The Role and Importance of Human Resource Management
Question:
Discuss about the Human Resource Management for Business Ethics.
Human resource (HR) management is one of the most important sectors of an organisation. Through the HR department, all the significant resources of the organisation get accounted for and that is the reason a better productivity can be acquired by the organisation. The department is also liable for maintaining a relationship with the management and employees. The department has its own responsibility and through the approaches, they are carrying out this process. These activities of HR department are considered as the HR specific approach of the organisation. There are some situations when the same work is treated by the employees and thus these situations regarding the effectiveness of HR practices are considered. According to Forbes, 65% of the employees in the world said that they needed grander and more regular feedback than they already receive (Thite, Wilkinson & Shah, 2012). This just isn’t conceivable with annual assessments.
This not only makes the employees attentive and on their feet at all times but it also aids to keep the check on the completion of work on a regular basis. It also shows effectiveness in inducing cohesion between employers and management. The responsibility of HR is to build a bridge between them and deliver a better organizational approach for the developmental increase in an organization. Some of the basic practices that HR department takes care of are maintaining the proper leadership for the team, enhancing the cultural support for the organization, having focus on the employee engagement and delivering the best possible ways to engage employees, expressing opportunities for employees, and declaring the best fit situational analysis and organizational need for the organization (Andreeva&Kianto, 2012). Other than these prime practices, collecting feedback from employees is another aspect that they have to look after. There are lots of appreciating occasions in the organization. In most of the cases, HR takes this responsibility to take that initiative and appreciate the employee for some deeds. This works as the intrinsic motivation for the employees and in case of this better work can be expected from employees. In case of career development section, HR intervention is needed. There are some skill and growth development reasons and all over the globe 76% employees develop their position through the training and developmental process (Marler & Fisher, 2013). This is an important aspect for the HR team and also for the employees. Setting good management practices in place can support to surpass the key points of being a project manager. Integrating technology in organizational methodology is an effectual way to doing this. Tact and finesse must be used on the occasion of employees viewing a lack of development and be inspiring when underpinning the good performance of others. This will be considered as one of the major areas of HR practices and employees work in an effective manner in all these instances.
Complexity in Human Resource is one of the common problems and the HR has to take initiatives to mitigate the complex problem so the better chances of result can be drawn. Talent management and maintaining a good atmosphere in the organisation is also considered as the development scenario for the organisation. Employees are from different backgrounds and culture so the accumulation of those employees and working together is another complex process. The cross-cultural communication is a complex scenario that HR has to formulate in the workplace so the conflict situation will not arise (Shaw, Park & Kim, 2013). The perception of every employee is different and in case of a meeting of seminar these thoughts are placed.In midst of these some of the thoughts that are relevant to the condition of the company and leaders has taken those, but the rest employees’ thoughts are not considered and they may think that they are not as important aperson, whose idea has been selected. In that case, HR strategy needs to be strong and they will clarify the importance of all and rather explain them the value of their job roles and responsibilities (Petrick, 2012). These are the main concern of complexity in the HR cases and through the diverse control of maintaining HR team does their job.
HR Practices and Organizational Productivity
There are four major dimensions of HR practices like Planning, Recruitment and Selection, Training and development, and Compensation. In case of planning section, HR department of any multinational organisation follows any one of those approaches in between ethnocentric, polycentric and geocentric. These three ways are generating the planning for human resourcing. In case of ethnocentric planning, HR department plans to recruit employees from the host country. In case of polycentric, the department plans to recruit employees from different countries and also parent-country nationals (Costea, Amiridis & Crump, 2012). In case of geocentric the department forget about the nationality of the people and recruit employees as per their quality and designation. In case of recruitment and selection, sometimes cultural inclination and behavioural aptitude have been tested by the department and some other cases, this is not considered. In case of training and development aspect, the major focus of the training is to improve the factual knowledge about the situation and deliver the best for the company (Aust, Obereder & Matthews, 2018). To meet the target level enhancement, the procedure of training is important. At the last section, the issue of remuneration, compensations and other cost living cases are important for the development of employees’ performance.
