Importance of a Human Resource Management setting in a business organisation
Discuss about the Gap between science and practice in HR management.
The gap between science and practice has become a matter of serious concern in present time.In other words, it can be said that the question is getting the concern due to its frequent presence into the genre. It is also noticed that this question is much more relevant when it comes to Human Resource Management. Actually, having proper idea and knowledge of the related facts directly helps to promote better human resource practices in a business organisation. This assignment is deeply focused on the importance of human resource management in a business organisation, identifying the gaps in science and practice in HR, possible reasons behind the creation of this gap, ways to mend this gap through implementation of preventive measures and making a bridge of it.
Business organisations cannot run by itself without any proper setting of human resource management. In other words, it can be said that a business organisation is run by certain well-defined business operations, comprising of a number of small business functions. All the business organisations have some specific goals and objectives and these differ from each other. And even this difference can get noticed between two business organizations which belong to same industry (Kieser, Nicolai & Seidl, 2015). In order to run any business organisation and to achieve its specific goals, having proper setting of human resource is essential. Human Resource Management can be accepted as a function of a business organisation which fully concentrates on recruiting, managing and directing the employees. Also, it can be said that human resource management is there to deal with some specific facts such as performance management, compensation, safety, development of the organisation, wellness, benefits, motivating the employees, and train the beginners (Brewster, 2017).
Hiring the candidates and recruiting them into the organisation in order to perform some specific jobs, are considered as the duty of the human resource department. Actually, getting comfortable or maintaining the organisation’s culture and environment is not easy at first and that is why the human resource management enables the proper setting so that the newly joined employees can easily perform their tasks without facing any interruption.
It is noticed that the Human Resource Management is facing several changes for some time.With the advanced strategic plans and actions of the human resource management, a business organisation can make more profit, run business operations seamlessly and benefit the shareholders. It is not that the challenges within the industry or in the organisation always remain same and come to interrupt with same traditional forms. Rather the increasing competition within the industry always provokes the challenges to take more complicated forms. In order to cope with the challenges, proper discussion with the higher authorities should take place, followed by some positive changes. Most of the time this results in positive outcome and business organisations get new dimensions to reach the target and secure a better place in the industry (Ostroff & Bowen, 2016).
Importance of enabling changes in HRM setting
Apart from the challenges, industry issues, changes in Acts, regulations and technological advancement often force the setting of the Human Resource Management of an organisation to enable the changes. But enabling the changes is not an easy task rather it is also noticed that a lot of business organisations have failed to maintain the rhythm of the change and it results in loss. And which is why researching on the changes, related facts and potential outcomes is truly important and most of the leading business organisations across the world prefer to maintain the research regime.
In the earlier sections, it is mentioned that each organisation in an industry is unique when it comes to the business goals and objectives. All the business organisations have some specific way of structuring a business and it differs from that of the other organisations of the same industry. But few organisations often do not follow this fact and try to adopt a strategy or practice which has offered great benefits to another organisation of the same industry. But that strategy or practice cannot be as effective as it was for this organisation. Without researching and evaluating the related facts and potential outcomes implementing any new strategy or action plan is not appropriate (ul ain Ansari, ul Haq & Raza,2018).
It also can be said that the business organisations fail to adopt effective human resource practices due to lack of awareness regarding the research findings. On the contrary, it can be said that even after the proper research findings, the implementation of the findings can result in negative outcome. Generally, in this type of situation, the individuals get confused whether the research-practice is a knowing-doing gap or simply a knowing gap (Kieser, Nicolai & Seidl, 2015).
In order to have a clear idea without any complications, Rynes et al. had arranged an investigation program and the main intention was to study the congruence, the beliefs of human resource practitioners and research findings about effective human resource practices. In the discussion, there were several topics of much importance such as recruitment and selection, general employment practices, and the development of the staff. In the result, it has been shown that there are huge differences between what people know from the researches and what practitioners think in this field (Bansal et al. 2012).
