Alternative Frames in Human Resource Management
The area of human resource management is constantly developing, so professionals need to improve their professional skills. One of the more popular approaches recently is to use alternative frames to view events and processes, which makes it easier to understand what is happening in an organization. This publication aims to study the advantages of using these frames and compare them with specific situations. This tool can help HR managers develop a way of interacting competently with people, satisfying everyone’s needs.
Motivational Frames
HR managers can perform their work more efficiently by using frames that can be described as motivational or developmental. Viewing the same events and processes through an alternative prism allows specialists to better understand what is happening in the company (Armstrong & Taylor, 2014). This is particularly important when the work process must consider both the wishes and needs of the organization and the staff who work there.
Comparing Frames
Understanding the culture of the organization is an essential element in comparing frames. For example, the beliefs of organizations and employees must be cross-referenced when developing company philosophy and reward policy (Armstrong & Taylor, 2014). This strategy is formative, which underlines the respect and recognition of staff as an essential part of the work.
Developmental Frames
In addition, through the development framework, HR managers can create opportunities to train people in new skills. The policy framework will help managers better navigate a company’s power dynamics (Jotabá et al., 2022). Thus, when it comes to improvement and promotion, managers can also use frames to adapt the work process to everyone’s needs.
Regulatory Frames
Finally, a regulatory structure that focuses on maintaining a comfortable work environment can be used for job evaluation and retention. It can also be used in a strategic structure aimed at creating a staff reserve and career development per the organization’s goals.
Combining Frames
Finally, HR managers can simultaneously use different frames to benefit themselves and the organization. Thanks to them, the specialist can better understand the structure of his company and develop more effective methods of managing employees. By applying the framework to specific situations, the manager can adapt their approaches to the philosophy and management of business efficiency to improve the process of career progression and retention schemes. These actions will allow the HR specialist to meet the requirements of his organization and the employee’s needs.
References
Armstrong, M., & Taylor, S. (2014). Armstrong’s Handbook of Human Resource Management Practice. Kogan Page.
Jotabá, M. N., Fernandes, C. I., Gunkel, M., & Kraus, S. (2022). Innovation and human resource management: a systematic literature review. European Journal of Innovation Management, 25(6), 1–18. Web.