Employees’ Contribution Strategic Management
The organization does not win because it has an excellent leader with the vision, but it wins, because the employees contribute to its success. The strategic role of Human Resources is in the proper management of the employees’ contribution. The human capital is the main source of the competitive advantage today and Human Resources is responsible for the design of the HR tools to develop the human capital of the organization.
The strategic HR management role in the management of the employees’ contribution is in the proper employee advocacy as the employees feel freedom to increase their contribution to the results of the company. The leader can set the vision, but the way forward is in the mind of employees. The role of Human Resources is to provide tools to managers and employees to energize their minds to increase the performance given to the organization.
The HR Professionals have to understand to the wishes and emotions of employees as they can make the right proposals to the management of the organization. Human Resources represents the management, but it represents and fight for employees as well. It is not the easy HR Role, but HR has to be respected on both sides. The employees have to trust to Human Resources to tell the truth and their real wishes and management has to be proud to listen to the honest feedback given by Human Resources.
Human Resources cannot increase the employees’ contribution on its own, it can just be one of the partners in the process. Human Resources has to actively discuss with the employees to feel their emotions and to catch the early warnings from the field.
The market changes and the employees have to work in different conditions. Human Resources has to listen to employees to find out, that their needs are changed and the management has to provide the employees with different resources to allow them to be fully productive and efficient. The management wants the stability of the organization, but they do not mind, their tasks and orders are different. The employees need new tools and Human Resources has to listen to employees to allow them to succeed.
The HR Manager and HR Employees should allocate a proportion of their working time to listen to employees as they need to speak to someone in the organization, they can trust to. Human Resources has to play this strategic role for the organization. Sometimes, the solution can be easy and cheap, but it can bring the huge cost saving.
