Importance of Human Resource Management (HRM) in an Organization
In modern world, technology has been blemishing its height in all fields. However, in middle of this, human resource management (HRM), has been already linked in every step of the technological aspects (Armstrong & Taylor 2014). This research will identify various human resource management practices for improving employee retention polices in an organization. This research will focus on factors required to consider for creating HR policies for an organization. The dependency of employee retention on HRM practices will be discussed in the research.
The aim of research is to analyze importance of HRM in an organization. The two variables of the research will be human resource management (Independent variable) and employee retention (dependent variable). The impact of the HRM on employee retention will be discussed in the research. To achieve this aim, the research will perform:
- Analysis of relation between these variables
- Research on recent trends
Following are objectives for research:
- To identify factors that are required for framing HR policies
- To identify regulators for employee motivation
- To analyze whether employee retention depend in healthy organizational culture
Human resource can be expressed as people management for increasing their performance in organization. The human resource management deals with strategic management of human resources in an organization. The use of the HRM systems helps in maintaining a keen approach to development of organization. The use of the HRM techniques in an organization helps in maintaining a development al graph in the balance sheet of the company.
There are various factors that need to be considered during framing any HR policies in an organizations:
Terminations, Recruitment and Compensation: Various policies and procedures regarding recruitment, termination and compensation have been made in any organization. Verification of Ids and resignation procedures need to be maintained properly (Paillé et al. 2014). The notice period of an employee needs to be maintained in a formal way.
Leave and attendance: The attendance of the employee needs to be attained properly as there will be a direct impact in the salary of the employee. The leaves of the employee needs to be legally mentioned with proper cause that might help in a proper communication with client.
Working Hours: Working conditions include framing basic rules for working in an environment. These conditions include working hours of an employee in a daily basis and overtime incentives.
According to the Australian Bureau of Statistics, average earnings of adult has in November 2013 was $1533.90, which has been increased to $1678.40 in May 2018. The employee retention has been increased in recent years. The turnover rate of employees have been increased by 32% in past year. Therefore, therefore, there has been increase in the income of adults. It also states companies are liable for retaining their employees in the workforce. This shows a positive impact of HRM policies in the organization. Various other data can be found at .Other data regarding the implementation of HR policies at different places have been discussed in the available governmental database in
Factors to Consider for Creating HR Policies
Various factors have been affecting the HRM policies of the company (Jackson, Schuler & Jiang 2014). The models included in the HRM system have been helping in providing a profitable aspect in the organization. The human development capital needs to be invested by the company in thought of overall development of employees. The performance of the company might get increased in future (Brewster, Chung & Sparrow 2016). Therefore, human resource management has gained important place in every organization. The growth in work-family policies have been utilizing deep analyses in the research (Albrecht et al. 2015). The influence of HRM practices in behavior of employee has been focused in this research. This research will focus on importance of HRM in any organization in market. Employee engagement helps in development of the company in the market. The features of HR systems for engaging employee to their work has been an essential point of the growth of the company (Brewster et al. 2016). A proper HRM strategies helps in providing training and development sessions to employees that might help in increasing the motivation and efficiency of an employee. Therefore, training and development of skills helps in increasing production of a company in the market (Bolman & Deal 2017). The recruitment of correct person in the company helps in increasing number of quality employees. This help in working efficiently in the team a proper HRM practices help in providing a proper appraisal in the performance of an employee in the team. This helps in increasing the performance appraisal results in the work force of the company. Proper HRM practices helps in enriching relationships with employees in the workforce. Therefore, employee retention ratio get increased gradually. The human resource systems of an organization has been an important department for the company as employees are vital assets for the company. The intentions behind the HRM practices at basic level will be discussed in the research. The individual perception related to the HRM practices in an organization will be analyzed in the research.
Figure 1: Conceptual Framework
(Source: Created by Author)
The research methodology deals with selection of appropriate research philosophy, research approach, design and strategy for proper completion of research. The research methods needs to be followed by collecting data and information related to human resource management. This help in accessing ethical standards and limitations need to overcome for conducting research.
Research philosophy are of two types including positivism and interpretivism. Positivism research philosophy deals with theories, ideas and new concepts related to the research topic. Therefore, it deals with the natural phenomenon of the processes and concept of the human resource management (Cooke, Saini & Wang 2014). The researcher will select positivism research philosophy for the conduction of the research study. Interpretivism deals with the opinion of the people related to the human resource management. Therefore, the researcher will not use of the interpretivism research philosophy in research.
Methodology
There are two categories of research approach including deductive and inductive research approach. Deductive approach helps in validating research assumptions done initially. However, inductive approach helps in focusing in new ideas, concepts and theories. The study requires only validating the research aims and objectives done in initially (Rothenberg, Hull & Tang 2017). Therefore, the researcher will use only the deductive approach for research study. The use of deductive research helps in focusing on their seats objectives and aims of the study. The research questions developed ay the first it the research will be analyzed properly with the help of the deductive approach.
The research design are of three types including explanatory, exploratory and descriptive research designs. The research will be done using the theories and models related to the human resource management system. The descriptive design helps in providing an outline of the design that will be beneficial for the research. The explanatory research design helps in explain existing research theories and content (Brueller, Carmeli & Markman 2018). Therefore, the descriptive research design will be selected for the study.
Data collection has been an important part of the research study. The two variables in the research study has been the Human Resource Management and Employee retention. To answer the research question, employee retention will be the variable, as it depends on framing HR policies by the human resource department in an organization. Organizations based on HR policies that ensure work-life balance has been reported to yield higher production and profit ratio. Therefore, data and information regarding human resource development in an organization can be collected from two types, including primary and secondary data sources. Primary data collection method deals with the survey questionnaires using participants for the survey. On different side, secondary data collection method help in collecting data from online articles journals, books and governmental databases. Therefore, in this research the researcher will select secondary data collection method for collecting data and information related tithe human resource management in an organization. The secondary set of data has been obtained from the Google Scholar and PubMed using smart search on best HR policies i.e. https://www.abs.gov.au/ausstats/[email protected]/0/FB2AF09A6FD45227CA25783F000ECEE8?Opendocument .
The sampling technique can be done by using probability and non-probability sampling technique. The probability research technique helps in collecting sample in random process. However, non-probability sampling technique helps in convenient sampling technique. The random sampling technique might help in selecting quantity of respondents form large amount of heterogeneous samples (Ones, Viswesvaran & Schmidt 2017). There will be 20 journals taken as a population for the research study related to the human resource management. However, out of 20 journals, only 15 journals will be taken as sample size for the study as they would be fulfill all the criterion of research study.
Data Collection
Qualitative data analysis will be used for analyzing the data as it has been accessed form secondary sources of data including online journals and government databases. The researcher will use a qualitative data analysis method for analyzing data and information of the research. The obtained data will be analysed by statistical software including SPSS. The number of employees joined over a year and number of employees separated during a year will be analysed using the SPSS software. The retention percentage can be calculated by dividing the number of employees who left during a period by the total number of employees at the end of a period. The results will be formulated in tables and graphs.
There might be some limitations during the data collecting method including irrelevant sources of data and information for the research. Some of the websites might be locked and required sign process for accessing data. Time constraint and budget might be another limitations the study’s. The time frame for the research might be appropriate to complete the research study. The budget for the conduction of research might be less enough to use advance data analysis g tool in the study.
The ethical consideration of the research will be followed properly in order to secure data and information related to the human resource management in an organization. The Data protection Act 1998 might help in securing data and information used in the research study. The results and outcomes of the study might not be published before the completion of the research in time. The data and information will it be copied from anyone’s research article for minimizing copyright issues.
Conclusion
It can be concluded that human resource management has been helping in maintaining a keen approach to the development of the organization in market. The outcomes of HRM has been maintaining a positive arena in every organization. Various work policies have been imposed in an organization for the beneficial of human resource at every step. Common human resource policies include flexibility in work environments and arranging full control over the work. The use of the HR department helps in managing the employees of the company. The use of the HR framework is to maintaining a strong relationship with the employees and customers sin the market.
References
Albrecht, S. L., Bakker, A. B., Gruman, J. A., Macey, W. H., & Saks, A. M. (2015). Employee engagement, human resource management practices and competitive advantage: An integrated approach. Journal of Organizational Effectiveness: People and Performance, 2(1), 7-35.
Armstrong, M., & Taylor, S. (2014). Armstrong’s handbook of human resource management practice. Kogan Page Publishers.
Bolman, L. G., & Deal, T. E. (2017). Reframing organizations: Artistry, choice, and leadership. John Wiley & Sons.
Brewster, C., Chung, C., & Sparrow, P. (2016). Globalizing human resource management. Routledge.
Brewster, C., Houldsworth, E., Sparrow, P., & Vernon, G. (2016). International human resource management. Kogan Page Publishers.
Brueller, N. N., Carmeli, A., & Markman, G. D. (2018). Linking merger and acquisition strategies to postmerger integration: a configurational perspective of human resource management. Journal of Management, 44(5), 1793-1818.
Cooke, F. L., Saini, D. S., & Wang, J. (2014). Talent management in China and India: A comparison of management perceptions and human resource practices. Journal of World Business, 49(2), 225-235.
Jackson, S. E., Schuler, R. S., & Jiang, K. (2014). An aspirational framework for strategic human resource management. The Academy of Management Annals, 8(1), 1-56.
Ones, D. S., Viswesvaran, C., & Schmidt, F. L. (2017). Realizing the full potential of psychometric meta-analysis for a cumulative science and practice of human resource management. Human Resource Management Review, 27(1), 201-215.
Paillé, P., Chen, Y., Boiral, O., & Jin, J. (2014). The impact of human resource management on environmental performance: An employee-level study. Journal of Business Ethics, 121(3), 451-466.
Rothenberg, S., Hull, C. E., & Tang, Z. (2017). The impact of human resource management on corporate social performance strengths and concerns. Business & Society, 56(3), 391-418.
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