Argue For and Articulate This Particular Approach To Hrm Practice
Human Resource management (HRM) refers to the process or approach of recruitment, selection, deployment and management of employees in an organization (Armstrong & Taylor, 2014; Boxall & Purcell, 2011). Further, it is an effective management practice to bring the workforce together so that they can have a contribution in achievement of business objectives. In this regard, the current report is based on management of human resources in an education organization of India. The school is not regulated by government and dealing with an issue of maternity leaves offer for female employees. For this purpose, a model of power and intervention has been proposed to solving the issue and develop confidence in employees. Moreover, a critical review has been done for the effectiveness of approach and challenges of HRM practices.
The private education sector of India is basically dealing with a common issue that is not enough maternity leaves for female staff and if they demand for more leaves then they have to leave a job or apply again for the job. Owing to the issue, a model of Power and Intervention will be used by the private education industry to respond the issue. The model based on the involvement of all the employees in the business activities (Legge, 1978). In this context, this model will be helpful to deal with the issue of management of resources for long time in context of maternal leave. Jeppesen & Lakhani (2010) stated that big educational system use the intervention process in entire school to enhance the grade. Further, it is helpful to make target changes and create a professional climate as well as culture in the educational organizations. Similarly, Theriou & Chatzoglou (2014) mentioned that intervention has a major contribution in aiming the reduction in level of aggression in teachers as well as students. It shows that intervention in education system has positive outcomes in the form of more interconnectivity, professional climate and achievement of higher number of grades in entire education system.
With the help of the model of intervention and power, the teachers will be able to interact with each other, maximize the chances of collaboration and frequency of positive actions. By considering this, the model will be appropriate in the report that to deal with the issue because the entire management of school will play a different role such as innovator and problem solver. Here, the principal will play a role of problem solver and try to minimize the issues of employees to develop an effective environment in the organization. Moreover, the principal can be able to maintain a professional behavior with teachers by a balance between personal and professional life through time-management and professional rights; specially with regards to female employees. However, Sweet, Thomas & Junker (2014) argued that the approach of power and intervention can merely used at hierarchical intervention instead of social networks because it requires to offer the specific rights for the completion of school activities and that cannot be done on individual basis. On contrary, Capano (2011) explained that if the rights will be delegated on personal basis then the employees would become the over-confident and do not focus on the specific curriculum activities of schools. Therefore, it reflects that the application of model of power and intervention develops a positive environment in the entire education system by involvement and giving an independent right major departmental head as principal to tackle the problems at individual level. However, individual rights may create cause for the adequate outcomes of the organization.
Synthesising Ideas From Thoughts
There are different types of HRM practices which used by the management for the effective management of employees in the organization including employment security, self-managed and effective teams, selective hiring etc. (Armstrong & Taylor, 2014; Digital HR Tech, 2018). By considering this, Camps & Luna?Arocas (2012) stated that employment security is the better HRM practice which can be used by management in the organization to retain the workforce for a long time. In this strategy, employees would be involved in the business activities and are allowed to offer own ideas for problem solving and commit with the organization. However, Tiwari & Saxena (2012) argued that employment security is a costly approach for the management of employees because for offering the experiences and ides, the employees demanded the return values in the form of upgradation. On the other hand, selective hiring can be more appropriate HRM practice for the organizations to lead in the competitive environment because it is helpful to add the value in the business (Digital HR Tech, 2018). The value can be added by hiring the competitive and exceptional people in the company. Hence, out of these, selective hiring practice can be implemented in the current education sector because it is sealing with the issue of female employees’ retrenchment due to shortage of maternity leaves. In this context, the management will be coerced due to availability of competitive teachers which affects the positive outcomes of the schools. Therefore, they will be grateful to provide the extra leaves in maternity cycle.
Digital HR Tech (2018) asserted that contingent compensation is also a best HRM practice which are mostly applied by the companies to retain the employees. In this regard, it is required to pay higher amount as well as compensation to skilled and competitive workforce in return to add more value. However, Jiang, Lepak, Hu & Baer (2012) argued that to pay more than standard policies to employees is a critical disadvantage for the organizations because it discourages poor skilled people and internally force them to leave the organization which is not better for reputation of the company. On the other hand, reduction of lower skilled workforce has positive impact on the firm because it may minimize the cost of training and development programs for the skilled employees (Bratton & Gold, 2017). Thus, it shows that contingent compensation can be easily implemented in the current education sector because in private sectors teachers always demanded for the bonus and special treatments to deliver the quality services and better results to the school.
