Business Capstone Project Complex Business Structure

Question: Discuss about the Business Capstone Project for Complex Business Structure. Answer: Introduction: With the increasingly complex business structure, the role human resource management has become extremely crucial for fulfilling all the responsibilities of the operational process. Effective utilization of human resource practices has allowed organizations to keep talent associated with the organizations for long period of time that is necessary for achieving sustainable growth in the market (Aswathappa, 2013). Over the years, many studies have been developed on the over the HRM concept that has helped organizations to fulfil all the responsibilities in an appropriate way. On the contrary, lean HRM is a relatively new concept that primarily concerned with the employees cultural dynamics and leadership structure that is required for fulfilling all the objectives related to operational process. Lean HRM has helped organizations to utilize all the modern trends in an appropriate way that allows reducing the cost related to the operational process. In addition, lean HRM practices have a lso helped to add value to the employees, which influence them to give their best at the workplace. Lean HRM also has helped organizations to develop new type of relationship between employees and management (Bamberger, Biron Meshoulam, 2014). As a result, it has helped organizations to perform several complex business responsibilities in an effective way. In this study, the focus will be on several aspects of lean HRM practices and its expected impact on the effectiveness of the operational process. The study will focus on the effective development of hypothesis regarding the several aspects of lean HRM management concept so that it can able to highlight the kind of impact it can have on the productivity of the business enterprises. H0: Lean HRM practices is more effective than traditional HRM practices in the organizational structure H1: Lean HRM practices is not more effective than traditional HRM practices in the organizational structure As per the article by Delahaye (2015), traditional HRM process deals with several organizational activities that allow fulfilling all the responsibilities related to business processes in an appropriate manner. Traditional HRM primarily focuses on the inclusion of different policies and procedures for handling different activities of the organizations. In traditional HRM practices, prime focus provided on the development of culture and values in the organizational framework so that employees can give their best at the workplace. Furthermore, Boxall (2014), have highlighted recruitment and selection process is among the prime responsibilities of the HRM that allows organization to fulfil all the responsibilities in an effective way. Appropriate selection of talents is significant for achieving sustainable growth in the competitive market. For that reason, traditional HRM practices focus on the series activities at time of recruiting people within the organizational structure. Traditio nal HRM practices also deal with the identification of training and development needs in several departments, which is necessary for enhancing the performance level of the organization. As per the article by Bratton and Gold (2012), traditional HRM practices also include effective measurement of the performance level of the employees, which allow organizations to provide effective career enhancement process to the employees. Thus, it helps organizations to motivate employees to give their best at the workplace. In addition, traditional HRM practices also have provided focus on the effective development of the organizational structure so that all the activities can move towards a specific direction. On the other hand, lean HRM practices focus on continues improvement procedures so that it can able to fulfil all the responsibilities in an appropriate manner. The focus on lean management procedure is on the efficiency level of the operational process. As per the article by Edwards et al. (2013) lean HRM process include open communication, management commitment, change in organizational structure, training and team working perspective that can have major impact on the organizational procedure. For instance, lean HRM process has focused on continues improvement process of communication procedure so that all employees can able to understand their roles and responsibilities in an appropriate way. Furthermore, lean HRM practices focus on the effective evaluation of cultural and environmental change and its expected impact on the organizational business perspectives. Therefore, it allows organizations to develop several precautionary steps in order to avoid any difficulties in the opera tional process. As per the article by Dias (2016), lean HRM procedure helps to create an ally in the lean transformational process by the virtue of interactions. Thus, it actually focuses on the effective enhancement of the provided services of the HR department so that work culture of the organization remains intact. Lean HRM process also not only focuses on the effective utilization of coordinate training so that employees can able to handle all types of complex future challenges in an appropriate way. It has also allowed the organizations to reduce the impact of cultural change on the work environment that eventually will create positive impact profitability perspectives of business enterprises. H0: Organizations need to include lean HRM practices for fulfilling all the requirement of the operational process H1: Organizations do not need to include lean HRM practices for fulfilling all the requirement of the operational process As per the article by Hendry (2012), effective utilization of human resource management is extremely important for fulfilling all the responsibilities in an appropriate manner. The prime objectives of lean are to develop a culture for continues enhancement of the employee involvement rate for the organizational responsibilities. It has been assessed that the prime objective of initiating lean HRM practices is to enhance the value provided to the customers. Thus, lean HRM is trying to provide assistance to the organizations so that they can able to gain sustainable growth with limited resources. In the present competitive business environment, minimization of operational cost has become necessary for fulfilling all the business objectives in an effective manner. As per the article by Martnez-Jurado et al. (2013) lean HRM practices focuses on the systematic implementation of the procedure so that it can able to reduce any wastage of resources. Thus, it actually helps to increase the ef ficiency level of the operational process, which is necessary for achieving sustainable growth in the market. As highlighted by Mathis et al. (2016) continues utilization of advance technologies has induced employees to learn several new techniques for fulfilling all the responsibilities of the operational process. Therefore, it has become necessary for the HR team to identify the significance of training requirements for the enhancing the effectiveness of the operational process. For that reason Jrgens and Krzywdzinski (2013) have mentioned that organizations have to focus on the lean HRM practices to successfully provide value to the customers. Now, it has been assessed that providing additional values to the customers is essential for achieving sustainable growth in the market. In fact, value added services actually helps to develop strong brand image for a particular organization that eventually help to enhance the profitability level of a business enterprise. In addition, it also has helped organizations to reduce the amount of resources required for fulfilling all the requirements of t he operational procedure. As per the article by Mondy and Martocchio (2016), the inclusion of lean approach in the organizational environment helps to develop a culture where every employee can contribute to the decision-making procedure. As a result, lean HRM practices actually allow organizations to enhance the