How Does Human Resource Management Influence Organizational Outcomes?

The purpose of this reflective paper is to show my understanding along with what I have learned about HRM (human resources management) and the different way HRM impacts the success behind every business, along with the rules and regulations that go with it. Over the last five weeks I have learned quite a bit about HRM and will reflect on that throughout this paper. “Human resource management is the managing of human skills and talents to make sure they are used effectively and in alignment with an organizations goals.” (Youssef, 2012). I will be including the things I learned throughout the last five weeks in this

Furthermore, it is stated that HRM practices can also be categorized on the basis of their emphasis into three sets viz., quality focus, cost reduction, and differential innovation (Guest, 1997). The importance of effective HR practices can be judged by the fact that with the effective execution of HR practices, the employees tend to be more committed to their work and they go the extra mile to add to organization’s benefit.

that the published studies used an array of different HR practices, measured in different ways.

Like most other department managers, the primary function of a human resource manager is responsible for overseeing department functions as well as managing employees. This is why the human resource manager must be extremely familiar with every square inch of each discipline of human resource management. This includes Equal Employment Opportunities and Affirmative Action, human resource planning, recruitment, and selection, human resource development, compensation and benefits, safety and health, and employee relations. In this reflective essay I will discuss each of these disciplines and how they work together. Additionally, I will discuss which functions I believe to be the most important, and how human resource management can be optimized for shaping organizational and employee behavior.

Cascio, W. (2013). Managing Human Resources: productivity, quality of work life, profits (ninth edition). New York, NY: McGraw – Hill Companies, Inc.

One of the current trends in strategic human resources management (strategic HRM), is research regarding whether a company’s human resources department should put more effort in the strategic or organizational aspect of the company. Should a company focus more towards one aspect than on the other? In order to find answers to this question, researchers are using different theories, methodologies, evidences, gabs in research, and conclusions. The purpose of this literature review is to collect knowledge about the current thinking and research of the function of strategic HRM to improve the overall performance of a company.

The HRM practices are one technique that can reduce the employee turnover rate. These techniques are discussed by many researchers and executed by various management organizations. HRM practice might impact organization execution with other technique while best practices approaches incorporate formal preparing framework, results arranged evaluations, occupation

The economic environment in nowadays dynamic, it is fairly important for organisations and managers to recognise the curtail of Human Resource Management. It is clear that Human Resource Management (HRM) has become one of the most recommend management strategy in the modern business (Leopold and Harris, 2009). Human Resource Management is a technique process of managing people in the workplace to enable and enhance organization performance (Leopold and Harris, 2009). This theory involved the responsible to attracting, selecting, training and managing people which make employees become more valuable to the organisations. It invests effect in learning and development at work. Also to communicate with all employees at each level to reward successful employee relations (Wilton, 2011). Human Resource Management plays a very important role in the operation strategy and management concerns in work organisations of all kinds (Leopold and Harris, 2009). In aim to justify this statement by evaluate the benefit and importance of Human Resource Management in contemporary work organisations. This essay will focus on analysis the advantages of use Human Resource Management in business also underline by explain more detail about the different HRM strategy brings benefits and give competitive advantages impact to the organisation success. Then summarise by a general conclusion on the importance of HRM in contemporary work organisations.

Human Resource Management (HRM) is the terminology used to illustrate formal systems devised for the management of people within an organization. It is the method of managing an organization or company that is directly related to the employees of that particular organization. The success of a business often rely heavily on the performance of managing human resource. Maximizing the desires and benefits of an organization and helping a business grow by rewarding employees to help motivate and push them in their performance is one of the main aim of HRM. By doing this, it will have a positive impact on both the company and it’s entire organization.

Human resource management has gained atmost importance in the past few years. Studies have found that there is a relationship between human resources of an organization and performance. From an era of slaves to an era of knowledge resources, People have been regarded differently throughout the years. People are now considered to be energy resources which are directly responsible for the effective working of the organization. An organization with good human resources and its effective management forms an effective organization.

Identifying the populace as an asset and use of their advanced skill-set and valuable experience can be proved as a competitive edge in the market which in turn also can be used as a benefit to the organizations (Ramona and Anca, 2013). In the advent of the new urban tech era, companies are in search for specifically skilled employees, and indeed retain the existing qualified and proficient workforce. Therefore, efficient human resource practices should be implemented to get the highest employee contribution towards the organization (Mahal, 2012). The vital elements to be considered by human resources to preserve the employees are bonus incentives, skills and authority, support from managers, training and growth on the job, career development opportunities, and work-life balance. Along with these, it is also imperative that organizational practices in alignment with HR practices should help in cementing employee commitment (Dockel, 2003). It was mentioned by Benson and Lawler (2003), that if employees believe that organizations are more committed towards them in turn they show more commitment towards the organization. To diminish turnover and amplify employee retention, human resource managers should design, develop and implement effective employee

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To lend an external perspective of managing human capital, the theoretical component will be used to explain, “stretch ideas” for ways to improve current HCM practices. The first HBR article “Maximizing Your Return on People” is an assessment of how well organizations are investing in their employees. If companies fail to see employees as long-term assets, the small investment employers provide will only threaten the future success of the business. The approach is to rethink the delivery of HCM. Similar to other parts of the business, being innovative is the best defense for keeping key employees. Typical measurements of HR departments are

Gerhart (2005) suggested that labour efficiency and the organizational performance are based on the various HR practices that takes place within the organization like recruitment and selection, training programs, innovative practices and compensation and benefits based on performance evaluation to name a few. The above said practices have found to be highly successful if implemented even in small to mid scale businesses as compared to inflexible HR strategies within the same sector (Way, 2002; Barton, 2004; Black & Lynch, 2001).

Human resources (HR) departments face many existing and future challenges when working with employees such as diversity issues, turnover, health and safety, and benefits. These challenges will change as employees become more skillful and want more out of the company they work for to make them satisfied in the areas of pay and benefits. In this paper, reviewed will be the impact on HR regarding existing and future trends, existing and future challenges, advantages of turnover, performance appraisals, and safety and health in the workplace.