Human Resource Management and Organizational Progress
The primary aim of this paper is to conduct a literature review of the chosen topic: “role of human resource management in business management” and provide an extensive and elaborative idea of ten selected resources to build up the content of this literature review. It is without a single doubt that human resource management plays an important role in any organisation. From recruitment and selection to internal conflict mediation, human resource management plays a significant role in every aspect of businesses and creates an important segment for itself within any organisation. Human resource management is also critical to understand the various human resources within the organisation, like the employees and directly evaluate their contribution and effect on the organisation. Human resource management also facilitates innovation and excellence within the organisation and is one of the most important departments in any organisation, within the operational and governance framework (Günther, Hauff and Gubernator 2022). Human resource management also highlights the various attributes of an organisation and compliments them like leadership and management practices. Human resource department is tasked with building and maintaining a healthy workplace that directly contributes to the progress of the organisation. It can be understood that every department and element within an organisation is directly connected to the human resource department and management and hence, the central point of any organisation is the human resource department. Effective human resource management leads to organisational progress and value addition (Malik, Froese and Sharma 2020). Theis paper further discusses the human resource management in depth via aa suitable literature review analysis.
- “Abu-Mahfouz, S.S., 2019. TQM practices and organizational performance in the manufacturing sector in Jordan mediating role of HRM practices and innovation. Journal of Management and Operation Research, 1(22), pp.1-12.”
As per (Mahfouz 2019), the article “TQM practices and organizational performance in the manufacturing sector in Jordan mediating role of HRM practices and innovation” defines Total Quality Management as a sequential improvement process that improves the process of work for the benefit of achieving quality, to influence the organisational performance. The author states that due to direct impact on employees, TQM is one of the hardest tasks to accomplish. The author has tried to establish a critical relationship between TQM and HRM practices, expectations, and roles to better facilitate TQM within the organisational framework. The author also tries to understand the several HRM and TQM concepts and apply them successfully in the performance of manufacturing sector in Jordan. For this study, the author has chosen the Structural Equation Modelling (SEM) Approach. This approach will help the author to validate and collect secondary data and build a hypothesis to construct a direct relationship between HRMs benefits at TQM and organisational performance. The study concludes that organisations can benefit significantly, especially the manufacturing sector by filling the gap between the influence of TQM practices and HRM practices and innovation as mediators. The limitation of the study is that the SEM Model is only applicable for small data sets and sample sizes. A recommendation for future will be to have a better aligned TQM and HRM practices, that are unified and complimentary in nature.
- “Akunda, D., Chen, Z. and Gikiri, S.N., 2018. Role of HRM in talent retention with evidence. Journal of Management and Strategy, 9(2), pp.8-19.”
As per (Akunda, Chen and Gikiri 2018), the article “Role of HRM in talent retention with evidence”, discusses the various strategies and the various purposes of talent management and the role of HRM throughout the process. The authors have taken up the human resource management practices taken up by a Uganda based Firm, MTN, to provide evidence of various practitioners in the field of human resource management, with evidence as to the ways of talent retention and management strategies. The authors have created a case study analysis for the purpose. The methodology used for the study is in the form of a case study approach via the reflexive account, also known as the retrospective analysis (2012-2015) and content analysis from the reports (2007-2018) to create an evidence-based study for this research. Also, the authors used the Department of Corporate Services to fill in the gaps. These analysis approaches are used because the authors found that to create an appropriate evidence-based research, mixed analysis is essential. Hence, the choice of methodology. The authors found that in MTN Uganda, HRM is directly proportional to the role of retention, although there is no one key success or retention formula. It is a culmination of various HRM concepts and approaches. The study fails to adjust for the time gap since the study is based on evidence obtained till 2015, and the narrative is based on a former employee who did not serve at a higher position at MTN Uganda. A future suggestion for the research will be the use of current data that compliments organisational change and secondary data collection from well-placed organisational member.
- “Brunetto, Y. and Beattie, R., 2020. Changing role of HRM in the public sector. Public Management Review, 22(1), pp.1-5.”
