Human Resource Management Article 2022

Running Head: HRM
HRM
Assignment 2
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Contents
Article 1: Human Resource Management and Strategic Performance............................................2
Article 2: Relationship of HR Practices and Job Performance towards Career Development........3
Article 3: Employability Skill development in Work-integrated Learning.....................................5
Article 4: Human Resource Management and Barriers to Performance.........................................7
Article 5: Strategic Human Resource Management and Decline of Employee Focus....................8

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Article 1: Human Resource Management and Strategic Performance
Buller, P. F., & McEvoy, G. M. (2012). Strategy, human resource management and performance:
Sharpening line of sight. Human resource management review, 22(1), 43-56. DOI:
https://doi.org/10.1016/j.hrmr.2011.11.002
Link: http://sci-hub.tw/https://doi.org/10.1016/j.hrmr.2011.11.002
Objective and research question
The objective of this article is to research on Human Resource Management strategy and its link
with the firm strategy and how it develops the performance of the business. The article states the
role of human resource management in helping the organization to build competitive advantage
in the target market. Further, this paper elaborates that how various factors present in an
organization linked with the human capital affect the overall growth and profitability of a
business.
Method
Different articles have been used using qualitative research process to create the article.
Qualitative methods of inquiry have been used in the paper to analyse the extent of complexity of
HRM practices in business. Secondary methods of analysis have been used to elaborate the
functioning in the article about HRM. Further, articles from mid 90s to 20s have been used in
this paper.
Findings and discussion
With the thorough analysis of the paper, it was found out that there are various factors that affect
the strategic human resource management activities of the business. The human interaction in the
process lead to various HRM practices in the business. Thus, it is important for the management
focus on the resource based view of the company so as to make the employees work efficiently
in the business environment. Longitudinal case study analysis of innovations in work practices
makes the organization use innovative practices in the business to proceed. However, the HRM
activities plays the lead role in influencing the employees to not get distracted from the barriers

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and focus on growth of the business through innovation as well. Group meetings, seminars
conducted by HR manager helps the employees to adopt innovation facility from the business.
Lastly, it should be noted that it is important for the HR manager to align their activities with the
firm strategies so as to help the business grow. Combination of these practices has the most
powerful impact on the performance of the company. The HRM practices in the business make
both positive as well as negative impact on the functioning of the business. If HRM practices
conducted are not recognized as the best practices for the business then it can negatively hamper
the firm’s strategic innovation activity as well. This research is a tool for the future research on
which the authors can base their findings.
Conclusion
The essay focuses on the innovation of new techniques in the business and evaluation of ways in
which these techniques affect the HRM activities of the company. It is crucial to attain a solid
relationship between the firm strategy and the HRM practice otherwise the employees will attain
dissatisfaction.
The essay 3 of the paper focuses on the key challenges faced by HR manager in attracting and
retaining the workforce in the business environment. This article will help in analysing the
factors that increase the level of satisfaction of employees towards their job and organization that
will significantly help the business in attracting and retaining them.
Article 2: Relationship of HR Practices and Job Performance towards
Career Development
Nadarajah, S., Kadiresan, V., Kumar, R., Kamil, N. N. A., & Yusoff, Y. M. (2012). The
relationship of HR practices and job performance of academicians towards career
development in Malaysian private higher institutions. Procedia-Social and Behavioral
Sciences, 57, 102-118. DOI: 10.1016/j.sbspro.2012.09.1163
Link: http://sci-hub.tw/https://doi.org/10.1016/j.sbspro.2012.09.1163
Objective and research question:

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The aim of the paper is to evaluate a framework that examines the relationship between the
human resource management practices that affect the performance of the employees in an
organization and how it contribute towards the career development. The paper contributes in
analysing the literature that equip top management and evaluate how they improve the job
performance of the employees in an organization. The paper identifies the question that what is
the relationship between the human resource management practices in an organization and how it
can help in increase the satisfaction of the employees and providing them career opportunity to
grow in the business only.
Method
Qualitative as well as quantitative data has be used in the paper to analyse the fact related to
HRM practices in the business environment. Secondary source of data have been used to
evaluate the details about the company. Many renowned journals like ‘Academy of Management
Journal’ and ‘Journal of International Human Resource Management’ etc. have significantly
contributed in creating the research paper.
Findings and discussion
Through the analysis of the research paper, it was found out that the well-being and retention of
the employees in an organization can be attained maintained through two important aspects that
are job performance and career development practices. The business need to develop the HRM
practices in such a way that it focus on both the major aspects highlighted above. They should
make use of practices like training and development, hiring and compensation to increase the
satisfaction of the employees. The SEM (Structural Equation Modelling) is a tool that will help
in conducting the further research and evaluating the other facts that affect the satisfaction of the
employees.
The two concepts highlighted above and important because they play a lead role in affect the
level of satisfaction of an employee in an organization. Every person wants to grow on a regular
basis and if the business is not providing him or her such opportunities then they will leave the
organization. The biggest managerial implication of not conducting efficient HRM practices is
that it will reduce the competencies of the employees and will make them quit the job as well.
The company needs to focus of basic psychological needs of the employees and they should