belongingness among the employees that eventually helps to reduce employee attrition rate. Thus, it helps organizations to keep talent associated with the organizations for a long period of time, which eventually create positive impact on the profitability perspectives of business enterprise. As per the article by Nslund (2013) lean HRM practices allows organizations to identify employees who are not being utilized to the fullest. Therefore, it is actually helping organizations to implement separate plans for those employees so that they can able to give their best at the workplace. As a result, it is increasing the effectiveness of the operational process, which will creat e direct impact on the profitability perspectives of the organization. H0: Organizations have to include lean HRM practices for effective utilization of Six-Sigma structure H1: Organizations do not have to include lean HRM practices for effective utilization of Six-Sigma structure As per the article by Slack, Brandon-Jones and Johnston (2013), organizations need to implement each and every strategy that can have positive impact on the profitability perspectives. Now, it can easily be understood that lean HRM practices are among the new phenomenon that can take a business further towards achieving its business goals in an effective way. However, several studies have highlighted the fact that organizations need to develop a clear plan for initiating lean approach in an effective way. Otherwise, it can create difficulties in fulfilling all the requirements of the operational process. Firstly, organizations need to identify the quality of provided services in order to highlight the areas where changes need to be initiated in an effective way (Tyagi et al., 2015). After that, organizations need to provide prime focus on the customers of HR or senior management so that all the initiated strategies can add value to the customers. Thus, lean HRM practices include fact ors like the effective development of staff policies guidelines, proper wage management, proper utilization of staff information system so that all departments of the organizations can work towards a single goals or objectives. On the other hand, Purce (2014) have highlighted that the time required for fulfilling all the requirements related to the recruitment process is extremely important. In the case of traditional HRM practices, organizations focus on the utilization of systematic procedures for fulfilling the requirements of the recruitment process. Therefore, it often requires too much time that reduces the effectiveness of the operational process of the organization. However, in case of lean HRM practices, special attention is provided to the time required for fulfilling all the activities related to recruitment process in an appropriate way. Therefore, it helps organizations to maintain the effectiveness of the operational process, which is expected to create positive impact on the profitability perspectives. As per the article by Truss, Mankin and Kelliher (2012) utilization of lean HRM practices can actually help to increase the satisfaction level of the line workers, as it allows them to contribu te both physically and mentally. Therefore, it is expected that lean HRM practices will help to increase the efficiency level of the production process of the organizations that eventually increase the profit margin in an effective way. However, Urtasun-Alonso et al. (2014) have mentioned that utilization of lean HRM policies can actually create confusion among the employees regarding the roles and responsibilities, which is likely to create an adverse impact on the operational process of the organization. Furthermore, it can reduce the significance of the senior management at the time of developing any decision for the business processes. In addition, reduction of all non-value added work eliminates buffers from the production process. As a result, it increases the amount of pressure employees have to face for fulfilling all the requirements of the operational process. Thus, it can actually increase the issues associated with the employee exploitation process. In fact, Tyson (2014) have mentioned that it is inevitable for the organizations to focus on the employee exploitation perspectives for achieving all the objectives associated with the lean approach. However, the lean approach can actually increase the profit level of the organizations and also can provide competitive advantage in the market. However, senior management should not confound their appreciation for quality improvements and cost reduction with the employee gratification at making these improvements possible. For that reason, several studies have mentioned that lean approach of the organizations is just a modified Taylorist approach. H0: Lean HRM practices help organizations to establish financial practicality in any business enterprise H1: Lean HRM practices do not help organizations to establish financial practicality in any business enterprise As per the article by Vandenabeele, Leisink and Knies (2013), lean approach argues that the crucial element in implementing change needs to evaluate in an effective way. Otherwise, the entire operational process of the organization can completely breakdown, which will obviously create adverse impact on the profit level. Thus, the impact of lean HRM practices on the financial condition of the organization depends on the implementation process. For instance, organizations need to evaluate the value chain process in such a way so that it can able to implement lean approach in an efficient way. Werner (2014) have suggested that It has become conventional wisdom that higher levels of management should learn to listen to the primary work team since they know the most about how to get the job done. It indicates the fact that organizations not only have to provide training to the employees regarding their roles and responsibilities but also need to enhance the knowledge level regarding the p roblem solving methods. Otherwise, it will be very difficult for employees to provide any effective suggestions to the senior management, which will hamper the objective of lean approach. However, Sparrow, Hird and Cooper (2014) have highlighted the fact that reduction of buffers in the operational or production process is the key objective of the lean approach. Therefore, it is expected that if an organization can able to utilize all the factors associated with lean approach, it will definitely can able to increase the profit level of the organization. Furthermore, lean approach helps organizations to utilize DMAIC (Define, Measure, Analyze, Improveand Control) technique, which can help to include several statistical tools for the operational process. Lean approach also induce organizations to update the staff information system in continues manner. Therefore, it allows all the department of the organizations to work in synchronise way, which will increase the efficiency level of the operational process. Therefore, it can be assessed that lean approach can have major positive impact on the financial perspective of the business enterprises. On the other hand, lean app roach helps organizations to maintain a flexible workforce that will allow handling several complex challenges in an appropriate manner. However, in order to develop flexible approach organizations have to provide effective training to the employees so that they can able to adjust with the lean approach in an appropriate way. Furthermore, organizations also need to ensure that team bonding among the employees are in good condition. Otherwise, the entire operational process can completely breakdown, which will create huge adverse impact on the financial condition of the business enterprises. Conclusion: From the above discussion, it can be assessed that lean approach is an evolving concept that can have major impact on the business perspectives of the organizations. The study has highlighted the fact that lean HRM approach has the potential to reduce the cost associated with the operational process. 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