The greatest asset of a company is its people

Introduction

Currently, many organization like to emphasize on gaining a competitive advantage in the market-place. The modern technology, advanced equipment, appropriate marketing strategy, and good customer services among others can be used to foster the advantages. However, even with the stated aspects, people are still important as they determine the success or failure of an organization. It is apparent that even with advanced equipment, there is a need for people to manage, maintain as well as control the equipment to achieve the anticipated objective (Budd, Gollan and Wilkinson 2010, p.311). Similarly, an appropriate marketing strategy is lame without the involvement of human resource in the organization. I believe that many leaders and managers in an organization understand that people are still the most important assets. Therefore, the paper will explain why the greatest asset of a company is its people.

Companies require the knowledge, skills, creativity, and experience for their success within this contemporary knowledge-based economy. These factors are important for an organization in running most of its operations that can result in success. People within the organization can use their knowledge, skills, and creativity to develop new products which ultimately impact the profitability and growth of an organization (Nankervis et al., 2016, p.112). These products developed are typically tailored to match modern technology. It is apparent that in the course of development, they have to use technology such as a computer, and software among other aspects of technology available to advance their ideas to a greater extent to meet the standards (Xerri and Brunetto 2013, p.3170). Therefore, since people are the source of creativity and knowledge, they remain to be the key resource in an organization.

A customer support representative is important for excellent customer service in a corporation. For instance, when a call problem is made, the customer representative automatically becomes the customer’s service provider. From that moment, that staff becomes the organization for that specific customer since he or she will judge the value of doing business with the organization on the basis of the experience they have with the staff. In light of this, people who are working within and outside the organization represents and works on their behalf (Harrison and Baird 2015, p.618). Thus, the actions of staff while carrying out a business operation is important for an organization because it can determine its success or failure. Taking the case of customer support represent, a customer would have a good or bad perception about the organization depending on the experience. 

In addition, decision making is an epicenter of success in an organization. It is a key aspect in modern management, and it plays a major role as it determines both organizational and managerial operations. It is apparent that most of the operations in an organization are managed by decision making which must be done by people and not machines. Effective decision making depends on the extent of research carried out by its employees. According to Robbins, De Cenzo and Coulter 2016, the orientations of organizations on the human resources shifted to be one of the significant tasks of strategic management and human resources play a key role in all strategic decisions. In light of this, a human resource within an organization still plays a key role in making strategic decisions. Thus, it is recognized as a critical factor in strategic success and competitive advantage.

The people are the base of a long-running and robust organization. For instance, if the base of a building is not strong or missing, it is always a danger to fall in an unexpected critical situation. A similar situation happens to an organization when people manage the organization whether when they are at the center level or top level, their strength, commitment, dedication as well as emotional connection with the organization cannot be ignored or equated to monetary values. Thus, if the contribution of the people cannot be compared to funds, then they are the most important in an organization. Besides, according to Aletraris (2010), it is a deceptively simple and clear notion, for an organization to have a happy, satisfied and loyal customers, the organization must have happy, satisfied and loyal employees. In light of this, the impact of an employee to an organization cannot be ignored.

People can assist a company with having value-added and working on comprehensive working plans. They can create predictions at different levels of an organization of the organization, describe the values, missions and objectives, design strategic plans, and adopt the plans based on the values (Su, Baird and Blair 2013, p.260). It is apparent that value addition can be reinforced by motivating and training the employees. Most of the leaders and managers have learned the secret and have embarked on training their employees in various fields and motivating them for higher achievement and results. In addition, Aletraris (2010) have also supported the claiming that the organizational key to success depends on employee motivational factors. According to them, a highly motivated employee performs better compared to employees who are not motivated. Therefore, contributions made by experts indicate the relevance of people in the performance of an organization. 

Moreover, an organization needs people to attract and create a good relationship with its customers. Relationships are important aspects of the performance of an organization especially in the contemporary world where competition is at the peak. Most organizations depend on the strength of their relationship with the customers to survive in such a market. To have a good relationship with customers, it is important for an organization to have a good relationship with employees (Benn, Edwards, and Williams 2014, p.123). The human relations theory explains the role of human behavior in production as well as the importance of communication between workers. In regards to this, it is apparent that an organization cannot survive without the involvement of people. Thus, I believe that the availability of technology, adequate funds, and techniques among others cannot fully create a good working relation without a contribution from people. 

An organization will also need people to key departments like a human resource. Human resource department is mandated to handle issues to do with employees such as hiring, payment, and discipline among others. All organizations depend on the efficiency of the human resource department to handle major operations such as finance management (Harrison and Baird 2015, p.620). To effectively hire the right person for these operations, a trained expert is needed to handle and manage the process. However, I wonder if technology can fully carry out this process without human effort from start to finish. Through this, the role of people in an organization comes out distinctly above other aspects that have made some managers neglect employees. Thus, people’s contribution regardless of the degree is vital for the management of some operations within the organization.

 An organization such as Telstra Corporation is Australia have also demonstrated the value for people through their employees. The organization has continuously developed programs to improve its employees. For instance, it is committed to supporting to maintain a work-life balance as well as a healthy lifestyle. This is to make sure that their employees stay fit and healthy. The corporation also uses an employee engagement survey (EES) to evaluate employee engagement and satisfaction level (Ross and Ressia 2015, p.42). The survey will assist the organization to understand and find out if the employees are satisfied with the operations or not. They are ready to address the issues that result in the employee’s dissatisfaction. It is apparent that Telstra is one of the organizations globally that have embraced the aspect that the greatest asset in a corporation is people. This confirms why they can constantly carry-out a survey to determine the satisfaction level of their employees.

Conclusion

People play an important role to the success of an organization. However, some managers believe that modern technology, advanced equipment, appropriate marketing strategy, a good customer services among others are the greatest assets compared to people based on their contribution to the performance of an organization. In regards to this, I believe that technology cannot help an organization achieve its anticipated goal without any contribution from a person. Thus, since modern technology, advanced equipment, appropriate marketing strategy, good customer service relies on people to aid an organization, then the greatest asset in a company is people. People carry out various roles such as making strategic decisions for the corporation, represents the organization in both the production and marketing as well as assist in creating a good relationship between the customers and organization.

Reference List

Aletraris, L., 2010. How satisfied are they and why? A study of job satisfaction, job rewards, gender, and temporary agency workers in Australia. Human Relations, 63(8), pp.1129-1155.

Benn, S., Edwards, M. and Williams, T., 2014. Organizational change for corporate sustainability. Routledge.

Budd, J.W., Gollan, P.J. and Wilkinson, A., 2010. New approaches to employee voice and participation in organizations. Human Relations, 63(3), pp.303-310.

Harrison, G.L. and Baird, K.M., 2015. The organizational culture of public sector organizations in Australia. Australian Journal of Management, 40(4), pp.613-629.

Nankervis, A.R., Baird, M., Coffey, J. and Shields, J., 2016. Human resource management: strategy and practice. Cengage AU.

Robbins, S.P., De Cenzo, D.A. and Coulter, M., 2016. Fundamentals of management: Management myths debunked! Pearson Higher Ed.

Ross, P. and Ressia, S., 2015. Neither office nor home: Coworking as an emerging workplace choice. Employment Relations Record, 15(1), p.42.

Su, S., Baird, K. and Blair, B., 2013. Employee organizational commitment in the Australian public sector. The International Journal of Human Resource Management, 24(2), pp.243-264.

Xerri, M.J., and Brunetto, Y., 2013. Fostering innovative behavior: The importance of employee commitment and organizational citizenship behavior. The International Journal of Human Resource Management, 24(16), pp.3163-3177.