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work on them so that the business can provide them. By providing such needs, the business
would be able to retain the employees in an organization.
Conclusion
Thus from the analysis of the article, it has been evaluated that the job performance and career
development opportunities are two major aspects that increase the satisfaction of an employees
in an organization and retain them as well. The HR manager of the company need to provide
training etc. practices to keep the employees interested in an organization.
How this article will contribute to my Essay 3
This article will help in understanding several facts with the help of which business can retain the
employees. It will also evaluate the reasons due to which the satisfaction level of the employees
decreases towards their job and business. With the help of such information, the HR manager of
the company can proceed to keep the employees interested in the business.
Article 3: Employability Skill development in Work-integrated Learning
Jackson, D. (2015). “Employability skill development in work-integrated learning: Barriers and
best practice.” Studies in Higher Education 40(20): 350-367. doi: 10.
1080/03075079.2013.842221.
Link: http://sci-hub.tw/10.1080/03075079.2013.842221
Objective and research question
The objective of the article is to provide details about the work integrated learning in the
business environment and are the barriers and best practices of implementing this in the business.
The article explores the barriers and best practices in the WIL area so that the business can
implement them to attain competence in the market. The article questions that what the barriers
and best practices are in implement the Work integrated learning for the people and whether the
HR manager should adopt it for their business. The article relates the process with the experience
of the students of WIL during their learning in the university.
Method

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Quantitative methods have been used in the paper to evaluate the details about the paper. Several
instruments were used to create the paper. Observation and paper survey tool was used by the
researcher to analyse details about the case. 131 undergraduate students were selected for the
research and the random sampling method was used that evaluated positive results in regards of
the WIL process.
Findings and discussion
Planning and appraisal on performance activity was supported by all the students coming under
the research. This means that the work integrated learning process showed favourable outcomes
on the interest of students. The article showed the importance of WIL but still it is not being
highly used in the business environment. Companies still make use of traditional work practices
in the environment due to which efficiency is reduced. Further, it should also be noted that this
type of process helps the business in solving the problem and inspiring people to increase their
potential while working with each other. However, it was analysed that the participants find it
difficult to work with experienced or highly efficient employees because they feel intimidated by
their behaviour. The people require people with similar experience and mind set to work together
and attain success through work integrated learning. Miscommunication acted a barrier while
implementing this process in the environment. Different culture and languages among the
students made it more difficult for the people to connect with each other and work together as
well. Proper feedback is required after the implementation of WIL process so as to make the
people analyse the areas where they are falling back and the attributes that they need to refine in
order to grow in future prospects of life. Lastly, it should be noted that a collaborative effort is
required in implementing the work integrated learning process and single person cannot work on
this and attain growth alone.
Conclusion
Thus, it should be concluded that the article elaborated information about the work integrated
learning and its application in the business environment. It has become crucial for the companies
to implement such practices and leave the traditional methods behind.
How this article will contribute to my Essay 3.

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This article helps in analysing the new trends of practicing the human resource management
practices in the business environment. Resulting in which, this article will contribute by
expressing the importance of work integrated training in retaining and attracting the right type of
people for the business.
Article 4: Human Resource Management and Barriers to Performance
Guest, D. E. (2011). Human resource management and performance: still searching for some
answers. Human resource management journal, 21(1), 3-13. DOI: 10.1111/j.1748-
8583.2010.00164.x
Link: http://sci-hub.tw/https://doi.org/10.1111/j.1748-8583.2010.00164.x
Objective and research question
This paper review details about the prevailing human resource management practices in the
business environment. The objective of this paper is to analyse the relationship between the
human resource management and the performance of the business. The research questions that
how HRM practices affect the performance of the business. The objective to ascertain that how
HRM practices shifts the productivity and profitability of the company in a business
environment.
Method
Both qualitative as well quantitative information has been attained for the research. Various
sophisticated methods and their applications are elaborated using the research of data. The
secondary sources of data were used to build the paper. Various renowned journal of human
resource management were used to discuss the idea of performance management and HRM.
Findings and discussion
With the changing environment, the ways to operate the business has also changed due to which
human resource management has become a crucial part in influencing the performance of the
business in external environment. The HRM process helps the business to implement change in
the environment due to which they get the efficiency to change and grow as well. Further, the