Research may be of several forms such as primary research, secondary research and so on. But research and reality have a lot of differences. Blindly following the researching results is not going to help a business organisation in a greater level. And this fact is closely connected with the human resource practice and management in a business context. On the contrary, it can be said that research and practice gap has always been in this genre and there are a lot of factors which contribute to this problem (Cohen, 2015). Generally, these problems incorporate failure when it comes to the communication between the practitioners and the researchers. It also promotes other major factors rather problems such as service delivery complications, poor public awareness, poor financing regime and non-supportive political environment. All of these in one alignment cannot meet the perceived needs of the community. The gap of research and reality often result in miscommunication between the practitioner and the researcher, creating other major problems (Schulz & Nicolai, 2015).
Potential reasons, why business organisations often fail to adopt effective practices
However, it is noticed that the gap between research and practice is elemental. It is also can be said that the required knowledge and skill sets also differ from person to person. Here, generally, design research takes place. Design research refers to considering the research community within a community setting (Human Resource Management) (Jabbour & de Sousa Jabbour, 2016). The community is there just to provide understanding and explain the related basic patterns of human and social behavior and how technology can leave impact on these patterns. When it comes to the gap between the science and practice in human resource management, most of the studies concentrate on the problems or present difficulties. All these seem easy to study than the potential benefits and changes in work patterns. On the contrary, the rest part of the researchers concentrates on the technological boundaries, revealing new and potential capabilities and obviously the new experiences (Ponisio et al. 2015). And both of these researches are valuable especially when it comes to the human resource management setting of a business organisation. It is noticed that both of these patterns offer new dimensions to the business organisations. But if the assignment focuses on the overall function and requirements of a business organisation then it will be noticed that both of the patterns rather research ways are maintaining a sound distance from the intense attention of detail, robustness and reliability. All of these are directly connected with what and how customers buy or hire service, the cost structure of potential products and the expecting profitability. Generally, the practitioners do not prefer or simply do not get the time to accelerate or deal with the debate about the problems and difficulties which take place into the genre due to the technological factors (Curado, 2018).
But when it comes to research, the regime excites the product area of a business organisation. It is also noticed that transforming the research demonstration into the practical aspects in human resource management (which is directly connected with profitability, culture and environment of a business organisation) is not an easy task; rather it acts as a complicated and demanding job. Often the situation or the job takes a critical appearance and for which the research community is neither ready, nor has the patience, skills and interest. And most probably this is where the great gap between the research and practice takes place (Snyder, Miyake & Hankin, 2015).
From the previous sections of the discussion, why gap between science and practice takes place and how it can impact a business organisation are discussed. Sorting out the problems cannot be a proper step to be taken, rather identifying solutions are the most convenient way to deal with the problems. In order to run a business organisation, regardless of the industry, the human resource department has to do several jobs (Bae et al. 2014). And it is also applicable when the gap takes place into the business regime of an organisation. Here, the evidence management system can act accordingly. But before implementing it in the human resource, having an actual idea of its workings, behavior and importance is truly important. (Kulik, 2015)
The gap of research and reality
It is an all agreed fact that decision making and all the related factors get treated with adding care and attention in the business organisations (Mostafa, Gould-Williams & Bottomley, 2015). The same fact is applicable in the context of evidence-based management as well. Generally, the evidence management system is accepted as a materializing initiative in order to precisely use the present and best evidences in the management and decision-making regime of a business organisation. According to the evidence-based practices, it can be said that the root of this regime is in empiricism. It was availed into the genre in order to apply the scientific methods in order to evaluate the practices (Darling, 2015).
