Executive Brief Assignment Essay Example | Topics and Well Written Essays - 1500 words

Executive Brief Assignment - Essay Example It is thus important to ensure an organization has the ability to provide the necessary training before implementing any new programs and processes to their employees. Issue The 1990s saw several forces shaping HRM’s broad field. New technologies- information technology in particular, led to communications’ decentralization and the shaking up of on hand paradigms of organizational theory and human interaction. Computers, fax machines, satellite communications, as well as networking systems were the earlier changes experienced by the business world in terms of technology. Today, systems have become more sophisticated, aimed at the efficiency and productivity of a particular organization. As the sophistication heightens, the challenges faced by these organizations when introducing these systems to employees are also on the rise. Introducing any form of technology in any organization faces many challenges, some of which include: Lacking executive support Project resources which are minimal Little employee buy-in Limited company budgets Discussion and Analysis The market environment is becoming more competitive and constantly changing the role played by the Human Resource Manager hence the recognition that Human Resource Management should play a role that is more strategic for any organization’s success. ... Within an environment such as this, the HR expert must grasp how to effectively manage through organizing, planning, controlling and leading the human resource as well as being knowledgeable of up-and-coming employee development and training trends. Discussion and Analysis One critical problem companies face is going for technology with stretched budgets. This could be a potential reason for backfiring implementations. Each organization has entirely different requirements hence cannot implement systems based on what other organizations may have done. Going fully fledged technology may not be advisable unless mandatory for an organization. Since any form of technology in an organization requires huge investment in monetary terms as well as time wise, resources spent will be justifiable only if optimally utilized. Technology depends entirely on the operation’s scope, nature of business, and like details. Infusion of required and partial functions for any system still remains a c hallenge and thus the company may seek the advice of a consultant during the planning stages. Paul Allen of Project Management Institute explains that â€Å"80 percent of new software applications and 67 percent of reengineering efforts are abandoned or fail to meet deadlines or the projected cost benefits†. To steer clear of these statistics, there is need to understand how any technology implementation affects various areas in an organization and how much planning is needed for success. A highly crucial aspect of HRM is evaluation and measuring of program results. In addition to evaluating the internal features of programs of HRM, companies must also assess the programs’ effectiveness by the impact on business success over ally. In other terms, companies need to link their HRM methods to