Literature Review on Human Resource Management

The provided assignment is a literature review that explores various aspects of human resource management (HRM) practices and their effects on organizational performance. It covers topics such as employee retention in the telecom sector, responses to workplace bullying, knowledge management, corporate social responsibility, crew resource management, effects of HRM systems on employee proactivity, and sustainable performance. The review aims to provide a comprehensive understanding of HRM practices and their impact on organizational outcomes.

HUMAN RESOURCE
MANAGEMENT

Table of Contents
PART 1 REFLECTIVE STATEMENT .........................................................................................1
PART 2: MANAGEMENT REPORT ............................................................................................5
INTRODUCTION ..........................................................................................................................5
Benefits and potential difficulties of supporting line managers to develop ‘soft skills’ ...........6
Consequences of line managers not having good people skills ...............................................7
Reaction of line manager in diversity learning event .................................................................8
CONCLUSION ...............................................................................................................................9
REFERENCES..............................................................................................................................10

PART 1 REFLECTIVE STATEMENT
Importance of Relationship between employee engagement and organizational performance
Line managers need a good understanding of the relationship between employee
engagement and organisational performance because according to me line managers have to
manage all the activities of business that help in increasing profit for the future (Albrecht and et.
al., 2015). In my opinion line manager is responsible for achieving organizational goals and
performing different functions in the company. I think line manager helps in building employee
relation and improving organizational performance of the company by retaining more employees
for longer term for the future.
Elements that is used in this learning as training is provided to employees for
enhancement in the future. There are several practices that is practised under the company for
improving performance and productivity for the future. I have learned various perspective from
this module as it is important for providing proper training and development to employees that
enhance growth and increasing productivity of it. By organizing different employee engagement
activities in the premises helps in bringing effectiveness in working of employees for the future.
In my opinion relation between employees will be effective so that create decorum in premises
and employees are engaged more in providing their best to the company.
In this study I have also learned that how CIPD help in improving performance of
company in the future. This also help in enhancing communication between employees so that
they can exchange ideas between them and providing different perspective in the company. As
line manager is responsible for conducting various activities that improve employee engagement
and performance of employees that lead to bring effectiveness in the work. I think it is important
for companies to satisfy needs and wants of customers. This help in providing different
perspective for gaining various segments in the company.
As path goal model of employee engagement that help in achieving objective and future
goal in the company. In this employees are motivated that bring effectiveness among different
channels that create various aspect in the company. This model help in setting path for
employees that will be able to achieve objectives for the future (Brewster, 2017). I think this
model help in enhancing employee engagement and performance of employees as if employees
are more involved into activities of the company that provide more opportunity for the future.
This model lead to bring effectiveness and efficiency in doing work. As it is important in taking
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into consideration that provide various perspective in the company as providing strategy that will
help in creating various aspect in improving performance and productivity. It is the key
responsibility of line manager to hire people that is more suitable for the company. Therefore, it
is important for enhancing relation between employee engagement and organisational
performance.
Skills needed for line manager
In contemporary organizations the line manager's role is a blend of task and people
management. This means that they need to be able to implement HR policies into the
organization and performing different activities in the company. In my opinion it is important in
gaining knowledge and skills that will be possessed by line manager for future perspective.
There role is to influence employee to do effective work in the company. Good line manager
help in involving employees and by providing them full support that help in gaining more
knowledge for the future. As line manager is more involved in gaining various perspective for
the future (Zaid, Jaaron and Bon, 2018). I think it is essential for introducing various perspective
that will be providing better knowledge and making things easier. It is important in getting
involved into different segments that will create transparency into business.
I have learned different elements that will be creating role for increasing knowledge and
skills for the future. It is important in providing proper skills to line managers as it will be able to
take decision for the future. There are different segments that enhance productivity and
profitability. There are several factors that affect different learning in an organization. As line
manager have to perform task for the future and gaining more skills and knowledge by providing
them various aspect to employee. As in my opinion it is important to have line manager for
solving different problems that will be occurred while operating different activities in the
company.
As there are laws that will bring effectiveness and efficient and improving performance
and productivity for future course of action as it is important for line manager to enhance
different segments that will be important for managers to complete task on time. I think it is
important in getting involved into business activities that create different perspective and
building skills and competencies.
CIPD focuses on making strategic decision for as taken by line manager into business.
there are various perspective that will be providing different aspect and indulging more
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employees into decision making activities of business (Jamali, El Dirani and Harwood, 2015). It
is important in gaining knowledge related to development and managing activities in business.
Resource based theory will be applicable by line manager in getting more involved into
various perspective for the future. In my opinion this model will be providing effective resources
into the company that will bring effectiveness for the future. It is important in gaining knowledge
regarding resources that are available for the company. This theory emphasize on effective use
of resources so that help in increasing productivity for the future course of action.
