Introduction
For the success of an organization, human resource is one of the keys resources that will be needed to facilitate the growth of the organization in terms of meeting their long-term goals as well as the short-term loans. There are so many changes that have happened in the human resource department especially are the changes in technological advancement unfold. As much as it is good for an organization to be able to evolve technology as it changes, there are constraints and impediments that they will be able to face especially with the human resource for them to be able to make the changes successful and adaptable (Marler et al., 2016). The human resource skill is one of the most important things that an organization scrutinizes before they hire individuals for various positions in the organization and this is something that needs to be upgraded every time there is a change in the organization on how they want the human resources to operate. Upgrading of human resources especially because of the requirement in technology is something that can be a daunting task to any organization because they really need to find some of the best strategies for them to be able to do that, they’re upgrading to ensure that they have maintained their day-to-day operation of the business as well as making the progress within the shortest time possible. AMX is for example one of the companies that had to improve their human resource because they wanted to adventure into a top-notch customer service and ensure that they have improved the relationship among employees in that particular organization.
Body
There are major impediments that an organization will face every time they want to ameliorate, they’re human resources, especially in this technological age. It is always not easy to be able to improve employees from the estate of laxity to another new level where they have to apply more skills than they had before and make them better to be able to cope with the organization’s demands. Some of the employees will be able to prove resistant to these changes while some will be able to take a lot of time for them to be able to change. Technology is one of that some individuals do not buy and will always resist because of either their cultural beliefs or the ethos and norms that they stand for. All the upgrades that an organization will be doing to eat human resources will always be in the best interest of the organization’s success at heart. One of the constraints that will hinder the upgrade of the organization’s human resources is layoffs and recruitment. For example, AMX hard to take the challenging task of laying off some of its employees because their skills were redundant and one or longer needed for the success of the organization. This was hard for AMX because some of its employees have been in the company for years and they were losing their jobs which on the human level it was a very hard decision to take. AMX on the other hand, I had to do recruitment of new human resources who will be able to fill the gaps that were left by the other employees that were redundant because they were having new skills that were needed in the organization (Chakraborty et al., 2020). The recruitment process is always a constant to any human resource department because it involves a lot of procedures for them to be able to shortlist and letter select the best individuals that will be able to process all the skills and mental capacity to be able to work for the organization. Training is also another constraint that an organization will face over the period of upgrading their human resource because they need to train their employees on the new system of technology that they will be able to use to be able to elevate their customer service and also productivity. AMX as a company spent a lot of financial resources on training because having employees new or old ones go through the training process, it needs quite a number of trainers to be able to show them through the process and also the employees won’t be working by the time training is being conducted yet they are supposed to be paid. Training is also another way of developing the technical skills that a company needs when upgrading its human resource. But also benchmarking from other organizations as well as assessments and peer-to-peer learning will be able to help the human resources which are the employees to be able to develop their technical skills and cope with the changes that unfold every time.
Conclusion
Most companies have different reasons for them to be able to upgrade their human resources skills. AMX is one of the companies that have really gone the extra mile on improving the technical skills of their human resources because they need their customers to be getting first-hand resolutions to their problems without any escalations all waiting. Even though there are always so many struggles for organizations whenever they want to upgrade their human resources in a technological aspect it will always be for the better of the organization because the world is in a constant technological evolution that will not stop and the company has to improve too much the change. Most human resources on the other hand, for example, AMX are recognizing that they should be flexible to these changes so that they will be able to retain their jobs and not be held redundant and any point whenever the organization needs to make the upgrade. AMX does a lot of research whenever they want to conduct their human resource management so that they will be able to come up with some of the best ways to do the upgrading without necessarily violating the rules that have been put in place for upgrading, recruitment, and also training. In case there is any way they can be able to mitigate or even preempt the future need of human resource skill improvement they will always venture towards that because it will be cost effective in that particular time that it is needed (Gökalp, 2022).
References
Chakraborty, D., & Biswas, W. (2020). Articulating the value of human resource planning (HRP) activities in augmenting organizational performance toward a sustained competitive firm. Journal of Asia Business Studies.
Gökalp, E. (2022). A Process Assessment Model for Human Resource Skill Development Enabling Digital Transformation. Evolving Software Processes: Trends and Future Directions, 271-281.
Marler, J. H., & Parry, E. (2016). Human resource management, strategic involvement and e-HRM technology. The International Journal of Human Resource Management, 27(19), 2233-2253.
Yeung, A. K., & Berman, B. (1997). Adding value through human resources: Reorienting human resource measurement to drive business performance. Human resource management: Published in cooperation with the school of business administration, the university of Michigan and in alliance with the society of human resources management, 36(3), 321-335.
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