Many companies claim that their employees are their major asset. This is really so as employees are the ones who generate ideas and bring them to life. HR management is seen as one of the most important aspects as HR policies enable the company to have efficient teams of high-profile employees who set and manage to achieve goals. Thus, HR policies can affect individuals in many ways. These strategies make people acquire new skills and knowledge, share the organisation’s values, self-develop and so on (Torrington et al. 2014). By and large, it is possible to note that HR policies make each individual fit the goals of the company.
At the same time, each individual has a certain influence on the organisation. Of course, leaders often have a major impact as they often create teams, choose the most effective employees, and even shape some individuals’ behaviours and characters (Burkus, 2011). Using the strengths of employees, many leaders increase their teams’ and/or company’s performance. These activities have a significant effect on the company’s performance.
At the same time, it is possible to note that each employee can and often does influence the development of the organisation and its performance. Gorenak and Košir (2012) state that people working for an organisation develop its values. The researchers note that in many cases the company’s values can be regarded as the total of its employees’ values. Even companies with well-established values are subjected to changes as new employees often bring changes and shape (to a certain extent) the organisation’s culture and values.
In conclusion, it is possible to note that individuals affect the development of the organisation and vice versa. HR policies should be used to control this process and make it beneficial for the organisation as well as each employee working for it.
Reference List
Burkus, D 2011, ‘Building the strong organisation: exploring the role of organisational design in strengths-based leadership’, Journal of Strategic Leadership, vol. 3, no. 1, pp. 54-66.
Gorenak, M & Košir, S 2012, ‘The importance of organizational values for organization’, Management, Knowledge and Learning, pp. 563-569, Web.
Torrington, D, Hall, L, Taylor, S & Atkinson, C 2014, Human resource management, Pearson Education Limited, Harlow.