Total Quality Management and HRM Practices
As per (Brunetto and Beattie 2020), the article “Changing role of HRM in the public sector. Public Management Review”, briefly enumerates the evolution of public management, public policies and HRM practices in the Public Sector over the past 15 years or so since the publication of Public Management Review on HR issues in the public sector. The authors have provided a commentary on the ways HRM has evolved and changed within the Public Sector. The authors have evaluated various sources to arrive at their approach and have proceeded to create evidence and resource-based approach to take on the study. The authors have used several published journals and articles to create this commentary, like BRICS, MINT and so on. These form the methodology of the study. These sources were chosen because the authors believe them to be accurate and real-life depiction of the evolution and transition of HRM practices and policies in the Public Sector. The authors, via their study have found that the evolution of HRM on the Public Sector has been hugely different and contrasting, based on different geographical locations and the state of the public sector there. Oner limitation of the study is that it is excessively qualitative in nature. A future suggestion will be to create a data driven approach for a similar study.
- “Fuenzalida, J. and Riccucci, N.M., 2019. The effects of politicization on performance: the mediating role of HRM practices. Review of Public Personnel Administration, 39(4), pp.544-569.”
As per (Fuenzalida and Riccucci 2019), the article “The effects of politicization on performance: the mediating role of HRM practices. Review of Public Personnel Administration”, enumerates the ways HRM practices can thwart the increasing effects of threats to organisations in terms of excessive politicization, depending upon the geographic location. The article reveals that the United States have found a negative impact of politicisation ion organisational performance. The authors have taken up to show the deteriorating effects of politization on HRM practices and organisational performance. The authors have used data from the National Survey of Municipal Managers and Mayors in Chile. The reason behind this methodology is the availability of accurate and updated data on the organisational performance before and after politicization to build a contrasting narrative. The key finding of the study is the direct relationship between increasing politicisation and declining HRM practices and organisational performance. Politicization is inversely proportional to organisational performance. The limitation of the study is that it does not take big corporations into account to build expansive evidence. A future recommendation can be the use of data that are available for all the different sectors and size of businesses to build an Economic Effect Review of Politicization.
- “Günther, N., Hauff, S. and Gubernator, P., 2022. The joint role of HRM and leadership for teleworker well-being: An analysis during the COVID-19 pandemic. German Journal of Human Resource Management, p.23970022221083694.”
As per (Günther, Hauff and Gubernator 2022), the article “The joint role of HRM and leadership for teleworker well-being: An analysis during the COVID-19 pandemic. German Journal of Human Resource Management” explores the various threats to employees of the telecom industry, due to the advent of Covid-19 and how situation specific HRM practices can alleviate the condition and facilitate the well-being of teleworkers. The authors analyse the change in HRM practices, leadership behaviour, organisational dynamics, and employee-employer relationship due to the Covid-19 pandemic. The authors, identifies the health provisions made to the workers via effective HRM practices. The methodology selected for this study is secondary data collection from various German teleworkers to understand the effects and impact of the telecommunication industry before and after the Covid-19 pandemic, to build their case. This methodology is used to establish the change and deviation in HRM practices, based on situational responses. The study conducted by the authors, find that most of the tele firms have implemented care and isolation provisions via systemic HRM to cater to the health, safety and well-being of the workers. The paper also demonstrates the flexible role of HRM in employee well-being. One limitation of the study is the lack of a suggestive narrative to further better the case. One future suggestion will be to create a robust and continuous HRM practice that will cater to the needs of the employees even after the Covid-19 pandemic.
- “Malik, A., Froese, F.J. and Sharma, P., 2020. Role of HRM in knowledge integration: Towards a conceptual framework. Journal of Business Research, 109, pp.524-535.”
Talent Retention and HRM Practices in Uganda
As per (Malik, Froese and Sharma 2020), the article “Role of HRM in knowledge integration: Towards a conceptual framework. Journal of Business Research” draws upon a knowledge-based view of the firm and the ability-motivation-opportunity framework for the development and enumeration of an empirical and theoretical model to demonstrate the participation and effects of HRM in achieving Knowledge Integration (KI). The paper uses an assessment approach to draw upon the findings. This approach allows the authors to create a comprehensive analysis and intricately study every item for the purpose. The findings suggest three ability-enhancing practices, project-based knowledge dissemination, four motivation -enhancing practices, and five opportunity-enhancing practices, facilitating KI. One limitation of the study is that it’s concentrated to one firm and does not have a dynamic range of study. A suggestion will be the use of at least two firms to build the hypothesis and finding of the study and contrast the results for better outcome.
- “Monaci, M., 2020. Embedding humanizing cultures in organizations through ‘institutional’leadership: the role of HRM. Humanistic Management Journal, 5(1), pp.59-83.”
As per (Monaci 2020), the article “Embedding humanizing cultures in organizations through ‘institutional ‘leadership: the role of HRM. Humanistic Management Journal” revolves around the creation of human based embedded approaches for cultures within an organisation, via institutional leadership and management practices of progressive and culture oriented HRM. The authors use Catholic Social Thoughts and Views and the unprecedented perspectives of the Sociologist Philip Selznick. These are the core data points for humanization of organisational cultural paradigm via HRM. Hence, justifies the methodology. The authors found out that the increasing diversity in organisations call for more robust and flexible HRM practices to better suit the humanization cultures in terms of employee and organisational workplace environment. One limitation of the study is that it has an overly influence of Christian perspective, instead of a dynamic or general religious and cultural perspective. One future recommendation can be the elimination of biased use of Christian perspective to build the research.
- “Podgorodnichenko, N., Edgar, F. and McAndrew, I., 2020. The role of HRM in developing sustainable organizations: Contemporary challenges and contradictions. Human Resource Management Review, 30(3), p.100685.”
As per (Podgorodnichenko, Edgar and McAndrew 2020), the article “The role of HRM in developing sustainable organizations: Contemporary challenges and contradictions. Human Resource Management Review” reviews the role of Corporate Social Responsibility in the light of HRM and their effective integration. The paper identifies the three crucial roles of HRM in CSR: social support, advocacy and employee. The methodology used for the study is the systematic review of the Literature (SLR) to build the narrative for the study. This is because a Systematic Review of the Literature will enhance the organisational impact and evidence-based research for CSR and HRM. The study finds that there exists a direct relationship between CSR and HRM and both are directly proportional. The greater the intervention of HRM, the greater is the magnitude of CSR. One limitation of the study is that it has a very narrow sample space. A future recommendation will be to use a industry specific sample for linear study.
- “Sardi, A., Sorano, E., Garengo, P. and Ferraris, A., 2020. The role of HRM in the innovation of performance measurement and management systems: a multiple case study in SMEs. Employee Relations: The International Journal.”
As per (Sardi et al. 2020), the article “The role of HRM in the innovation of performance measurement and management systems: a multiple case study in SMEs. Employee Relations: The International Journal” identifies the primary attributes and significance of HRM to create a performance management criterion for an organisation, and management system for small and medium-sized enterprises, to prioritize operational and financial aspects of the study. The study uses a multiple case study methodology to critically assess the systems and management performance in European SMEs and the collection of empirical data via direct observations, interviews, organisational documents. A cross case analysis is further deployed to analyse the findings. This methodology is appropriate for the study since it approaches the issue in a two-pronged approach. The study finds that HRM is essential in supporting the maturity of organisational performance and systems. The limitation of the study is that it is in its preliminary stages and initiates the research foundation for broader research in the future to classify and analyse the managerial case further broadly. A suitable future recommendation can be the use of subjective and secondary data as well to build historical evidence to the present study.
- “Son, J., Park, O., Bae, J. and Ok, C., 2020. Double-edged effect of talent management on organizational performance: the moderating role of HRM investments. The International Journal of Human Resource Management, 31(17), pp.2188-2216.”
