Question

Q4."So as to cope with the chaotic competition, organizations would need to Manage their human resource carefully, using an appropriate mix of hard and soft HR interventions. But employee engagement would continue to be their dominant concern for developing a high performance work system." Discuss this statement .

Answer 1

Refer the below images for the above asked question in a detailed way of explanation .
Answer: * In the late 1960's a new term sortaced: Fordism. th torm first surfaced in car factories producing Ford cars, where the management decided to focos on Standardization, homogeneity & economies of scales as a way of dealing with the increase in competition as a result of globalization. Fordism was one of the best ways of coping with the ever-growing competition; by Standardizing the production factories were able to create economies and produce products in vast numbers and with the bil Shock in 1973, competition and a rise in prices resulted in outsourcing of factories to cheaper locations in the late 19to's - 80's. Today organizations face numeral challenges caused by the hyper a competitive organizations that faced competition from a rather small and limited market, such as the Danish market now face competition from all over the world due to globalization. This has lead to increased pressure on hining not just good people, but the right people in to face global competition, where it is no longer possible the last per Ber operating on't due to new the business environment (Sainice Khan 2000 environment. he typer a competitive organizations face yet another challenge when looking to live new alent, as the hyper competition for talent has emphasized the need for policies es practices to attract talent in order to provide a higher competitive advantage with the new generation, geny, HR-managers are forced to look for new Strategies in managing homan resource and attracting talent.

ormer Geny differs widely from former generations in a to their job. Geny are known to be impatient, blunt less tolerant, but one of the bigger reasons why stro Such as Fordism are not suitable for the geny, is need for a meaningful work, generations in their expectatic impatient, blant and reasons why Strategies Challanges Continuous need as well as to be HR managers are forced to look for new ways. managing human resource, while taking the challenges of globalization and chaotic competition. This has lead to stra homan resource management which while showing a lot potential, Still faces environment - driven Challanges a challenges concerning the organizations continuous need competitive and the individuals need for justice as In order to face these challenges and manage the generation worker, HR-managers are forced to focus on both Soft and hard elements of Mckinley's fes framework, Where former managers focused solely cool mostly on the hard elements [Rees 2014]. Strategic HRM now focuses on working according to an Echao division between hard a soft elements, towsing on the soft elements 801 of the time and hard elements the remaining Dot of the time one way of doing so is through management by walking aroond (MB wo), where managers literally walk around the organization, communicating with the employees and showing an interest in that work and personal life. This makes the employees feel a sense of belonging and is one way of retaining talent in the hyper- competitive environment.

from " the the Michigan Harvard his Shift from a hard model of Strategic human resource management is shown in the Shift from the model to the Harvard model [Beer et al. 19857 the model Stresses homan, ie, soft aspects of human se management and is concerned with the employer emp relationship as well as communication and motivation : Harvard model employ four policies, employee int! homan resource flow and reward systems and work sys to generate the for cs : commitment, compe Congruence and cost-effectiveness. * are some gee engagement The Harvard model not only emphasizes Soft Values ! also shown the Shift towards the employee involvement organisations as a means to create motivation and reta Employee indvement as will as employee engagement an of the main ways for organizations to generate high performante work systems, while high performanca. Works Systems also provide meaningful jobs, more flexibility and higher employee involvement Rees 2014] there by providing the types of jobs gen & is interested in while also providing the organisation with competitive advantage. By engaging employees, organizations can create loyalty, motivation & tead employees towards feeling a sense of control over that work, being receptive to change & become Creative at a higher level. x To generate employee engagement the organization needs to have a clear vision, making it easier for employees to see where the organisations is going & how. The organisation Should provide employees with opportunities to develop both personally is professionally, through courses, varying work tasks (or) the like.

other important factors that the organisation should strive ? provide are; commonication, opporturities for experimentation, sense of community and being a team, a meaningful wo and an incentive to work through compensation packages These are all ways of generating employee engagements thereby high performance work systems. work lite eaningful * A discussed above the statements in the given ayoote are truthful g meaningful in working with Strategic homan resource management, white one might want to add the importance of employee involvement is employce participation, as well. the great importance of having the right management & HR-management to lead the organisations workforce as a diverse learning organisation in order to attain the greatest source of competitive advantage through knowledge Sharing & an alignment of human capital and business capital.