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HR Outcomes Influencing Organisation and Employee Performance

   

Added on  2020-05-11

4 Pages852 Words174 Views
HR Outcomes 1HR OUTCOMES INFLUENCING ORGANISATION AND EMPLOYEE PERFORMANCEBy NameCourseInstructorInstitutionLocationDate
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HR Outcomes 2HR Outcomes Influencing Organisation and Employee PerformanceThe mutual gains model by David Guest emphasizes that Human Resource Managementshould benefit both individuals and organizations. Most HR models have put their focus onperformance improvement without considering the concerns of employees. This affectsperformance of overall business across various organizations (Guest 2017, p.22). Employeeswhose concerns are not met cannot perform at their maximum. According to Katour & Budhwar (2017, p.43), most researchers have been concentratingon the skills, attitudes and behavior of employees. Hr practice does not necessarily lead toorganizational performance. However, they influence the workforce by enhancing skills,attitude and behavior which are the outcomes leading to perfomance. This whole process isreferred to as mediation and is exhibited through the mediation model or general causal model.Attitude is a human resource outcome characterized by workforce motivation,commitment and satisfaction. A motivated workforce has a positive attitude and this greatlyinfluences the performance of the business. Employees, who are motivated, love their workand are willing to put in extra hours to make sure that the business succeeds. Employees whohave a great attitude are also committed to the organization and this reduces the turnover ratefor an organization. A business, which does not have a high staff turnover rate, focuses on itscore business and this enhances performance. Staff satisfaction leads to positive relationshipsin the workplace (Katour & Budhwar 2016, p. 7). Due to this, teamwork is enhanced and thebusiness is able to perform well due to concerted team efforts.Behaviour is a human resource outcome characterized by staff presence, staff retentionand organizational citizenship behavior. The practices of an organization will lead to positivebehavior by employees hence ensuring their presence whenever they are needed by thecompany. This means that whenever a new strategy is being implemented by the business,employees are supportive and always present hence enabling strategic objectives to be met bythe business. Staff retention leads to a stable organization and this enhances businessperformance because the employees understand the organization well and do whatever theycan to ensure success of business. Organizational citizenship behavior means employees areloyal to the organization (Katour & Budhwar 2017, p. 44). They do their part in ensuring that thebusiness performs.Skill is a human resource outcomes are characterized by staff competence, staffinnovation and staff knowledge. Employees, who are competent, enable business perfomanceas tasks are done correctly and the number of errors is generally reduced. Skilled workers areinnovative as they come up with more creative ways, which enable a business to have efficientand effective processes (Katour & Budhwar 2016, p.7). Skill also means that employees are
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