Competitive Challenges Of Hr Commerce Essay Example

significant structural and employment changes due to globalization.

In addition to these challenges posed by globalization, HR innovation has become another major concern today. The term "HR innovation" can be broadly defined as implementing any new idea that solves a problem or more practically as transforming new ideas into sustainable value through economic activity (Dessler et al., 2007).

Similarly, organizational innovation refers to the adoption of new ideas or behaviors that are new to the organization (Dessler et al., 2007).In order to remain successful in the competitive environments of knowledge management and the global knowledge economy, organizations must adapt to changing dynamics (De Ceiri Kramar). According to Svieby, there are two divisions in the global business perspective: the knowledge paradigm and the old industrial paradigm. The first group manages knowledge within organizational hierarchy, while the second group relies on cognitive workers and academic websites for information gathering. This knowledge-based management system is connected to IT and technological advancements in manufacturing, transportation, and micro-processes. In recent years, HRM's role has evolved from an administrative body to a strategic function actively involved in corporate planning and decision-making processes. This highlights the importance of HR professionals breaking away from traditional thinking and participating in strategic decisions. The continuous advancements in HRM, information technology, manufacturing techniques, and supply chain methods present a significant challenge for modern businesses. Consequently, some leading companies effectively address these challenges while most businesses overlook them. Scholars should focus on addressing this research gap (Magnusson et al., 2008).E-learning is a popular method for employee training and updates, particularly in countries like Australia with dispersed populations. It offers cost-effective and time-saving benefits, making it easy for employees to

learn. Managers can also efficiently manage resources and assess staff expertise by participating in the training process and gaining insight into staff difficulties (www.ahri.com.au/elearning).
Attracting and retaining employees is a major challenge for organizations. The goal is to effectively communicate the organization's message to capture the attention of job seekers, even those who are not actively looking for a job. Retention efforts aim to encourage employees to stay longer with the company, as staff turnover has always been seen negatively by organizations but has become an even bigger challenge recently. These retention activities focus on increasing job satisfaction and commitment while reducing turnover (Dessler, Griffiths & Lloyd, 2007).
Recruitment is a complex process that involves gathering and evaluating information through testing, interviews, and reference checks. It goes beyond simply placing an ad in a newspaper; it requires actively seeking and attracting the right individuals (Minnesh Kaliprasad). In recent years, developed countries have experienced significant economic growth along with both positive and negative consequences.One of the main challenges faced by employers is the lack of skills, which requires them to develop strategies. The rise of globalization has given employees more choices when deciding on a company, taking into account factors like reputation, leadership style, compensation packages, work environment quality, facilities and incentives availability, recognition of employee efforts, as well as growth opportunities (Dessler et al., 2007). Companies that are preferred by employees and have lower turnover rates possess specific factors that make them appealing. Employee engagement is another crucial factor in attracting and retaining employees. This depends on effective HR practices and refers to the emotional commitment employees have towards their work in order to prevent boredom. To

ensure employee engagement remains high, companies use different strategies such as offering interesting tasks, flexible schedules, recognition programs, training opportunities, and chances for career advancement (De Ceiri & Kramar, 2008). Organizations also utilize fringe benefits as a cost-effective approach to attract and retain employees. These may include policies regarding casual dress code or flexible starting times for work shifts or accruing vacation days off.According to Sharon Commingham (2002), job sharing and part-time positions are offered as fringe benefits by organizations to gain a competitive advantage in the job market. The ability to sustain in a competitive environment is a critical challenge for organizations. In the past, sustainability was mainly discussed conceptually in management studies. However, recent developments have highlighted the correlation between sustainability and HR issues. Technological advancements, globalization, and competitive demands have significantly impacted traditional concepts of HR management (HRM), strategy, and decision-making within organizations. When considering the link between sustainability and HRM issues, three key questions arise: a) How can HR executives effectively manage the supply of qualified and motivated human resources? b) How can they prevent negative impacts from HR deployment? c) Who should be responsible for implementing necessary measures? Despite its significance in HR management and practice, there has been limited attention given to sustainability by HR researchers. The existing literature on the relationship between sustainability and HRM is insufficient. Therefore, it is crucial for HR professionals to comprehensively develop and understand this connection in order to mitigate negative effects associated with this issue.Hewlett-Packard (HP) is known for its commitment to sustainability and is considered a leader in the industry. The company has innovative HR policies that focus on attracting and

retaining top talent. HP's website provides comprehensive information about the company, including details about its founders, a brief history, and recent developments such as the merger with Compaq. The company's philosophy is based on principles established by its founders, which emphasize changing the world, collaboration, and trust among colleagues. Employee testimonials support this philosophy. HP presents the merger with Compaq not just as a topic of discussion but as a union of people from both companies working together to create a new HP. The company values diversity and places great emphasis on prioritizing individuals. The website offers clear insights into how HP implements its diversity policy. In addition, HP's employee training and development policy aims to enhance skills for goal achievement and career growth for graduates. Job applicants can find information about HP and available positions on the website along with concise job descriptions that help them assess if they meet HP's requirements and culture (Dessler et al., 2007). HRM faces challenges in motivating employees due to an ever-changing workforce, so maintaining flexibility is crucial for directors to keep all employees engaged and motivated.The recognition of employees' unique cultural backgrounds is important for organizations. Motivation, which can be described as an internal drive or purpose that compels individuals to take action, varies among individuals. Some are motivated solely by monetary compensation while others strive for excellence. Understanding the relationship between employee motivation and organizational performance is vital in creating a motivating environment. Motivation is key to retaining and maximizing employee performance, encouraging their desire for growth, contribution of skills and experience, and loyalty to the organization. Commitment, work ethic, and longevity with the organization serve