Good people skills are essential for creating effective teams that will deliver high levels
of performance within their area of responsibility because this help line manager in getting
engaged into business activities and providing them different perspective for the future. It is
important in taking into consideration various aspect that will be creating various segments in
gaining different skills that will be suitable for future course of action.
Positive attitude of line manager in bringing diversity in the current global business environment
Diversity is a key feature of organizational life in the current global business environment
because this create healthy working environment in business that will be helpful for the future in
business. I think it is essential in bringing out diversity into business that improve brand image of
business and also enhancing employee engagement for increasing productivity and profitability
in business. Every individual will be giving equal opportunity in giving ideas into business for
completing various task in the future. This is a broader term that will be influenced in providing
various aspect that help in gaining knowledge related to current global business environment.
There are different elements that are involved into diversity as they are related to age,
gender, abilities, ethnic and social diversity. These elements help in bringing engagement that
create healthy working environment in business (Presbitero, 2017). As in gender diversity
differentiated people are involved that create different perspective in involving into business
activities for the future course of action. It is important in creating different aspect for the future
so that diversity will be gained in the economy for achieving success in the future. It is important
that diversity enhance engagement of employees with each other. They are also differentiated
based on different elements that will be creating various aspects as this create harmony in
business.
CIPD article help in enhancing various perspective for improving positive attitude in
business and providing different perspective for the future. It is important in gaining knowledge
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related to various aspect that bring harmony and diversity in business. It is important in
providing various aspect fro the future course of action. I think it is essential in providing various
perspective for getting involved in different concepts that will be providing various aspect in
business. It is essential for the company in gaining different segments that will be creating by
taking into consideration for bringing effectiveness and efficiency for the future.
Contingency theory will be applied in providing diversity in business that bring
effectiveness in working and providing good employee relation that indicate various perspective
for the future. It is important in creating various aspects that help in bringing into different aspect
that create technological changes in the company and enhance different changes in organization.
A broader range of perspective diversity can bring include greater creativity, innovation,
problem solving and decision making because line managers have to manage all the activities in
business. Without managing all activities in business there are different perspective that lead to
create various segments in business (Aybar and Acar, 2017). Therefore, line manager need to be
positive about diversity and inclusion because this create harmony and equal opportunities to
employees for future growth in business.
Self Evaluation
The business environment in which I aspire to work is Hilton hotel as it is providing best
services to its customers and has name in United Kingdom at the top list as service industry. I
would prefer geographical location that is nearby United Kingdom.
It would appear that the predominant leadership style within this environment is suitable
for the future course of action. I will have interest in gaining various perspective for the future
and working in an organization where best experience will be gained and able to learn something
different from business. It is also important in providing good teaching aspects that create
compatibility and provide various aspect in the future. It is important in taking into consideration
different leadership style that is followed in it. I think it is essential in providing various aspect
that will be creating different segments in business. It is important in gaining into knowledge that
is provided into business. It is important in analysing different aspect that will be helpful for
creating future aspect for business.
Likewise the overall approach to human resource management appears to be effective in
engaging employees to do effective work in the future. There are several aspect that bring
effectiveness in creating different leadership style that is being adopted into business. There are
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various perspective that will be creating different changes in the organization for future. As it is
providing changes in getting involved into business that have to be adopted for providing various
internal changes in business. It is important in gaining various aspect for the future by providing
good management into business and getting more involved in business. I would like to gain
different changes that will be occurred in business for the future course of action. As it is
important in getting more involved into business for creating various changes in business. It is
essential in gaining management aspect that is useful for covering good practices that is involved
in business. There are different segments that will be helpful for the future and bringing changes
in business (Aryee and et. al., 2016). As different organization followed various practices that is
providing several combination in business that enhance growth for the future. There are several
segments as bringing diversity in business. It is essential for business to carry out operation into
business for bringing out various perspective for the future. It is important in gaining various
segments that create effective use of resources. In my opinion effective utilization of resources
help in providing various perspective and gaining different aspect and involved in involving
various segments for the future. Therefore, it is likely that I will be able to practices good people
management within this environment because it is important in involving various aspect in
creating various segments that will be providing in the market.
I will be able to improve my skills that must match with company culture and handling
various objective of the company in completing different task for the future. As this will be
becoming practices that will be involved into business (Harrington, Warren and Rayner, 2015).
It is important in gaining various aspect that create employee engagement and bringing various
segments into business for the future.
PART 2: MANAGEMENT REPORT
INTRODUCTION
Line manager is responsible for running business activities that will be followed through
different departments for the future course of action.
Present study will be based upon Tesco company. It is a British multinational groceries
and general merchandise retailer that provide various aspect in business.