There are the different key aspect of HR management and all these stakeholders’ impacts over the organisational performances to improve the situation from the existing one. Employees, suppliers, government, banks, creditors, management, shareholders, local community, and environment all these are considered as the stakeholder of HRM and in most of the cases, HR policies are depending on the same situation. 91% of HR strategies are impacted on employees. All the policies and line management scopes are resulting in the intricate business strategies that improve the relationship between employees (Cintas, Gosse & Vatteville, 2013). To avoid the inconsistent practice in HR management all the relative works of stakeholders imparted over there. Managing the flow and act over the business implementation is the correct idea of business and that will gain the potential advantage for the organisation. Internal and external stakeholders need to be happy so that management can develop their organisational position and limiting internal creditability. Stakeholders’ factors of workforce characteristics, management philosophy all these aspects are highlight all stakeholders and influence their interest as well.
There are some key models of Human Resource management and all these models try to highlight the function of HRM and deliver the best possible way of blending organisational culture with the better form of productivity. The Harvard Model by Beer in 1984, The Michigan/ Matching Model by Tichy and Devanna in 1984, The Guest Model by Guest in 1987, and the model by John Sore in 1989 all are the possible best models to understand the human resource processing and extract the best possible assumption to deliver the aspect in a right way.
The Guest model is the fusion of both hard and soft approach of HRM and through the four crucial components, the theory can be established. This is the ability to maintain a relationship between the HRM strategy and business strategy. In case of strategic integration, the harder side of the Guest model has been discussed. In case of achieving the business objectives, primary goal achievement is the main aspect of the HRM process (Guest, Paauwe& Wright, 2012). In case of labour exploitation, HR management is important for saving those employees those are exploited by the organisation. The model has shown the benefit of understating the situation. In case of high commitment is behavioural assurance is the most effective concern of this situation and that delivers better quality and the good services for the assumption of managing people.
Another model like John Sorey model highlights the holistic approach to employee management. Through the belief and assumption in case of distinctive approach and fundamental production, factors are essential in that case and that relation treated the situation with great care. Strategic qualities are there and get competitive advantages are the concern matter for the organisation and through the HR policies belief of business understating will be addressed. In this model, the role of line manager is important as the person controls the operational aspect and the making a strong link between subordinates or employees (Story et al., 2014). The aspects of key levers are also important as the situation delivers the commitment and flexibility in business. Recruitment, job redesign and empowerment of HR policies are important in that case and the values and beliefs boost the organisational culture for the development.
In case of business objectivity, the use of HR management is important as all these sub-sectional factors deliver their contemporary essence in business for the long-term business development and improvement. The objectives need to be precise the influence business understanding and deliverers better role in an organisation.
References
Andreeva, T., & Kianto, A. (2012). Does knowledge management really matter? Linking knowledge management practices, competitiveness and economic performance. Journal of knowledge management, 16(4), 617-636.
Aust, I., Obereder, L., &Matthews, B. (2018). Competing paradigms: status-quo and alternative approaches in HRM. In Contemporary Developments in Green Human Resource Management Research (pp. 136-154). Routledge.
Cintas, C., Gosse, B., & Vatteville, E. (2013). Religious identity: a new dimension of HRM? A French view. Employee Relations, 35(6), 576-592.
Costea, B., Amiridis, K., & Crump, N. (2012). Graduate employability and the principle of potentiality: An aspect of the ethics of HRM. Journal of business ethics, 111(1), 25-36.
Guest, D. E., Paauwe, J., & Wright, P. (Eds.). (2012). HRM and performance: Achievements and challenges. John Wiley & Sons.
Marler, J. H., & Fisher, S. L. (2013). An evidence-based review of e-HRM and strategic human resource management. Human Resource Management Review, 23(1), 18-36.
Petrick, J. A. (2012). Enhancing ethical US HRM education and practice: integrity capacity and HRM professionalism. SAM Advanced Management Journal, 77(4), 42.
Shaw, J. D., Park, T. Y., & Kim, E. (2013). A resource?based perspective on human capital losses, HRM investments, and organizational performance. Strategic management journal, 34(5), 572-589.
Story, J. S., Barbuto, J. E., Luthans, F., & Bovaird, J. A. (2014). Meeting the challenges of effective international HRM: Analysis of the antecedents of global mindset. Human Resource Management, 53(1), 131-155.
Thite, M., Wilkinson, A., & Shah, D. (2012). Internationalization and HRM strategies across subsidiaries in multinational corporations from emerging economies—A conceptual framework. Journal of World Business, 47(2), 251-258.
Order an Essay Now & Get These Features For Free:
Turnitin Report
Formatting
Title Page
Citation
Outline
