Human Resource Management Theory and Practice

Running head: Human resource management theory and practice
Human resource management theory and practice

Human resource management theory and practice
(Essay: To what extent can human resource management be both strategic and socially
responsible?” Illustrate your answer by drawing on both academic theory and
organizational examples).
The primary motive of this task is to define the role and significance of human resource
management. HRM is considered the backbone of each and every company that helps in
achieving long term mission and objects in the competitive market. HRM may be defined as a
process of handling and controlling the workers in an organization and it can involve firing,
hiring, motivating and training employees. Further, the paper outlines that how HRM theories
such as resource based view theory, contingency theory and ethical approach play a vital and
empirical role in exercising CSR practices and sustainability. The theories that are used by HRM
help in running business activities successfully and efficiently. The paper also discusses that how
various organizations such as Telstra, Wesfarmers and Woolworths maintain sustainable human
resource management. The paper further defines that how these organizations hire and retain the
workers with the help of sustainable HRM. More detail of the task has been detail below.
According to Briscoe, Tarique & Schuler (2012), HR management is a concept that used
to explain proper systems devised for the administration of people in an organization. The
responsibilities of a HR executive divided into three main areas such as worker compensation,
staffing, and conniving work. As per Storey (2014) human resource management may be defined
as a practice of hiring, recruiting, deploying, managing a company’s employees. HRM deals with
various issues and concerns related to safety, wellness, benefits, performance management,
organization development, training, employee motivation and others. Lengnick-Hall, Beck &
Lengnick-Hall (2011) stated that HRM plays a tactical role in handling people, working
environment and culture. It has been analyzed that HRM entails the highest and effective level of
human resource management activities. HRM helps an organization to attain its objectives and
goals by generating a favorable attitude among the workers (Chen & Huang, 2009). Along with
this, an effective and dynamic HRM is focused on a strategic works and goals by improving and
enhancing skills, motivation, knowledge and talents of the workers. Harzing & Pinnington
(2010) noted that HRM plays a significant role in today’s era to conduct business activities and
operations successfully and effectively. Apart from this, HRM focuses on increasing and
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Human resource management theory and practice
enhancing employee commitment and provides intensive training and development coaching to
the workers. The focus of an HRM may be increasing and enhancing the involvement of workers
and empowering them. HRM provides decision making and power and roles to the workers to
carry out the business actions in a hassle free manner. No company can perform well without
maintaining sustainable and effective HRM (Sharma, Sharma & Devi, 2009). HRM team helps
to develop and grow the business in a large extent and it also helps in attaining competitive
benefits in global market. Aside this, strategic HRM is the practice of developing, attracting,
rewarding and retaining workers for the advantages of both the organizations and individuals as
well.
HR managers are well situated and significant to play a critical role in supporting their
company attain its goals and objectives of becoming an environmentally and socially responsible
firm. It helps in reducing its adverse effects and enhancing its favorable impacts on the
atmosphere and community as well (Garavan & McGuire, 2010). As human resource
management influences various business processes and key systems underpinning effective and
unique delivery, further it is also well positioned to promote and improve a CSR ethnic and
attain a high and effective performance CSR society. It is noted by Inyang, Awa & Enuoh (2011)
that human resource management can be a firm partner to make sure that what the firm is saying
openly aligns with how employees are treated in the corporation. Aside this, Human resource
management also helps in promoting and improving the CSR activities and sustainability. HR
managers can focus and handle the CSR plan execution and scrutinize its implementation
proactively and successfully while documenting its growth and achievement through the firm.
HR technology can provide support with a CSR program and process including minimizing the
organization’s carbon footprint to advantage the planet. Creating a civilization of change and
accountability begin with human resource management. It is stated that HRM focuses on three
major areas of CSR may help to generate a cohesive and important map for the future and
present. HRM encourages and improves the community relations including initiating reward
programs, promoting community involvement, charitable contributions and practices. Moreover,
guidance and development programs and plans that define the interconnection between the
organization’s core products and services and the community at large and their core value to the
domestic market. HR managers make policies, plans and strategies for the welfare of the various
stakeholders within the organization. They enhance shareholder value and maximize employer
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