In conditions of increased competition and a rapidly changing situation, organizations must predict and develop a long-term strategy of behavior. This process will give them the opportunity to keep up with the changes taking place. An important role in this process is played by such actions as systematic problem solving, the use of new approaches, training based on past experience and rapid transfer of knowledge. Certification in the implementation of these aspects is the task of the human resources manager.
Solving Problems Systematically
The competitiveness and stability of an organization are directly related to its continuous improvement and development. Strategic management is a management activity related to setting long-term goals and objectives of the company (Wheelen et al., 2014). At the same time, emphasis is also placed on supporting relationships with the environment. One of the ways to meet the requirements of changing external factors is a systematic and thoughtful solution of emerging problems. A systematic approach to problem solving means that the processes of developing an informed solution and its implementation should be considered by analogy with the processes of functioning of systems.
The systematic approach is one of the most effective and successful methods. As a first step, managers need to clearly formulate a problem or goal (Heerkens et al., 2021). This is due to the fact that an unachieved goal is most often an unsolved problem. Thus, the more detailed it is defined, the more significant the chance to find the right and quick solution. Next, it is necessary to determine the essence of the problem, taking into account several points of view. In conclusion, a decision should be made that will lead to a more useful use of resources. HR managers also play a vital role in this activity as many problems of the organizations involve and influence its employees.
New Approaches
Experimentation with different approaches is also presented as one of the main activities of learning organizations. During the work of the organization, problems of various kinds and complexity may arise. In order to solve problems quickly and efficiently, managers must have a methodology for solving complex problems in difficult modern conditions. The ability of HR managers to be able to find solutions in time is an important component of its development and gives them a special role in the activity. Their role is to apply experience, skills and their strong features in identifying the right method and approach.
One of the modern and effective new approaches is a creative approach. It is associated with the motivation of creativity in the management of human resources and creative problem solving. Wolcott et al. (2021) state that “the design thinking framework helps individuals approach problems with a user-centered focus” (p. 501). This way of solving problems is considered successful when making managerial decisions in conditions of uncertainty (Škėrienė & Jucevičienė, 2020). A crucial role in modern processes is the solution of unusual and complex problems, that is, those that require the involvement of various specialists.
Learning from Experience
Learning from organization’s own experiences and past history as well as from the experiences of others is of critical importance. The experience and ideas of others need to be adapted to their own conditions. Estrada and Dong (2020) emphasize that “because of the complexity of coopetition, a firm may fail to make sense of its experiences and may thus fail to learn from these experiences effectively” (p. 1). To evaluate and identify the strengths of the experience of third-party companies, such an approach as benchmarking is used (Olawumi & Chan, 2019). It helps to improve the organization’s work processes relatively quickly and at the lowest cost. This approach makes it possible to analyze and understand how other companies work in order to achieve better results. The value of benchmarking is that by carefully studying the achievements and mistakes of other companies, you can develop an effective and successful business model.
In addition to the history and experience of other companies, it is necessary to take into account the events that occur throughout the life of the company. With some experience, HR managers can make operational and strategic decisions. They can analyze the results and consequences of previous decisions, weighing all the advantages and disadvantages. Human resource managers can have a special contribution to this activity as they can provide valuable information about the effect of using different approaches in the past. The history of the company also shows a certain seasonality and allows you to manage the load on the team.
Quick Transfer of Knowledge
The last major mechanism is the rapid and efficient transfer of knowledge throughout the organization. In the modern world, knowledge transfer includes not only the exchange of knowledge, but also their acquisition and application. Effective information transfer requires the ability to accept, explain, interpret and apply new knowledge (Fernandes, 2019; Basten & Haamann, 2018). To make this process more effective, it is necessary to develop knowledge transfer technologies among different generations of specialists.
Knowledge sharing in an organization has many advantages for improving its work. Firstly, it promotes innovation and productivity growth. This helps employees to be more productive, expands the exchange of ideas and helps the company to more easily assimilate and respond to new trends. Moreover, employees are motivated to be more open to interaction and form horizontal connections within the company. Therefore, there is a reduction in time and financial costs. Fast transfer of information eliminates possible errors of the company. The role of HR managers is to help in determining a more effective method of transmitting information since they have complete information about the company’s employees and which methods may be more convenient and suitable for them.
References
Basten, D., & Haamann, T. (2018). Approaches for organizational learning: A literature review. Sage Open, 8(3).
Estrada, I., & Dong, J. Q. (2020). Learning from experience? Technological investments and the impact of coopetition experience on firm profitability. Long Range Planning, 53(1).
Fernandes, A. A. R. (2018). The effect of organization culture and technology on motivation, knowledge asset and knowledge management. International Journal of Law and Management. 60(5), 1087-1096.
Heerkens, H., van Winden, A., & Tjooitink, J. W. (2021). Solving managerial problems systematically. Routledge.
Olawumi, T. O., & Chan, D. W. (2019). Development of a benchmarking model for BIM implementation in developing countries. Benchmarking: An International Journal, 26(4), 1210-1232.
Škėrienė, S., & Jucevičienė, P. (2020). Problem solving through values: A challenge for thinking and capability development. Thinking Skills and Creativity, 37.
Wheelen, T.L., Hunger, D.J., Hoffman, A.N., & Bamford, C.E. (2014). Strategic management and business policy: Globalization, innovation and sustainability (14th Ed.). Pearson.
Wolcott, M. D., McLaughlin, J. E., Hubbard, D. K., Rider, T. R., & Umstead, K. (2021). Twelve tips to stimulate creative problem-solving with design thinking. Medical Teacher, 43(5), 501-508.