Human Resource Management in Business
Abstract
Human Resource Management (HRM) is no longer a personnel office that is simply a record-keeping and maintenance function. Huselid (1995) points out that there is a positive correlation that has developed between HRM as a strategic ally and company performance. HRM research has grown from an atheoretical origin to view organizational activities from an interdisciplinary perspective (Jennings, 1994) that is concerned with a movement toward methodological and theoretical development (Ferris & Judge, 1991). This review will look at the different ways HRM plays into the overall scheme of providing an organization with a more sustainable competitive edge.
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Additionally, McNamara (1999) points out three other activities that fall within the realm of HRM—managing the approach to employee benefits and compensation, employee records, and personnel policies.
Several HRM practices may influence individual performance by providing incentives that bring out appropriate behaviors (Minbaeva et al., 2003). Such incentive systems may include performance-based compensation and the use of internal promotion systems that focus on employee merit and help employees overcome barriers to career growth (Huselid, 1995). Previous research has shown that employees are more motivated when they are informed about the organization. Sharing of information on strategy and company performance tells the employees that they are trusted. Additionally, it is important that employees are kept current on company performance so that they can use the knowledge that resides in the organization to its fullest potential (Pfeffer, 1998). And by factor-analyzing HRM practices, Huselid’s (1995) influential study of the impact of ‘high performance work practices’ points out the importance of HRM as it relates to organizational turnover, productivity, and
1. Ch 1, page 60-61, question 4: What is “evidence based HR”? Why might an HR department resist becoming evidenced based?
2. Give some examples of ethical issues that you have experienced in jobs, and explain how HR did or did not help resolve them.
The main focus of research now is to see if there is a “link between strategic HRM practices and organizational effectiveness” (Torrington et al., 2014).To find out if the link does exist there are two main types of research that have been done in the
Today 's fast-paced, competitive business environment has resulted in "rediscovery" of the human resource management function as a group that may be able to enhance firm competitiveness and performance by being "strategic" (Dyer & Kochan, 1995; Ulrich, 1997). Strategic Human Resource Management is a term describing an integrated approach to the development of Human Resource Strategy that will enable the organization to achieve its goals (Armstrong, 2005). Whiles strategy is an action that managers take to attain one or more of the organization’s goals. Strategy presents a general direction set for the company and its various components to achieve a desired state in the future. This results from the detailed
This essay will identify three ways in which HRM/L & D activities support an organisation in meeting its goals and business objectives and three ways in which they support line manages and their staff.
This exam has two (2) parts – multiple choice and short answer essay. Circle the correct answers
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A manager must recognize the employees with knowledge and skills and encourage them to use their abilities. Organization and managers should recognize their successful business which this success depends on human capital and
Beautyism in the workplace is discrimination in one of its most disguised forms. Employers get away with this form of discrimination everyday. Because someone is categorized as beautiful it doesn’t mean that they have all the knowledge they need to succeed on a job or neither does it validate that they are a better selection than the next person. An idea can be developed or an assumption made from the treatment that is given to the person who was hired because of beautyism. What will be noticed in most cases it the special treatment that is given that is
Whether an organization consists of five or 25,000 employees, human resources management is vital to the success of the organization. HR is important to all managers because it provides managers with the resources – the employees – necessary to produce the work for the managers and the organization. Beyond this role, HR is capable of becoming a strong strategic partner when it comes to “establishing the overall direction and objectives of key areas of human resource management in order to ensure that they not only are consistent with but also support the achievement of business goals.” (Massey, 1994, p. 27)
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At first when reading about LEC I thought they value their employees because they know their employees are the main reason they are able to be successful. Lincoln Electric recognizes that money is an incentive to employees and knows that by offering an incentive they can get the workers to be more productive. They understand that there was to be an honest relationship between employees and managers. There has to be a level of respect for each other. Lincoln Electric has HR Objectives that pertain to its employee; I am going to list three out of four of the objectives first is “to maintain and
Tyson, S. (1997) Human Resource Strategy: a process for managing the contribution of HRM to organizational performance. International Journal of Human Resource Management 8[3],
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