Report will include relationship between employee engagement and organizational
performance (Haider and et. al., 2015). It also include skills that is required by managers to
perform various task in the organization and positive attitude of manager towards diversity in the
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current global business environment and self evaluation regarding choosing a business for the
future. Furthermore, it will include brief description about report and benefits and potential
difficulties of supporting line managers to develop soft skills and emphasized on consequences
of line managers having good people skills and providing reaction of line manager to diversity in
learning event.
Benefits and potential difficulties of supporting line managers to develop ‘soft skills’
‘Soft’ management skills are effective which described the individual skills related to the work.
it describes the personality traits, attitudes, habits, and behaviours an individual display when
working with their team members, coordinators and supervisors. There are different types of soft
management skills such as communication, leadership, listening, critical thinking,
trustworthiness, problem solving and decision making skills. Thus, They enable line managers to
communicate effectively with their workers and employees as they able to influence the people
with good communication skills. They are key to good practice people management because they
have ability to manage the people as they support the employees when they have any problem
related to the work. (Reference).
The key benefits of organisations supporting their line managers to develop the necessary ‘soft
skills’ such as emotional intelligence and communication skills for creating high levels of
employee engagement and organisational performance are:
 Soft skills helps to manager that they can able to manage the employees. Thus, manager
have ability to provide feedback, accept feedback, take responsibility, and motivate
people in order to expand the profitably of organization as well as it helps to reduce the
employee turnover.
 Developing soft skills is aids to manager as they can able to solve the difficult problem.
Furthermore, they’ll be able to identify and implement solutions or offer alternative
ideas. Thus, problem solving skills helps to improve the ability of manager as they
handle the difficult situation in an effective way. On the other side, the new ideas is
enhanced the performance of the organizations.
 The another benefits of soft management skills is it helps to improve the decision making
skills of managers as they able to take the decision related to the organization future. In
other words, it turns decision-making from an ad-hoc process. Thus, decision making
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helps to organization as they make good decision is leads the organization sales and help
to enahnce the number of customers.
 The benefits of Soft skill is that it can help leader and mangers that they able to
understand the employees and provide the solutions to employees in order to enhance the
productivity of the firm. It helps to turn a toxic work environment into a friendly and
productive one. Thus, soft skills helps to improve the ability to listen to employee
concerns and problem. For example, A proper soft skills can helps to make the best
environment for the employees like high satisfied employees boost the productivity of
organization (Chorley, 2019).
The potential difficulties of supporting line managers to develop the above ‘soft skills’ are:
 Challenge on Identify that which types of skills manager needed to accomplish the
responsibility.
 Confusion about how to measure and instruct soft skills
 Difficulties for choosing the appropriate training methods (Kanki, 2019).
Consequences of line managers not having good people skills
Effective people skills such as Communication, Team work, decision making, problem
solving, Time management skills are key to solving organisational related problems and creating
high levels of employee engagement and performance because These skills helps to manage the
people in an effective way as it helps to Increased job satisfaction and morale among employees.
Thus, highly satisfied employee meet the objective of the organization (Machlis and Tichnell,
2019).
Line managers taking a proactive approach to ensuring employee wellbeing within their area of
responsibility is important because manager have authority to manage the team and individual
employees that they give the order to employees in order to manage the work on specific time
frame (Shen and Zhang, 2019).
Line managers facilitating high levels of collaboration and team work within their area of
responsibility and within the organisation as a whole is important because manager take initiates
and oversees new policies for the improvement of organizational structure (Pham, Tučková and
Jabbour, 2019).
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Line managers understanding the nature of conflict, how ‘healthy’ conflict can be
positive and how to resolve ‘unhealthy’ conflict within their team is important because it helps to
manage the risk, e.g., training about sexual harassment, diversity training help to motivate the
employees. On the other side, resolve unhealthy conflict it may be lead the productivity of
organization. Managers handle the Conflict effectively and well it will free up people to focus
on their jobs rather than tensions in the work environment which will lead to enhance
productivity, efficiency and effectiveness (Macke and Genari, 2019).
Line managers understanding of how to implement change effectively is important
because it can help to employees that they can able to learn more about new things and different
procedure ourselves and others. Thus, implement new strategy and procedure helps to lead the
demand of product and market share of organizations (Lee, ., Pak, Kim and Li, 2019).
The potential consequences of line managers not engaging in good practice people
management are likely to be a negative impact on business because when manager are not
effectively done their work so it can increase the lack of coordination in an organization and it
can decrease the productivity of organization. On the other side, poor management leads the
negative impact in the competition of task. Thus, poor management leads the employee
dissatisfaction It increases employee stress as employee cannot perform their job effectively
(Morgeson, Brannick and Levine, 2019).
