Essays on Human Resource Management Practices Essay

Download full paperFile format: .doc, available for editing

The paper “ Human Resource Management  Practices ” is an intriguing example of the essay on human resources. The human  resource system generally functions in a manner that the activities, the processes, and the functions of an organization facilitate the development of the human resources in the organization and consequently, enhance performance (Bratton& Gold, 2001: 49). In the current, the ideal types of HR practices are being developed and implemented in modern organizations to enhance organizational performance and consequently, lead to organizational competitiveness (McGunnigle & Jameson 2000: 403)BackgroundIn the early periods of the 1990s scholars made prepositions of about three models that could be used in understanding the ‘ ideal types’ of human resource strategies.

The first model that was used to describe the ideal types of HR practices is the control-based model. The assertion of the model is that, the measures through which managers or supervisors examine and control how employees perform influence the organization’ s performance. The other model is the resource-based model which is focused on the interaction between employees in a way to influence the attitudes and the behaviors of the employees to promote a good relationship between the manager and the subordinates.

The last model combines the assertions of the two models above to form the integrative model hence it is focused on monitoring as well as the relationship between managers and their subordinates (Bratton & Gold, 2001: 49)HR PracticesBy and large, there are several HR practices that have been proposed as the ‘ ideal types’ of practices to be implemented in an organization for the purposes of enhancing performance and in turn enabling the organization to be competitive. The ideal types of HR practices have been focused on the process of selecting employees in relation to the culture of the organization.

The issues of focus have included; the attitude, behavior, and the technological ability of the employees (Ahmad & Schroeder, 2003: 20). Basically, there are several HR practices that have been described as ideal because; they improve the performance of an organization. in particular, these practices include;



Ahmad, S & Schroeder, RG, 2003, The Impact of Human Resource Management Practices on Operational Performance: Recognizing country and industry differences, Journal of Operations Management, vol. 21, p. 19-43

Blyton, P & Turnbull, JP, 1992, Reassessing human resource management, New York: SAGE

Bratton, J, & Gold, J, 2001, Human Resource Management, Theory and Practice, London: Routledge,

Bratton, J, Mills, JCH, Pyrch, T & Sawchuk, P, 2003, Workplace Learning: A Critical Introduction, Toronto: University of Toronto Press

Kane, B, John, C & Grant, D, 1999, Barriers to effective HRM, International Journal of Manpower, vol. 20, p. 494- 515

McGunnigle, PJ & Jameson, SM, 2000, HRM in UK hotels: a focus on commitment, Employee Relations, Vol. 22.4, p. 403-422

Ogbonna, E & Whipp, R, 1999, Strategy, culture and HRM: Evidence from the UK food retailing sector, Human Resource Management journal, vol. 9, p.75-90

Panayotopoulou, L & Papalexandris, N, 2004, Examining the link between human resource management orientation and firm performance, Personnel Review, vol. 33, p.499- 520

Storey, J, 2007, Human resource management: a critical text. London: Cengage Learning EMEA

Download full paperFile format: .doc, available for editing
Contact Us