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Human Resource Management in an organisation

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Added on  2021-01-02

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1 Organisational Factors As per the views of Zhong, Wayne & Liden, (2016) organisational factors is the internal factors which influence the human resource practices of the company inbothpositiveandnegative manner. If the internal factors are not aligned in a systematic manner than it is not possible to manage the human resources of the organisation.As per the findings of Mostafa, GouldWilliams & Bottomley, (2015) the best model that is adopted as well as implemented by organisation in order to align the human

Human Resource Management in an organisation

   Added on 2021-01-02

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LITERATURE REVIEW
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TABLE OF CONTENTSINTRODUCTION...........................................................................................................................1MAIN BODY...................................................................................................................................1Organisational Factors............................................................................................................11.1 Strategies of companies in context to HRM.....................................................................21.2 Organisation Culture........................................................................................................3Societal Factors......................................................................................................................31.1 Globalisation and Human Resource Management...........................................................41.2 Institutional factors...........................................................................................................5Industry Factors......................................................................................................................51.1 Golden principle of Human resource's management........................................................6CONCLUSION................................................................................................................................7REFERENCES................................................................................................................................8
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INTRODUCTIONHuman Resource Management is one of the most important part of the any organisation.Human Resource practice are the set of human resource management processes and actions thatwork universally. Literature review is type of article review that includes the current knowledgeas well as substantive findings and theoretical and methodological contribution to a specific topic(Noe and et.al., 2017). The main purpose of this study is to dig deeper into the idea of HumanResource management. The scope of this study is both in academic and corporate sectors as thisarticles is helpful for students to gain the deep knowledge of HR practices as well as companycan also build and improve there policies with the help of this article. In this present essay, all theauthentic and valid sources will be taken in consideration, Wikipedia and other invalid sourcesare excluded. The focus of literature review is on main three factors societal, industry andorganisational factors. MAIN BODYAccording to the Gutierrez-Gutierrez, Barrales-Molina & Kaynak, (2018) Humanresource management system constituted within firms are influenced by a number of factorsincluding internal and external both. Human resource management is the source ofaccomplishing competitive advantages. Internal factors include organisational strategy, cultureetc., whereas external factors include societal and industrial factors. It is very important that thehuman resource strategies of the company should be aligned with the entire organisationalstrategies in order to achieve desire goals and objectives. Organisational FactorsAs per the views of Zhong, Wayne & Liden, (2016) organisational factors is the internalfactors which influence the human resource practices of the company in both positive andnegative manner. Organisational internal factors plays an essential role in the success of businessas well as human resource policies, programmes and practices. If the internal factors are notaligned in a systematic manner than it is not possible to manage the human resources of theorganisation. As per the findings of Mostafa, Gould‐Williams & Bottomley, (2015) the bestmodel that is adopted as well as implemented by organisation in order to align the humanresource practices with the six main elements which are interest of stakeholders, situational orexternal factors, HRM policy choices, Long terms consequences, HR outcomes and feedbackloop through is Harvard theory. It is true that the outputs flow straightly into the stakeholder and1
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company. This model suggests that if the effectiveness and performance of the HR need to beraise it is very essential to align all these elements with each other as well as with organisationalpolicies too. 1.1 Strategies of companies in context to HRMRead & Laschinger, (2015) stresses on the strategies of companies as with the context ofHarvard model, HRM practices must be fit vertically with the organisational strategies.Organisational strategies includes, mission, power and policies, culture, conflicts, structure andHR systems. In order to gain the desire goals and objectives of the firms, managements isemphasizing and bringing changes on the current practices of recruitment and section, trainingand development opportunities and many others. HR managers are also including flexibleworking hours, shift system to encourage employees to perform in more better way. Albrecht andet.al., (2015) extracted that, mission of the company also influence the human resourcespractices. For example, the case of FedEx company as it mission of the firm is to maximumcustomer satisfaction with the aim, People-Services-Profit. These means excellence care ofemployees breeds fabulous service to customers and if customers are satisfied if will generatehuge profit. Thus, there are many other organisation whose mission are straightly aligned toemployees satisfaction. However, Donate, Peña & Sanchez de Pablo, (2016) argues that,organisational structure is one of the element that influence the human resource practices of theorganisation to greater extent. Organisational structure refers to hierarchy within firm thatdefined the roles and responsibilities of each and very employees. It is very true that the strategyalong with structure plays a key role in identifying HR practices.However, Palacios-Marqués, Soto-Acosta & Merigó, (2015) stated that, in order to gainthe competitive advantages, organisation focuses on various competitive strategies like it is veryimportant to selected growth strategy should be profitable for the company. Each and everycompetitive strategies must be align with the HR policies in order to gain competitive advantagesas well as competitive workforce within organisation. For example AMX company who is partof the HARMAN Professional Division, as they used to evolve innovative technologies that aidsto modify the world. They are highly concern on the customer services as they never take thislightly. Management gave high focus on Training and AMX implemented Lay-off procedures aswell as Conscientious hiring practices in order to become leader in the employee engagement or2
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