On the other words, it can be said that evidence-based management system is there to involve managerial decisions and organisational practices through the best and effective available evidences. A fact which is important to be mentioned here is – the regime is based on three principles such as published peer reviews (available in social science and management journals), judgment and experience from relevant management practice and the preferences and values (KhiljiTarique, Schuler, 2015). The first principle concentrates on why a specific management practice works or why it is better than others. The second principle concentrates on the interpersonal dynamics, risks and potential benefits of the organisation. And the third principle concentrates on the preferences and values of the changes. According to the business setting, the evidence-based management system can vary from business to business (Ones, Viswesvaran& Schmidt, 2017).
The main purpose of this evidence-based management system is to educate the present and future managers who are willing to work in an evidence-based management practice. It is noticed that the promotional regime faces more challenges than any other evidence-based management initiative (Subramony et al. 2018). According to Henry Mintzberg, management is the utmost job that can enable a satisfying working atmosphere for the rest job posts. In other words, it can be said that there is no job post which has equal job value as a manager. He also said that manager is in the utmost post that is capable of determining if the social institutions are working accordingly to serve the countrymen well or not. Evidence based management system can get applied into four potential areas such as leadership, decision making, evaluation and team management (Shuffler & Carter, 2018). Generally, through the evidence-based management system the combination of critical thinking and the effective available evidence is enabled in order to promote standard decisions. The main goals of this management system are science from folklore, data from assertions, and trends from best practices, evidence from beliefs, sketches or from individual opinions (Ferdman, 2018).
But the discussion should be more specific when it comes to human resource setting of a business organisation. It can be said in this context, finding best evidences through the advanced technology and internet is not difficult. But challenges are not always traditional or is similar with anyone else’s (Boxall, 2018). And which is why most of the business organisations feel the necessity of better evidence-based management setting in the human resource applications. Merit and skills get required in a number of possible solutions. When it comes to making human resource decision in a business setting, the mentioned management style states the fads, trends, and individual cognitive biases in favor of evidence from robust researches (Aguinis, Ramani & Alabduljader, 2018).
In the meantime, availing accurate data is not possible at the first attempt. In most of the cases, the regime gets accelerated with the assuming power of the individuals. But there is a great need of hard facts, statistics, and internal business information in order to formulate better decisions according to the short term and long-term criteria of the business organisation (Kasemsap, 2018). It must be kept in mind that decision has direct connection with HR practice of business setting, it can directly impact the business profit and employees of an organisation. That is why the assumed work or the collected data, which are not up to the desired accuracy rate, should not be used by the regime (Bakker & Albrecht, 2018).
The discussion can be of more specific idea if in the next part it concentrates on the benefits of evidence based human resource practices. The best benefits are mentioned hereby-
- In the previous section it is mentioned that informed and effective decision making is highly appreciated in the human resource setting of a business organisation, which is possible through the evidence-based management.
- In order to run a business organisation, alignment of the human resource actions with the strategic goalsis important and it can get accelerated through the evidence-based
- Human resource policy and practice are also great facts of an organisation and it can depend on the work, avoidingthe rest factors which divert the attention from the main focus.
- Through this evidence-basedpractices, the human resource practitioners can avail improved enhanced credibility.
- After the application of this regime, more consistency got noticed in the decision making and intervention regimes.
- All the business organisations and all the initiatives have some risks but through the implementation of proper evidence-based practices,managing the potential risks is not difficult, rather a lot of business organisations take help of this regime (Posthuma, Charles Campion & Campion, 2018).
Conclusion
This assignment has all the crucial factors highlighted, relating to the gap between science and human resource practices in a business setting.Through the entire assignment,some relevant aspects, regarding the subject matter, has come to light. The gap between science and practice in human resource management is a discuss-worthy topic (Madden et al. 2018). May be a lot of people related with the business and human resource context have heard about the fact but nobody has the clear idea. But after having clear idea on the exact procedure and purpose of human resource setting of an organisation and the mentioned topic, the gap between science and practice becomes important to mend. In order to make the organisation different and more progressive than the rest of the industry, the HR professionals need to find out the truth, verify the data, maintain accuracy and avoid the dependency on hunches and hearsay.
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