The above-mentioned practices and strategies can be attractive for the individual and collective performance for the teachers in the educational sectors. In this context, Gong, Chang & Cheung (2010) stated that employment security is helpful to boost the morale of employees due to concern of management towards workforce. The employees will work in groups and focuses on the collective performance due to better results. However, Horváthová, Davidová & Bendová (2012) argued that contingent compensation affects the individual performance of the employees, contribution and competency level of the individual workforce in the organization. On contrary, Batt & Colvi (2011) asserted that employment security enhances the rate of stability of employees in the organization due to secure job and higher level of motivation because it is helpful to feel more committed to an employer. By considering this, these management practices can enable the individual as well as collective performance at the time of trouble in the organization. The current education system of private school can be beneficial by the stated practices because teachers always an inner feeling to be committed towards the results of schools and circumstances activities. Moreover, it also maximizes the individual performance of the teachers in context of output.
Nyberg, Pieper & Trevor (2016) asserted that contingent pay can fulfill the requirements of individuals and collective basis because it has a major participation enhancement of self-realization and growth of knowledge in relevant sectors. Apart from this, employment security practice performs the individuals resume in better form because due to security employees remains stick to one reliable organization which reflects their sound stability in the career (Majumder & Hossain, 2012). Hence, it can be estimated that HR practices of the respective organization affects the growth of knowledge and level of stability in one organization for long period of time, same applies to education sectors teachers always demanded for updated knowledge and skills for the development of students.
The choice of HRM process plays important role in the organizations to resolve the specific issues related to the respective department. In this regard, the HRM department acknowledge the potential issues such as employee dissatisfaction or discomfort at workplace through which management can look into the issue. However, the ignorance toward the issues faced by employees tend to affect the overall growth of the business. This is because employee dissatisfaction leads to increase the employee turnover which in turn increase the cost of hiring and train the new workforce. This long procedure has direct impact on the competitive edge of the business. In my case, the school ignored the issue which are being faced by the teachers; yet, the attention of one those issues might be helpful for school to save the significant amount of time as well as cost. Apart from this, the focus of school on the issues of teacher could also be effective for improving the academic results.
The choice of HRM process shape the future of the business because of their pattern of selectin or hiring personnel in the corporation. It also includes the type of candidates the corporation look. For example, the school of India has poor HRM process wherein the chances of selecting the wrong employees were also higher. In this regard, Snape & Redman (2010) asserted that effective HRM policies and procedure contribute towards the growth of the business for long term. For example, a strong team of teacher can effectively handle the students of the reputed school where it might also be possible that government start supporting such corporation. Owing to this, HRM process has huge impact on the growth of the private school of India through which retention rate can be focused. By focusing on the retention of workforce, it becomes easy to cater the requirement of all related parties and accordingly derive the valid outcome for the corporation, students and teachers. In addition to this, pay structure can be modified for workforce supporting the growth of the school by the extensive efforts. This would be motivating factors for employees and they can be able to take part in the decision-making procedure of the school. Apart from this, teachers can be invited in the weekly board meetings so that their suggestions and views can be considered for the overall growth of the school and improvement in the academic results.
Several studies evidenced that it is crucial to have appropriate HRM practices so as to ensure the successful operation of the business for longer time span (Majumder & Hossain, 2012; Batt & Colvi, 2011; Tiwari & Saxena, 2012). In this context, Schmelter, Mauer, Börsch & Brettel (2010) asserted that security and safety of workforce is important as it gives them sense of satisfaction which consequently increase their interest towards the job. However, Moideenkutty, Al-Lamki & Sree Rama Murthy (2011) unsecured job increases the stress among employees and they become less focused towards the given task. Nonetheless, the school of India had an issue related to security of the job for employees because if they need higher leaves then their profession is lost. Also, they have to begin with the bottom with low salary without considering their past experience or contribution towards the success of the school. This reflects the wrong HRM practice because security and safety is the main concern for which an individual seek the work. Furthermore, the purpose of the school is the render the quality education but the unsecured workforce would not be able to meet this purpose in the right manner. Owing to this, it is important for school to think of some changes in the current HRM practices.
As evidenced in the literature review, the payment, training and development are important aspects covered under the HRM practices which influence the satisfaction level of employees as well as progress of the organization. For example, the training and development increases the potential of workforce and they become more skilled for performing their job. In this regard, the school of India is already well because the training is offered for personnel to ensure their growth. However, the issue related to leaves affect their career growth to a great extent. This is because even they are skilled but after taking leave they are considered as the new comer and have to work in the relatively low payment. Thus, the past experience of teachers should be considered by the school and accordingly their pay should also be increased so they can effectively work with the higher level of motivation.
Conclusion
The aforementioned report concludes that Power and Intervention model is helpful in implementing the effective HRM practices in the organization because it involves key parties who are actively take part in the decision-making procedure. It can also be concluded that appropriate leave policy, involvement of teachers in the decision making and suitable payment by considering their past experience can be effective measure for school of India to improve the academic results and overall growth of the corporation. This would be effective in surviving the school for loner time span which might also gain the attention of government for financing.
References
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