LDR6100 Deliverable 6 – HR Role Message

HR Role Message

Student Name

Rasmussen University

LDR6100

Prof. Name

Submission Date

Introduction

It would be a good day to celebrate, to congratulate ourselves on our achievements, and it is in this spirit that, as the new Chief Human Resources Officer, I would wish to discuss the new structural changes that have happened in the company and the future prospects.

Reflecting on Our Journey

For instance, there was a high level of decentralized work whereby each department worked on its own, and this could lead to many problems, such as a lack of coordination and communication in the organization. This would also make pivoting towards changes in the market and demands of the customers unfeasible because each of the departments could only understand very little about the overall course directions and visions (Gutterman, 2023).

To demonstrate this, we can give a step-wise account of our product development. The work of marketing, design, and engineering was managed separately prior to the organizational structure, leading to work coordination and conflict of interest. The effectiveness of this strategy was that it caused the production of items that failed to meet the needs of the clients and affected our competitiveness.

Adopting a New Vision

The last reorganization enabled us to do better. The inflexible organization structures have been substituted with cross-functional groups of products in order to reduce barriers (Wiedemann et al., 2019). The new structure enhances collaboration and mobilizes resources departmentally to enhance development and output. As an illustration, we have our newly constituted cross-functional team dedicated to our new e-learning platform.

With the increasing proportion of product leaders at the helm of their teams that include personnel of design, marketing, engineering, and customer services, interconnectivity and efficiency have improved immensely. An opportunity of this process is that it has not only enabled us to shorten our product development cycles, but also ensured that all areas of the end product incorporate our strategic focus as well as the needs of our customers.

Human Resources’ contribution to our success

Having such dynamics, Human Resources will never have a more crucial role than they have today. Human resources is not an organizational structure that effectively manages employees; it is a solution that coordinates employee and team activities towards overall organizational goals. This happens to be one of the elements that we have made sure the performance management system we have implemented accommodates in enforcing a clear picture of how every individual has a role to play towards the collective goal of the organization.

As an illustration, HR will hold performance review and feedback meetings with each of the cross-functional product groups and evaluate the potential areas of improvement and growth with them (Raivio, 2022). This initiative will help maintain the attention and workload of employees at high levels. Moreover, through the assistance of HR, professional development of the corresponding team will be carried out, corresponding to certain requirements, in order to ensure that our staff members in the working force have proper skills and competencies in the area of their work.

The distribution of Greater and Greater

To emphasize the way that we will be active and in a facilitative sense, I will outline some of the actions that HR will be undertaking. We are also executing certain and personal training programs for each of our cross-functional teams. Each of the groups is anticipated to receive such programs focusing on the particular developmental needs and opportunities. Members of a particular team will even have meetings with the members of another team, and this will be organized by HR on a regular basis, where members exchange ideas on how they can solve a problem and also better their interpersonal relationships. Such sessions play a key role during the creation of a sense of unity, a sense of people laboring towards one thing.

Our policy on the performance management system is also very strong, and it has outlined performance measures and open communication on progress and results. It will become very necessary for purposeful planning and steering of activities to ensure they are in line with set objectives; this system will aid in monitoring progress as well as ensuring that all team members get adequate support, they need for them to excel. Additionally, appreciating high performers is an important component of our HR approach (Mihardjo et al., 2020). We will focus on the success of various forms and acknowledge the positive behaviors and results that are in line with organizational goals.

Alignment with Goal Consistency

Therefore, it is time today not just to look back at what we had, but also to envision what we will win in the future. That is why it is necessary that, as we continue to a new cross-functional structure, we should maximize our skills as a unit. We must always remember to ensure that we are all working together towards a common cause. All in all, here one can achieve great and big things. Then we need to keep on working as a team, think out of the box, and strive to give our best. As we go stronger, we should be united. As we move ahead, we must be many!

References

Gutterman, P. (2023). Basic models of organizational structure. Social Science Research Network. https://doi.org/10.2139/ssrn.4545843

Mihardjo, L. W. W., Jermsittiparsert, K., Ahmed, U., Chankoson, T., & Iqbal Hussain, H. (2020). Education + Training, 63(1). https://doi.org/10.1108/et-08-2019-0188

Proceedings of the 2019 on Computers and People Research Conference. https://doi.org/10.1145/3322385.3322400