Changing Role of HRM in the Public Sector
As per (Son et al. 2020), the article “Double-edged effect of talent management on organizational performance: the moderating role of HRM investments” creates an extension for the research analysis of the book “The War for Talents”. This study aims to find the multi-dimensional impact of changing roles of HRM practices and HRM investments on organisational performance and practices. The authors use a sample of 444 firms in South Korea to understand the dynamic effect of talent management in case of voluntary turnover and innovation as well. This methodology is selected to extensively study the industrial landscape of South Korea and build the outcome based on extensive research and analysis. The study finds the negative impacts of talent management in every major sphere of business and how it fares in terms of the positive contribution of talent management. The study also establishes the theoretical and the practical preface of the study and enumerates the double-edged effect of talent management via both ways. One limitation of the study is that it takes a large sample group into account, as a result fails to demonstrate the individual effects based on different sectors and enterprises. One suggestion for the future can be to take a limited and medium sized sample to effectively demonstrate the individual effects of the same.
Conclusion
In conclusion, the above paper conducts an appropriate literature review on the topic; “the role of human resource management in business management”, via the use of ten scholarly sources and their critical analysis and interpretation. The key idea behind a literature review is the focus on various renowned and relevant articles, that are aligned with the central idea and topic, and to enumerate a clear and lucid understanding, interpretation, analysis and enumeration of facts and data gathered from those sources. This allows to create a source precise narrative for any given topic or idea and provide an idea about the perspectives and points of view of various authors and researchers. A literature review is systematic and critical, providing extremely critical and precise information about a certain topic or idea. The same has been done and portrayed via this article and presents a descriptive and critical analysis of the various choses resources for the review and portrays a comprehensive idea about each one of them. From the literature review it can be assessing that human resource management is one of the key and fundamental entity within an organisation and creates a holistic impact on every level of an organisation. Human resource management is almost needed in every function and system of operations and governance within an organisation. Hence, an appropriate study and understanding the dynamics of human resource management is extremely critical for organisations to catapult and leverage the same within.
References
Abu-Mahfouz, S.S., 2019. TQM practices and organizational performance in the manufacturing sector in Jordan mediating role of HRM practices and innovation. Journal of Management and Operation Research, 1(22), pp.1-12.
Akunda, D., Chen, Z. and Gikiri, S.N., 2018. Role of HRM in talent retention with evidence. Journal of Management and Strategy, 9(2), pp.8-19.
Brunetto, Y. and Beattie, R., 2020. Changing role of HRM in the public sector. Public Management Review, 22(1), pp.1-5.
Fuenzalida, J. and Riccucci, N.M., 2019. The effects of politicization on performance: the mediating role of HRM practices. Review of Public Personnel Administration, 39(4), pp.544-569.
Günther, N., Hauff, S. and Gubernator, P., 2022. The joint role of HRM and leadership for teleworker well-being: An analysis during the COVID-19 pandemic. German Journal of Human Resource Management, p.23970022221083694.
Malik, A., Froese, F.J. and Sharma, P., 2020. Role of HRM in knowledge integration: Towards a conceptual framework. Journal of Business Research, 109, pp.524-535.
Monaci, M., 2020. Embedding humanizing cultures in organizations through ‘institutional’leadership: the role of HRM. Humanistic Management Journal, 5(1), pp.59-83.
Podgorodnichenko, N., Edgar, F. and McAndrew, I., 2020. The role of HRM in developing sustainable organizations: Contemporary challenges and contradictions. Human Resource Management Review, 30(3), p.100685.
Sardi, A., Sorano, E., Garengo, P. and Ferraris, A., 2020. The role of HRM in the innovation of performance measurement and management systems: a multiple case study in SMEs. Employee Relations: The International Journal.
Son, J., Park, O., Bae, J. and Ok, C., 2020. Double-edged effect of talent management on organizational performance: the moderating role of HRM investments. The International Journal of Human Resource Management, 31(17), pp.2188-2216.
Order an Essay Now & Get These Features For Free:
Turnitin Report
Formatting
Title Page
Citation
Outline
