ABSTRACT
Unresolved Integrative Management is one of the most discussed topics in business circles today. The issue of unresolved Integrative Management has been brought to light in the recent years due to increased globalisation, the process of merger and acquisitions, and the rise of the knowledge economy. As many of the problems faced by companies in their attempts to make sound decisions both internally and externally are related to due to unresolved Integrative Management, it is an important and increasingly relevant topic. This paper will discuss various aspects of unresolved Integrative Management, with a particular focus on the role of the human resource manager in this process. It will discuss the challenges associated with the integration of data and information from multiple sources, and how the human resource manager can effectively manage this process.
INTRODUCTION
Integrative Management has long been a goal in business – the ability to bring multiple departments under one roof, working together towards a common goal. In recent years, however, the term unresolved Integrative Management has gained more attention, as the need to effectively bring multiple departments and information sources together has become more important. The growth of globalisation, the process of merger and acquisitions, and the increasing importance of the knowledge economy have all increased the pressure on companies to effectively manage and utilise information from multiple sources. In addition to this, a greater focus on customer satisfaction and developing competitive advantages has emphasised the need to be able to access, store, and analyse information from various groups within the business organisation (Roden, 2002).
The role of the human resource manager in this process of unresolved Integrative Management is of paramount importance. Human resource managers are responsible for managing and integrating data from multiple sources, and for ensuring that decisions are made that are in the best interests of the organisation as a whole. This paper will discuss the challenges faced by human resource managers relating to unresolved Integrative Management, and how they can effectively manage this process.
CHALLENGES OF UNRESOLVED INTEGRATIVE MANAGEMENT
There are many challenges faced by human resource managers when managing unresolved Integrative Management. The most important is the need to bring multiple departments and information sources under one roof without creating an undue burden on the organisation. This is no small task, as the data and information coming from these sources must be managed effectively, stored in a secure and accessible manner, and integrated into decision-making processes in a timely and effective manner.
In addition to this, human resource managers face the challenge of managing conflicting, or ‘siloed’, information from various departments. Human resource managers must be able to ensure that all departments are working together and that conflicts in information are identified and dealt with in a timely manner. This can be a complicated and time-consuming process, as it requires knowledge of different systems, understanding of different data formats, and the ability to develop strategies to effectively manage and integrate the data and information.
Finally, human resource managers must be aware of the potential conflicts of interest that can arise when merging disparate sources of data and integrating them into the organisations decision-making processes. For example, different departments may have conflicting goals, or different business objectives, that may conflict with one another. Human resource managers must be able to identify these potential conflicts and develop strategies to ensure that all departments are working towards the same goals.
CONCLUSION
The role of the human resource manager in managing unresolved Integrative Management is of paramount importance. Human resources managers are responsible for managing and integrating data and information from multiple sources, and for ensuring that decisions are made that are in the best interests of the organisation as a whole. In order to do this, human resource managers must be aware of the challenges associated with the integration of data and information from multiple sources, and must be able to develop strategies to effectively manage this process. This paper has discussed the various challenges associated with unresolved Integrative Management and the role of the human resource manager in this process.
