Human Resource Management: Providing Sustainable Value to Stakeholders

Running head: HUMAN RESOURCE MANAGEMENT
HUMAN RESOURCE MANAGEMENT
Name of the Student
Name of the University
Author Note

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HUMAN RESOURCE MANAGEMENT
Introduction
Human resource management is considered to be a strategic approach which is based
on effective process of managing the employees within an organization. The organizations
are thereby able to gain huge levels of competitive advantage in the industry with the help of
proper management of human resources. The performance levels of employees can be
managed in an effective manner with the help of the proper human resource management
(Bailey et al., 2018). The human resource managers are mainly concerned about the
managing the people in organizations with the help of focus that they have on different
systems and policies. The HR department of the organizations are mainly responsible for the
ways by which the employees can be managed and recruitment process is also managed by
the department.
The discussion in the essay will be based on the ways by which the human resource
managers are able to provide sustainable value to the stakeholders in an effective manner.
The value which is provided by the human resource managers to the stakeholders is
sustainable in nature. The relationship of long term sustainable value of the stakeholders with
the effective human resource managers will be analysed in the essay.
Discussion
Effect of human resources on long term sustainability of stakeholders
According to Brewster, Chung and Sparrow (2016), the stakeholders of the
organizations are able to create immense amounts of pressure on the human resource
managers. The HR based professionals thereby experience conflicting levels of pressure from
the different stakeholders. The expectations that the stakeholders have from the stakeholders
vary based on different groups which include, employees, line management, owners and the

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HUMAN RESOURCE MANAGEMENT
external customers. The results that need to be provided to the human resource managers are
also based on the short term results which are provided by the financial activities in the
organization. The HR based factors are thereby set in such a manner which can help in the
proper fulfilment of the expectations of different customers.
As discussed by Brewster et al. (2016), the HR department of the organizations are
thereby categorised in a strategic manner into four different factors. The relationship which is
further developed between the different activities of the HR department is able to develop an
integrated unite in an effective manner. The performance levels of employees are thereby
measured by the HR with the help of different performance measurement based tools,
training processes and non-financial and financial rewards as well.
The integrated HR based practices mainly consist of the proper integration of the
business based strategies, organizational capabilities, culture, HR based practices and the
technical competencies as well. The HR department is also able to play a major role in the
information management related activities and the process of importing the information based
on customers. The process based on HR analytics is also an important part of the operations
of different organizations in the modern business environment. The HR department is thereby
able to play a significant part in improving the performance of the business in an effective
manner (Collings, Wood & Szamosi, 2018).
According to Jackson, Schuler and Jiang (2014), the HR department of the
organizations are able to affect different stakeholders in different ways. The performance of
the employees is an important part of influence which is provided on the short term based
goals of the company. The HR based departments of organizations are thereby able to affect
the line managers with the help of proper integration of the Hr based practices that are mainly
able to emphasize on the culture, technical skills, HR based practices of different