Human Resources Frame - Essay Sample

Introduction

The leaders in the organization should focus on human resources. The organization’s employees can make or destroy the organization—the human resource frame focuses on employee empowerment, staff development, and response to their needs. Employees need an organization that takes care of their welfare. The essential aspect of the human resource frame that stakeholders and leaders should focus on include; motivation, feeling, mood, interpersonal relationship, satisfaction, and organizational culture. The management of the organization is not all about giving out orders. The leaders are supposed to consider interpersonal relations. Human resource frame focus on human needs and organizational requirements.

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It is crucial to understand people’s unique talents and strengths to fit in the job market. The frame involves the leaders who lead the employees and strengthens their relationship with the organization. Reaching the employees’ goals is by maintaining interpersonal relationships and investing in activities that bring employees’ growth and development. The employees in the organization want to be involved. They need to be in plans and organizational goals. The organization works well when there are balance and structures that speak for the employees. The leaders and the managers highly benefit from the human resource frame. It helps them organize the employees and integrate them most effectively. The leaders need to invest in the employees’ development, interpersonal relationships, and motivation factors.

The Power of the Human Resource Frame

Human resource frame focus on several activities such as motivation and satisfaction. The activities in this frame are beneficial and have the power to change the organization. The number one use of the human resources frame helps understand and fit the employees’ skills and abilities. It works well for leaders because they know the type of employees they are dealing with and how to allocate duties (Oltman, 2013). The second importance is the human resource frame helps the organization to take care of its employees. Some organization neglects its employees, and they have the power to build or destroy the organization.

The proper understanding of the interpersonal relationship is essential. It is the third use of the human resource frame. It helps the organization meet the organizational goals and helps employees can achieve stability and satisfaction. The human resource has absolute power, and it has the following four assumptions. The organization should serve the needs of the employees. It is excellent to note the organization and the employees need each other (Smith, 2012). Therefore, they should treat each other respectfully and serve each other’s interests. The human resource frame helps the organization get talent, people, careers, energy, and skills that they very need.

How to Use the Frame

As a leader, there are different places I can use the human resource frame. Why use the human resource frame is a critical question. It can help ensure one has full information about the employees and their abilities. Understanding the employees’ qualifications and how one can make them better employees is the number one goal. The human resource frame aims to see the employees get the right treatment as they work. As a leader, I would use the human resource frame to motivate the employees to do their best—when and how is very important because it defines a particular time and place to apply it.

Hiring is one of the best times to have the human resource frame. It should be included in the employment contract. Indicating the type of payment package that the employees will have is essential. Again, laying down structure and system to allow personal growth is vital. The human resource frame can apply in many ways, and one of them is offering training programs for the employees (Sasnett, & Ross, 2007). The training can help improve work morale and foster productivity. Catering for the employees’ welfare is the other way, which can boost the work morale. Examples can be free breakfast, lunch or even free transport. Promotion and increasing the employees’ salaries is the other approach that can work for the organization.

Strengths and Limitations

The first strength is that it can improve the performance of the organization. When the employees are motivated, they work better to meet the organizational goals. Increased productivity is mostly a result of how the employees are treated. Providing a working environment, empowering the employees through specialized training, and other ways improve the quality of service and products the organization offers (Scouller, & Chapman, 2018). The other facts are that it will reduce the high turnover cost because the employees are satisfied and would like to stay or work in the organization for long. It can help the service delivery and again build its image because employees give the best when motivated.

Conclusion

The human resource frame is a cost to the organization. The organization will have to incur money to train the employees. The organization needs a budget for all the activities they plan to implement. It can be a loss for the organization if no meaningful results are seen after the whole process. The organization needs to do everything to see the organization provide the environment that can help the employees to work and deliver the best they can. The paper explains the human resource frame and the importance and usefulness—finally, the importance of the structure, its challenges, or strengths.

References

Oltman, H. (2013). Reflection 5: The Human Resource Frame | Step Up. Blogs.baylor.edu. Retrieved 27 November 2020, from
https://blogs.baylor.edu/haileyoltman/2013/03/27/reflection-5-the-human-resource-frame/.

Sasnett, B., & Ross, T. (2007). Leadership frames and perceptions of effectiveness among Health Information Management program directors. Perspectives in health information management/AHIMA, American Health Information Management Association, 4.

Scouller, J., & Chapman, A. (2018). Bolman and Deal: Four Frame Model of Leadership – BusinessBalls.com. Businessballs.com. Retrieved 27 November 2020, from
https://www.businessballs.com/leadership-models/four-frame-model-bolman-and-deal/.

Smith, M. J. (2012). An Examination of Four Organizational Dynamics Questions.