Aricle about Human Resources

Many times in managerial structure there are challenges that arise as a result of misunderstanding and lack of clarity in the structure of the organization. This is the reason why business strategies must be reliable, flexible, valid and susceptible to change (Marvin 2006).

In this regard, in running of the entrepreneurial activities of the organisation Human Resources function is faced with various challenges. Therefore it is vital for the management to establish a good linkage with various departments and build strong partnership skills with one another (Paul 2007) in order to manage these complex changes facing the Human Resources.Hence in all undertakings of the organisation the processes of Human Resource Management are fundamental and critical at the same time. The issue and cause Therefore in this case of a changed contract of Dr.

Tao as depicted in the conversation on the telephone, shows some of the challenges that Human Resource Managerial carder faces today in this complex and vital field of management (Stephenson, Davidson 2005).In this connection the changed contract issue comes as a result of inefficient, uneffective and failure in the strategic Human Resource Management roles in the structure of the organization, that creates loop holes in the Human Resource section. The problem is severe until it can not be detected early enough until it has a negative impact on the employees. For instance Dr. Tao talks with the head of the department who is not responsible for the recruitment process without involving the HR department.Professor Sinclair goes ahead and conducts a premature recruitment and give the terms and reference of service which is not a position with the HR department (Gregory 2005).

In this case therefore, the structure model has failed and is not reliable since is not able to detect the errors and mistakes in relation to Human Resource Management. The whole issue is rooted in the roles played by different players in the organization. For instance Professor Sinclair should have played her part at the departmental level, to know what the department requires in terms of services of Dr.Wang Tao. Then what she could have done is to consult the department of Human Resource to converse with the new potential recruit to the University.

In this way they could have saved Dr. Tao the inconvenience place upon him of migrating without the benefit expected. In addition the University could have been rescued the blind compensation that they were forced to pay Dr. Tao.

This clearly indicate the another major problem in the institution’s management model that is being used. This is the aspect of communication within the Great Southern University.This is evident due to the contrast given by the Assistant Human Resource Manager Mr. Anthony and the Head of Management Department Professor Sinclair. Whereby Mr. Anthony states that prof.

Sinclair has no authority to offer employment status for an employee, since she is head of management department and not directly involved with matters that relates to employment. This is totally contradictory statement offered from the same organization with person’s in charge of management of related tasks (Marvin 2006).Moreover, the real issue is not for Dr. Wand’s changed contract but the manner at which Mr. Anthony addresses the issue and Dr. Wang.

This depicts that the Assistant HR is not sensitive to the emotions of employees. This is a different case where an employee is frustrated as a result of his changed contract and compensation issues. But Mr. Anthony, talk to him without courtesy.

Hence shows rigidity in the needs of the employees from the management team. Remedy for the organizational HR strategic rolesThe basis for the avoidance of roles within the Human Resource Management is through adapting a management structure that establishes a proper communication initiative. Communication is an efficient and effective management initiative that is vital for an efficient system within an organization. An organization with good structure that facilitates sufficient and smooth flow of information rather than to barricade will allow for coordination of functions and such inconveniences are less likely to occur.

For instance if the Great Southern University institution had the well structured model that allows information flow and response of the same. It would not have resulted in the changing of Dr. Wang contract without proper communication to Dr. Tao in time.

Furthermore there would be no contradicting information a bout contract details as given by Assistant HR manager and Head of management department. Therefore to avoid such problems and inconveniences caused to the organization and employee’s, flexible and reliable HR management model is vital.Additionally, a reliable and flexible model enhances organizing and managing the organization’s Human Resources in a way that facilitates the following; Human Resource people focus on their development needs and defines the skills required and reward in terms of compensation when looking for employees (Stephenson, Davidson 2005). Secondly, bridges HR with business in such a way that managers shall be sensitive to the needs of the work force since they can perceive and conceptualize contribution people have on the business outcomes.

Thirdly, it enhances a influence of the HR and organizational behaviour and performance, in addition to building knowledge and expertise. This is important because the HR shall actively put up with organizational process and guidelines (Johnson 2008). Like for the case of the changed contract the misinformation and mix up of management roles could not have happened if the system had a stipulation that was being adhered to in relation to processes and guidelines.This could have meant that Human Resource Department and Management Department to perform their role (Andrew 2005) and if someone performed the other role apart from its department roles could have communicated to make early and appropriate corrections.

Moreover the structure and culture should encourage creativity and innovativeness of the HR and flexibly explore the options during the times of a management crisis or challenge. In this way the managerial should be responsive to the needs of the organization and people, at the sane time adapts and accommodates challenging (Marvin 2006) circumstances and persons.Lastly, the organizational management model should incorporate the evaluation and monitoring Human Resource initiatives to maintain or sustain and improve service delivery that leads to consistence and increase in business output. Conclusion In order to sum up this essay on the Human Resource in organizations, it is a point of worthy to mention that Dr. Tao has got his rights in relation to that changed contract.

For instance Dr. Tao has a right to a fair treatment which includes reward of salary terms. Mr.Anthony has no mandate to intimidate Tao in any way capitalizing on his situation and argue fallaciously through begging the question that requires a suggestive answer. “There is nothing I can do, will you accept the position? ” But on the other hand Dr.

Tao as a learned person he could have also conversed with the human resource manager of the institution rather than relying on the head of management department alone which in all employment terms is not closely related. The options for Dr. Tao is to accept the offer if he feels he can put up with it, turn down the offer if is unfair or sue the University.