows the succession planning is the changing environment of the businesses.
Furthermore, Career development is a lifelong process of managing learning, relaxation and transformation in order to move towards a personally discovered and developing future of the individual employees. Through career development of employees in the organization the HR department designs and implements the various training and development programs. The career development of the employees will also help the organization in achieving its goals and objectives. However, Career development of workforce is priority of the HR functions .
However, in changing work environment the priorities of HR functions are changing. The HR functions are focusing more on these priorities to compete with changing work environment.
Analyzing the different internal and external influences on HR functions
The factors which influences the HR functions are not static. To operate the responsibilities and priorities of HR functions such as, talent management, career development, succession planning, diversity of work life balance and learning and development of the employees the HR managers of IKEA have analyzed various internal and external factors that affects the HR functions . These Internal and external factors are as follows,
Lack of motivation
The most common cause that influences the succession planning and career development of the employee is lack of motivation at workplace. Motivation and enthusiasm of the employee apparently affects the desires and interest. The motivation of the employee is very important in order to achieve the goals and objectives of the firm. Lack of motivation is main reason for failure in career development and succession planning. The reason for lack of motivation at IKEA can be lack of faith in employee's ability, work pressure and not recognizing individual’s performance. However, it is very important to motivate employees for their efficient performance. The HR managers can motivate employees by many techniques like, recognizing individual employee's performance by giving them employee of the month awards. Further by providing them financial and non financial incentives will also help in motivating their performance. The lack of motivation in employees affects the succession planning and career development very much because of demotivation employee do not participate effectively in any development and growth plan of the org