HR Management Essay

Innovation is identified as unrivalled of the viable ways of ensuring a sustainable warlike advantage for organizations in the modern highly competitive global merchandise economy. Innovative practices in an geological formation are solely dependent on the skills, qualifications and objective committedness of the comp whatever work force towards the underlying goals of the make-up (Korman & Kraut, 1999, p. 31). This dictates for the recruitment, training and retention of the trump out and reliable employees in any organisation.Still, another authorised practice for ensuring mod strategic practices in organisation is by ensuring the implementation of an impressive employee employ policy (Tyson, 2006, p. 41). Such serve to promote the commitment and olibanum the fecund ability of the employees to the firm. Therefore, since gentleman alternativefulness anxiety services the purpose of recruiting, training, and retaining as well as motivating employees, it has a key role to evasive action in developing advanced(a) strategic practices in order to collapse to organisational performance in todays rapidly changing economy.This canvas will identify some ways in which military man resource focusing can engage in enhancing innovative practices in the company. In order to ensure the sustainable realisation of innovative strategies in an organisation, tenderity resource counselling should engage in recruiting skilled and measure up workforce for the organisation (Jackson & Schuller 1996, p. 51). It has been sufficient established that new employees bring with them new ideas into the organisation.Therefore, as an important role by the human resource department to necessitate employee recruitment, it should ensure a free and fair recruitment process that is name on qualification and individual personality compatibility to the set corporate estimable conduct of conduct in the company. Another important practice by the human resource management department is to engage in efficacious employee training programmes which are reflective of the underlying competitive needs of the organisation (Storey & Sisson 2000, p. 8). Marketplace demands are evidently changing constantly dependable as technologies and innovative products are flooding the market. All these are creating new loopholes for unmitigated competition in the market economy. overdue to this primer coat, human resource management is charged with the responsibility of ensuring that employees in the various company departments are furnished with the knowledge necessary to act more competitively against those of other competing organisations (Ulrich, Huselid, & Becker 2001, p. 73).Due to the importance of engaging employees in training programs based on inform decisions, which are reflective of the market demand, human resource management should be on the forefront in studying, qualifying, and quantifying the constant swings in the market course of action (Tyson 2 006, p. 38). This makes an effective human resource management practice more than just striving to ensure a productive workforce for the organisation. Another important aspect for the realisation of effective employee training is devoted involvement of the human resource in influencing the decision making process in the organisation (Carroll, Gupta, & Martell, 1996, p. 3). This aids in persuading the company management in appreciating the need and thus factoring enough company resources for executing employee training programs. Still, it has been evidently claimed that the human resource management should endeavour in identifying skills and talents among the various employees of the organisation (Carroll, Gupta, & Martell 1996, p. 21). erect to be appreciated here is the fact that not all qualified members of the workforce have the reliable innovative and leadershiphip skills required for sustaining the competitive advantage of the organisation in the marketplace.Therefore, traini ng programmes in the organisation should completely be prioritised for the highly talented workforce. Retention of employees is another important human resource management practice for promoting sustainable innovative strategic practices in an organisation (Korman, & Kraut 1999, p 46). The loss of reliable employees in an organisation is found to impact negatively on the sustainable competitive advantage of the organisation. This is tight attributed to two reasons. First is the high costs incurred by the organisation in nurturing their skills.The second reason is the fact that the company risks loosing its backup secrets to their competitors (Korman, & Kraut 1999, p. 49). It is due to this reason why employee engagement remains an important function of human resource management as it enhances employee fulfilment and thus retention. To realise constant innovative practices in the organisation, human resource managers should be more of leaders than managers. By so doing they motiva te and inspire the workforce to engage in innovative activities as well as providing suggestions on possible solutions to challenges affecting the organisation (Storey & Sisson, 2000).Another important practice for human resource management is ensuring effective organisational succession practices. This is crucial in ensuring sustainable continuation of the innovative strategic practices in the organisation, a factor that helps in realising and sustaining a competitive business advantage for the organisation in the marketplace. In conclusion, human resource management is the most important function for realising a practical long verge innovative strategic practices in a company.The HR is responsible for recruiting, nurturing, and retaining skilled and talented workforce for the organisation (Storey & Sisson, 2000). To achieve this, human resource management should engage in conducting recruitments and employee training programmes based on the competitive market demands of the time. On the question of employee retention, human resource managers should act like employee leaders to inspire innovation while enhancing openness among employees to identify and resolve any eminent problems. This enhances employee commitment in executing company objectives.