as indicators of motivation level in individuals. According to Greenberg and Sweeney (2010), leaders must build strong relationships with both top performers and potential top performers in order for the organization to benefit from their contributions. The challenge lies in ensuring these individuals recognize their value within the organization and remain engaged and motivated for their future there. While competitors can easily copy a company's products and methodologies, its human resources - especially its top talent - cannot be replicated. Strategic planning plays a crucial role in organizations' success and accomplishment of their mission.

Source: https://www.example.comHRM is a model for making management decisions by analyzing current human resources, the labor market, and future HR environment. This provides valuable information about different HR strategies that support organizational goals (American Journal of Business Education, 2009). Companies use five approaches in strategic planning for HR: restructuring, preparation and development, enlisting, outsourcing, and coaction. Restructuring involves reducing employees and reorganizing work units. Training and development focus on equipping staff with skills for new roles. Recruitment involves hiring individuals with appropriate skills for future needs. Outsourcing means using external services or companies for certain tasks. Collaboration addresses skill shortages and shares training costs.

Competence in HR professionals refers to dimensions of behavior indicating superior performance at work. Traditional competence is defined as abilities and capabilities required to perform a job well. However, a more recent definition states that competence is the knowledge, skills, and values individuals use to excel in their work. Competences play a crucial role in various aspects of human resource management such as recruitment, performance management, and strategic planning.

Unfortunately, some HR executives lack the necessary competences for strategic planning.

To address this issue, several studies have been conducted to enhance the competences of HR professionals.
One study discovered that crucial competences for HR professionals include computer literacy, broad knowledge, HR vision, and the ability to initiate change. Another study emphasizes personal qualities, leadership style, management intuition, and functional abilities. Furthermore, a comprehensive study suggests that HR executives should possess knowledge in financial management, an understanding of external competition and customer needs, as well as effective collaboration with line managers and the community (Selmer & Chiu , 2004). In 2005,Welford identified ten critical skill areas that HR professionals must master to meet contemporary challenges. These areas encompass self-awareness,presence , service orientation , communication,presentation,and facilitation. The text discusses the importance of HR professionals knowing their strengths and weaknesses to effectively manage their emotions and handle pressure while emphasizing professionalism , accountability , trustworthiness,and ethics . It highlights the significance of service orientation, communication skills, relationship building,and being a change agent in HR professionals.It also underscores their problem-solving abilities as well as making sound decisions,set goals,and achieving results.Neel-Schaffer Inc.is an engineering firm located in Jackson that exemplifies successful recruitment and retention of new employees.The company, Neel-Schaffer, started with 20 employees 25 years ago and has since expanded to include 27 offices and employ a workforce of 400 individuals. With an annual payroll of approximately $22 million, the company has experienced significant growth. Ready Meador, an engineering director who has been with Neel-Schaffer since its inception, values the opportunity to contribute to life-changing projects and takes pride in being part of the company. He acknowledges that while Neel-Schaffer has evolved and improved its services over time, its core principles

have remained unchanged. Mauricka Mckenzie recently joined Neel-Schaffer as a water resources engineer because of its strong reputation for prioritizing employee commitment. Mckenzie confirms that his expectations have been met by the company's practices.

Google is another global corporation known for providing solutions related to search needs, entertainment, and knowledge acquisition. The primary focus of Google lies in innovation and efficient business strategies.Google remains committed to maintaining a small company atmosphere where every employee can showcase their skills and contribute to the organization's overall success. The company offers customized compensation packages, including competitive salaries, bonuses, and equity components. Additionally, Google provides opportunities for employees to earn extra financial rewards. With offices worldwide, Google promotes cultural diversity and ensures a stimulating work environment by hiring talented individuals from different locations. They have created a workspace that fosters enjoyment, inspiration, and professional development while using appreciation as a motivator. Moreover, Google offers various benefits such as medical plans, stock options, and parental leave. The company values innovation and continuously works on enhancing technology for its users' benefit. Undoubtedly, Google holds the leading position globally in the technology and information services industry.:
Furthermore, Google.com.au offers a variety of additional perks to its employees. These perks include exceptional dining facilities, gyms, laundry services, and amenities such as massage rooms, haircuts, car washes, dry cleaning, and community buses. In addition to these amenities, the company also extends a range of employee benefits aimed at supporting their devoted staff members. These benefits include medical insurance (including dental and vision coverage) and automatic and voluntary life insurance offerings. The company also provides retirement and savings programs as well as paid one-year vacation programs

in order to attract, motivate, and retain their workforce. It is evident that the implementation of these benefit plans has greatly contributed to Google's outstanding reputation and success. This is particularly apparent in the eagerness of job seekers to join Google Australia's Sydney central offices since their opening in June 2009