Reaction of line manager in diversity learning event
The current perception of diversity and inclusion in Tesco is it is providing various aspect
that bring provide different aspect in the company. There are various strategies that provide
different perspective and include various techniques that will be provided to business by
managers . As manager is having positive attitude towards company that will be providing
different perspective for the future in gaining employee trust as positive attitude attract more
employees into the company. There are different segments that will be providing various aspect
for the future and gaining different techniques in business.
Negative attitude of manager will be harmful for employees in utilizing various
perspective in gaining different segments in the future (Inkinen, 2016). As negative attitude will
create differences among employees that are working in the company.
RECOMMENDATION
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Senior leaders of Tesco want to introduce good people management practice that will be
based upon principles of diversity and inclusion. These principles helps in achieving various
perspective that gain various aspect for the future and there will be need to convince line
managers of the interrelationship between effective people management, organizational
sustainability and competitive advantage because this help in evaluating performance of
employees for the future course of action. It should be recommended that effective people
management practices help in attracting and developing top talent for the company. It is also
recommend that effective people management practice also help in reducing employee absence
and turnover and retaining talent for the future. This also help in creating high performance
inclusive based on ethical, authentic and different leadership styles.
CONCLUSION
From the above study it can be concluded that good practice people management is
essential element of line management within the current volatile, uncertain, complex and
ambiguous business environment that bring effectiveness in business for the future course of
action. It is important in providing various aspect that create different perspective for the future
and helping different aspects for the future. There are various concepts, theories and models that
help in gaining line manager developing its skills and formulating various perspective for the
future. There are different techniques that will be applied for improving relationship between
employee engagement and organizational performance. Positive attitude of managers bring
diversity in the current global business environment.
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REFERENCES
Books and journals
Albrecht, S.L. and et. al., 2015. Employee engagement, human resource management practices
and competitive advantage: An integrated approach. Journal of Organizational
Effectiveness: People and Performance. 2(1). pp.7-35.
Aryee, S. and et. al., 2016. Developing and leveraging human capital resource to promote
service quality: Testing a theory of performance. Journal of management. 42(2).pp.480-
499.
Aybas, M. and Acar, A.C., 2017. The effect of human resource management practices on
employees’ work engagement and the mediating and moderating role of positive
psychological capital. International Review of Management and Marketing.7(1).pp.363-
372.
Brewster, C., 2017. The integration of human resource management and corporate strategy.
In Policy and practice in European human resource management (pp. 22-35). Routledge.
Chorley, R.J., 2019. Introduction to geographical hydrology: Spatial aspects of the interactions
between water occurrence and human activity. Routledge.
Haider, M. and et. al., 2015. The impact of human resource practices on employee retention in
the telecom sector. International Journal of Economics and Financial Issues.5(1S).pp.63-
69.
Harrington, S., Warren, S. and Rayner, C., 2015. Human resource management practitioners’
responses to workplace bullying: cycles of symbolic violence. Organization.22(3).pp.368-
389.
Inkinen, H., 2016. Review of empirical research on knowledge management practices and firm
performance. Journal of knowledge management.20(2). pp.230-257.
Jamali, D.R., El Dirani, A.M. and Harwood, I.A., 2015. Exploring human resource management
roles in corporate social responsibility: the CSR‐HRM co‐creation model. Business Ethics:
A European Review.24(2).pp.125-143.
Kanki, B.G., 2019. Communication and crew resource management. In Crew resource
management (pp. 103-137). Academic Press.
Lee, H.W., Pak, J., Kim, S. and Li, L.Z. 2019. Effects of human resource management systems
on employee proactivity and group innovation. Journal of Management. 45(2). pp.819-846.
Machlis, G.E. and Tichnell, D.L. 2019. The state of the world's parks: An international
assessment for resource management, policy, and research. Routledge.
Macke, J. and Genari, D., 2019. Systematic literature review on sustainable human resource
management. Journal of cleaner production. 208 pp.806-815.
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Morgeson, F.P., Brannick, M.T. and Levine, E.L. 2019. Job and work analysis: Methods,
research, and applications for human resource management. Sage Publications.
Pham, N.T., Tučková, Z. and Jabbour, C.J.C 2019. Greening the hospitality industry: How do
green human resource management practices influence organizational citizenship behavior
in hotels? A mixed-methods study. Tourism Management. 72. pp.386-399.
Presbitero, A., 2017. How do changes in human resource management practices influence
employee engagement? A longitudinal study in a hotel chain in the Philippines. Journal of
Human Resources in Hospitality & Tourism. 16(1).pp.56-70.
Shen, J. and Zhang, H., 2019. Socially responsible human resource management and employee
support for external CSR: roles of organizational CSR climate and perceived CSR directed
toward employees. Journal of Business Ethics. 156(3) pp.875-888.
Zaid, A.A., Jaaron, A.A. and Bon, A.T., 2018. The impact of green human resource management
and green supply chain management practices on sustainable performance: An empirical
study. Journal of cleaner production. 204.pp.965-979.
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