Human Resource Management Article 2022

Running Head: HRM
HRM
Assignment 2
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HRM 1
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

HRM 2
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

HRM 3
activities plays the lead role in influencing the employees to not get distracted from the barriers
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: