The paper "How Can A Good Human Resource Strategy Help Organisations To Become Successful" is a great example of a Management Case Study. This report was intended to assess the beliefs and attitudes of people of different age groups in Saudi cultural missions in Australia in Canberra on the importance of a good human resource strategy on the success of an organization. The data was collected using a questionnaire which was to be filled by 30 respondents from Saudi cultural missions Australia and they will be workers of different ages and education levels.
Data will be analyzed using column graphs. Good human resource strategies are key to the success of many organizations all over the world. It’ s a good human resource strategy that is given the responsibility of employing people, developing their capacities and also utilizing, maintaining and also compensating their services as per the agreed requirements and regulations. A recent review of evidence showed that some features of human resource strategies like organizational management, administration of personnel and manpower and industrial management are key factors for the success of an organization. Some traditional theoretical concepts such as employees are just but pones in a big game and that they are only individuals who possess varying goals and needs should never be thought of by organizations that aspire to succeed. Most practitioners view human resource management as from a more innovative aspect of human resource management as opposed to the traditional approach. HR techniques and strategies when carefully put into the application can be the key objectives and also overall goals of the whole organization. Decisions that concern the management of employees at all levels in the business and which are related to the implementation of strategies directed towards the creation and sustaining competitive advantage are a good HR strategy.
The notion of best practice also referred to as high commitment HRM proposes that the adoption of certain best practices in HRM will result in better organizational performance (Pfeffer 1988) He also argued that there were seven best practices for achieving competitive advantage through people and building profits by putting people first and these practices included employment provision, security, selective hiring, extensive training, sharing information, self-managed teams high pay based on organization performance and reduction of status differentials. METHODOLOGY.
The survey will be integrated and will involve QUESTIONNAIRE The administered questionnaire will aim at assessing different beliefs of different workers of different age groups and education levels on the importance of good human resource management strategies on the success of various organizations, The questionnaire focused on some aspects like their occupation and what they viewed as the importance of HRM and also if they believed it affected the success of organizations. The study design was a descriptive study involving an in-depth examination of a single person or a few people.
This was to enable in the gathering of considerable information and will help draw conclusions from a more complete set of information and results. The study area was Saudi cultural missions in Australia in Canberra and the study population was to be workers of varying education and ages. The sampling procedure was purposive sampling. Due to the accessibility of the population, it was easy to access respondents from their workplaces. The actual sample size was 30 respondents to represent the rest and was randomly done so as to ensure that each subject had an equal chance of selection. Results.
Out of the 30 respondents, 8 were female while 22 were male. Most respondents believed that Hrm strategies were important for successful organizations and also believed it was very important in making key decisions in the organization. Most believed that most organizations are successful due to their HRM strategies and also believed Hrm helps to establish strategies that help in establishing effective policies. It was also evident from the results that the majority of the respondents agree that HRM is very important in the decision making of the organizations thus most making appropriate decisions. According to the results of the survey, it is clearly evident that effective human resource management strategies are important for the success of most organizations.
Through the hiring of competent employees into the organizations they help in the creation of people thus generation of more resources. The resource-based view argues that Modern HRM focuses on the internal resources of the organization and how they contribute to competitive advantage. Generally, the basis of the theory of HRM argues that HRM has the key responsibility to help an organization meet its strategic goals through attraction and maintenance of employees and also effectively managing them.
The keyword here perhaps is ‘ fit’ ie an HRM approach seeks to make sure that a fit between the management of the organization's employees and the overall organization's strategic direction (miller 1989) The basic and most important point is that humans are not machines and therefore organizations should establish interdisciplinary examination and assessment of people at the workplace. HRM strategies are involved in a combination of various processes to achieve their goals and objectives. An HRM strategy entails the means on how to put in place specific functions of HRM.
It may possess recruitment and selection functions and policies, interdisciplinary policies reward policies and recognition. Close cooperation between Hrm and senior management in the development of a co-operating strategy should also be present as it helps in continuous monitoring of the strategy through employee feedback. Chart of data collected on 19th July on the various views on the importance of HRM on the success of organizations. Conclusion. According to the information given on the data collected it is evident that there is a major role of good HRM strategies on the success of most organizations through good employee relations and building of skills to generate resources.
Its also evident that a human resource strategy can be divided into people strategy and HR functional strategy They help in determining staffing needs and whether to use independent contractors or hire employees. Recruitment and also training is also very important in the maintenance of high performers with standards. Activities also pertaining to employee’ s records and compensation is key success indicators for many organizations. Recommendations.
My recommendations for most organizations is for their need to identify and appreciate the importance of good HRM strategies as they are prerequisite for their success and empower them with even more resources that will enhance the establishment of a strong human resource strategy for hiring training and compensation of employees. Also, I would recommend the already existing human resource strategies to come up with newly developed ideas on how to improve their strategies as it is very evident that strong established HRM strategies are key to success in any existing organization.
Altamuro. J. and J. Weber. (2005). The effects of accelerated revenue recognition on earnings management and earnings informativeness: Evidence from SEC Staff Accounting Bulletin No. 101. The Accounting Review 80 (April): 373-401.
Ameen, P. (2000). Letter from Committee on Corporate Reporting of the Financial Executives Institute, www.fei.org/download/SAB_Delay_ltr.pdf, June 9: 1-2.
Barth, M, and W. Landsman. (2008). Relative valuation roles of equity book value and net income as a function of financial health. Journal of Accounting and
Economics 25: 1-34.
Barth, M. C. and Nelson. K. (2001). Accruals and the prediction of future cash flows. The Accounting Review 76 (January): 27-58.