Essays on Human Resource Management Practices Can Help Organizations Case Study

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The paper 'Human Resource Management Practices Can Help Organizations ' is a great example of a Management Case Study. Human resource management is the act of administering and regulating the organization’ s most valued resource. Employees are the means by which an organization determines how they adapt to the external environment. Human Resource Management is tasked with selecting, recruiting, training, and evaluating employee performance. It is the most important aspect of any organization; it is the key to obtaining an advantage over other companies. This is mostly because of the ability of the employees to convert other resources into the output.

No two companies have the same human resources thus this can bring about competitive advantage. Managing human resources can be very difficult at times. Effective management requires that a company has good HRM systems, these systems are used in different HRM practices. (Bondarouk T. V, 2008). The HRM practices are the organization’ s activities that are geared towards managing the employees. This is mainly aimed at ensuring that the available resources are directed towards the achievement of the organization’ s objectives. Research studies have come up with different descriptions of HRM practices.

Some theories argue that most HRM practices are connected with the improved performance of the organization. Employees who carry out their operations in a conducive environment and are well-paid have higher productivity rates. HRM practices have been outlined as follows; first of all, HRM should carry out carefully planned and laid out a recruitment and selection processes. (Alas, 2008). This means that it should select the best from the group. Those selected should have no defects when it comes to working in the organization.

HRM should also have a good remuneration system, for example, benefits and bonuses for staff working overtime. Teamwork and flexible work operations and descriptions are another HRM practice. (Garavan, 2008). This practice ensures that the right job is given to the right man and no one employee works alone. Enhancement of skills through training employees in different departments will improve employee performance, for example, marketing staff having interpersonal skills. Employees will feel important when they are involved in the decision-making process. Informing them of any key changes in the organization’ s structure or operations will also enhance their performance.

Lastly is employee motivation through performance appraisal, obtaining feedback from the customers to know how well the employees are performing. (A., 2007). There are a number of factors that affect HRM practices. These factors are both internal and external because of the variations that exist from region to region. Changes in the economy have forced HRM to expound their practices to incorporate international relations. Technological knowledge is rapidly increasing; this affects HRM by changing how they carry out their operations.

HRM practices have to be formulated in a way so as to adhere to the rules and regulations of the country they are operating in. Competition can adversely affect the operations of an organization; HRM is tasked with developing a wide scope of human resources to be able to have a competitive advantage. Globalization has opened up markets in different countries. As a result, companies are moving from their countries of origin to other countries in search of the market. This has become a big challenge to the organizations while selecting the right employees.

Internal factors include: the size of the organization, small organizations do not carry out all the HRM practices. An organizational structure will determine the flexibility with which HRM carries out its activities. Linking the business strategy with HRM practices will enable an organization gain competitive advantage. (Joseph K. E, 2009)

References

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