Human Resources Management and Organizational Behaviour -XYZ COMPANY Name of the Student ID Name of the University

HUMAN RESOURCE MANAGEMENT AND ORGANIZATIONAL
BEHAVIOUR
-XYZ COMPANY
Name of the Student
Student ID
Name of the University

INTRODUCTION:
 The management of the human
resources and the behaviour of
the employees inside the
organizations is observed to be of
great significance in the modern
business context.
 The growth of the organizations
is notably influenced with the
effective management of the
resources from the part of the
higher level management.

IMPORTANCE OF MANAGING HUMAN RESOURCES:
The human resource management is
significantly important for the below
mentioned benefits that it offers:
 Increment in the efficiency of the
organization
 The improved growth of the
organization
 The increment in the quality of the
products or the services that the
organizations offer to the customers.

IMPORTANCE OF MANAGING HUMAN RESOURCES:
The achievement of the notable
skills and competencies helps to:
Increase the productivity.
Increase the profitability.
Increase the sales.
Increase the customer
satisfaction.
Formation of the customer
loyalty.

RECRUITMENT AND RETENTION:
 The recruitment and retention of the employees play
a crucial role in the modern business management.
 It is significant for the growth of the organization.
 The effective human resource management practice
will include:
o The retention of the employees who are able to
provide quality work.
o Selection of the probable employees who have the
potential to operate efficiently.
 The human resource managers need to come up
with effective rewarding policy with the
representation of both, financial and non-financial
rewards for the retention of the employees.

FAIR TREATMENT AND LEGAL COMPLIANCE:
 The management of the employees is a major
responsibility of the human resource managers.
 The improper assessment of the performances of
the employees is observed to be significant in the
generation of the job dissatisfaction of the
employees.
 The management of the organization needs to take
care of this with the introduction of the guidelines
for evaluation of the performances of the
employees.
 A clear format of the guidelines will make sure
that the performances of the employees of the
organizations are evaluated on the correct basis
and the judgment be fair for every employees.
 The management of the work time characteristics,
wage characteristics and the overtime
characteristics needs to be carried out in
accordance to the labour legislation from the part
of the management of the organization.

TRAINING AND DEVELOPMENT:
 The identification of the developmental needs of the employees is
in need to be assess by the human resource managers through the
face to face sessions so that their actual requirements are clear to
the human resource managers.
 The training and the developmental activities of the organizations
need to be conducted into two parts which are the personal and
professional.
 The personal development of the employees is in need to be
conducted through the improvement of them in the aspects like the
ethics, values, emotional intelligences and the cultural
assimilations (Cottrell, 2015).
 The professional development will be based on intensive technical
training which will enable the employees to have a better technical
knowledge and implement that during the operation.

EFFECTIVE ORGANIZATIONAL DESIGN:
The importance of the effective organizational
structure is observed in the below mentioned
form:
 Better leadership.
 The improved flow of the communication
 The exchange of the information
throughout the various sections of the
management.
 The increment in the freedom of the
employees in conducting their operations.

PROMOTING AND SUSTAINING A POSITIVE CULTURE:
 The culture of the organization is observed
to influence the efficiency of the employees
of the organization and that also affects the
growth of the organization.
 The management needs to make sure that
the existence of the cultural differences
among the employees is nullified.
 The environment inside the workforce
needs to be productive and in order to do
so, the group cohesion or the team
dynamics need to be improved.

EMBRACING ORGANIZATIONAL CHANGE:
The managers are required to follow the below mentioned steps for the effective
management of the change:
 Create a sense of urgency for the change inside the organization (Pollack &
pollack, 2015).
 The transfer communication regarding the needs of the change to the employees
 The identification of the requirements affecting the employees to perform
efficiently during the change.
 The identification of the barriers for the change.
 The identification of the possible solutions and the selection of the most
appropriate one.
 The recognition of the good work and rewarding.

REFERENCES:
COTTRELL, S. (2015). SKILLS FOR SUCCESS: PERSONAL DEVELOPMENT AND
EMPLOYABILITY. MACMILLAN INTERNATIONAL HIGHER EDUCATION.
POLLACK, J., & POLLACK, R. (2015). USING KOTTER’S EIGHT STAGE PROCESS
TO MANAGE AN ORGANISATIONAL CHANGE PROGRAM: PRESENTATION
AND PRACTICE. SYSTEMIC PRACTICE AND ACTION RESEARCH, 28(1), 51-66.