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HR practices also provide a fruitful environment to the employees so that they can stay a little
longer with the organization. Through this paper, it was found out that HRM practices and
organizational performance has a very close link that helps the business in growing or vice versa.
The environment is changing on a regular basis so the HRM activities implemented decade ago
cannot be good for the companies in the current environment. Earlier the HR manager required
high commitment from the end of employees, but now it is more important to provide flexibility
to the employees than bound them to perform certain actions. Further, the process of worker
centre stage evaluated the fact that it has become crucial for the organization to provide
employee centred jobs to people and not process centred. Sophistication in the HRM practices is
growing and more links are created with the performance management so as to increase the
productivity of business by satisfying the employees.
Conclusion
Thus, in the limelight of above mentioned article, it should be noted that the article identified the
link between the HRM practices and business performance. Both the aspects are closely related
because HR manager take care of the interest of employees and employees work on productivity
of business.
How this article will contribute to my Essay 3
This paper helps in understanding the close link between the HR practices and the growth of the
business. The management need to employ adequate actions so as to make the employees stay in
the business. If the HRM process would be inefficient then the company will not grow properly.
This paper will help in subsequent paper by identifying the ways in which they can hold the
employees so that productivity is increased.
Article 5: Strategic Human Resource Management and Decline of
Employee Focus
Van Buren III, H. J., Greenwood, M., & Sheehan, C. (2011). Strategic human resource
management and the decline of employee focus. Human Resource Management
Review, 21(3), 209-219. DOI: https://doi.org/10.1016/j.hrmr.2011.02.004

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Link: http://sci-hub.tw/https://doi.org/10.1016/j.hrmr.2011.02.004
Objective and research question
The objective of paper is to criticize several facts on the shift of employees focus to strategy
focus in the process of human resource management. The objective of the paper is to identify the
importance of employee focus in an organization. Whether the organizational goals lies above
the employees focus in a business. The implication of decline in the employee focus in an
organization are because of shift in interest is mentioned in the paper.
Method
Qualitative data has been used in the paper to evaluate the importance of human resource
management activities and employee focus in a business process. The secondary sources of
information has been used in the paper. Questionnaire and procedures were used in case of
primary research under which 22.5% people responded out of 12,437 members.
Findings and discussion
Through the analysis of the article, it was evaluated that the human resource manager plays an
important role in satisfying the employees in the business environment and simultaneously
making them adopt certain strategies for the growth of the company. With employees focus, the
business would not be able to satisfy the employees due to which they will not follow the
objective of the company. Thus, it should be noted that if the company needs to fulfil the
strategic goal then they need to focus on employees of the company as well. The survey also
represented that it is important to focus on practices of HRM otherwise; the business will not be
able to attain competitive advantage in the external environment. Shift in focus impacts on the
growth of the company in a negative way and then makes the HRM practices at fault. However,
it has become necessary to implement effective HR strategies in the environment so that the
business can align with its expectations as well. Ethics and employment practices should become
efficient otherwise the business will also lose its competence in the environment. HRM has a
consistent role in satisfying the people in the business environment and making them perform
certain actions as well.
Conclusion

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Thus, it should be noted that the paper offered a critique analysis of the relationship between
employee focus and organizational objectives. There has been is shift in the focus due to which it
is expected that the productivity of the business will subsequently decrease. The organization
must give equal importance to the employees as with the changing environment they are
becoming one of the most importance with the help of which business attain success.
How this article will contribute to my Essay 3
This article elaborates the importance of HRM practices over the organizational goals. Thus, it
will help in analysing that how the business can increase its productivity by focusing on the
employees. Employee focus process will also help the organization to attract and retain the staff
in the business environment. The HR manger needs to advocate on behalf of the employees then
only they will be able to retain them in the business.