Importance of HRM in Improving Employee Satisfaction and Development
Added on 2023-06-12
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Running head: IMPORTANCE OF HRM
IMPORTANCE OF HRM
Name of the Student:
Name of the university:
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IMPORTANCE OF HRM
Name of the Student:
Name of the university:
Author note:
1IMPORTANCE OF HRM
In the modern business environment, majority of the business entities have a nicely
developed human resource departments in the primary organization structure. As every
company is made of people, developing their knowledge and skills, enhancing their talents,
acquiring their services, motivating them so that they can give high level of performance as
well as making sure that they are maintaining their commitments is very important in order to
accomplish the goals and objectives of the organizations. It helps the organization to achieve
success in its business (Patel, Messersmith and Lepak 2013). In this way, the team HRM
plays its important role in every business environment. This paper seeks to elaborate on the
role of HRM practices in improving employee satisfaction and development. It will also shed
light on how effective HRM practices helps to increase the organizational performances.
Functions of the HRM play a crucial part in enhancing the productivity and
performance of the business and at the same time in assuring employee satisfaction. This in
turn can provide the company with a clear insight view of the competitive edges as well as it
openly contributes to the overall success of the organization in general. Effective HRM
policies and practices enable the organizations to effectively deal with the HR related issues
in a strategic manner (Brester 2017). This further allows the workforce to provide services
which are high in quality, regardless of the external and internal challenges to the company.
Sufficient HRM policies facilitate the business entities to give utmost importance to their
complete business strategies. The HR department of an organization also makes it easy for it
to attract new, talented and practical workforce as well as to retain competent and high
performing employees (Cania 2014). It helps to supports the managers and the several
different groups of employees while they are adapting to the change in the organization as
well as enables the use of skills and knowledge for deciding how the work is going to get
done.
In the modern business environment, majority of the business entities have a nicely
developed human resource departments in the primary organization structure. As every
company is made of people, developing their knowledge and skills, enhancing their talents,
acquiring their services, motivating them so that they can give high level of performance as
well as making sure that they are maintaining their commitments is very important in order to
accomplish the goals and objectives of the organizations. It helps the organization to achieve
success in its business (Patel, Messersmith and Lepak 2013). In this way, the team HRM
plays its important role in every business environment. This paper seeks to elaborate on the
role of HRM practices in improving employee satisfaction and development. It will also shed
light on how effective HRM practices helps to increase the organizational performances.
Functions of the HRM play a crucial part in enhancing the productivity and
performance of the business and at the same time in assuring employee satisfaction. This in
turn can provide the company with a clear insight view of the competitive edges as well as it
openly contributes to the overall success of the organization in general. Effective HRM
policies and practices enable the organizations to effectively deal with the HR related issues
in a strategic manner (Brester 2017). This further allows the workforce to provide services
which are high in quality, regardless of the external and internal challenges to the company.
Sufficient HRM policies facilitate the business entities to give utmost importance to their
complete business strategies. The HR department of an organization also makes it easy for it
to attract new, talented and practical workforce as well as to retain competent and high
performing employees (Cania 2014). It helps to supports the managers and the several
different groups of employees while they are adapting to the change in the organization as
well as enables the use of skills and knowledge for deciding how the work is going to get
done.
2IMPORTANCE OF HRM
Although there are companies which still do not consider the HRM as an important
function of the management, but it is undeniable that the human resource team does play a
great pant by helping and contributing immensely to the notable success of many
corporations today. The employees undoubtedly represents the most essential asset of the
organization as the employees are well involves in the operations of the business and with the
same, enables the process of decision-making to occur (Porter and Kramer 2019). In addition
to this, it can also be said that the employees are the top most costly asset of an organization
as because of the fact that around 70% of the total budget of the company is allocated to its
labor force (Koski and Pajarinen 2013). Hence, it can be said that employees are indeed a
valuable asset that can make any business developed and profitable. This makes it important
to look after the fact that whether they are satisfied with their job and work. Therefore, it is
very important to identify proper HR practices and policies on which the employees can
depend in a bit so that to put up its success in the very industry.
Job satisfaction is one of the major prominent correlates of the innovative Human
Resource practices (Renwick, Redman and Maguire 2013). It is a sense of being fulfilled by
the demand that an employee might have in terms of both psychological and physiological
esteem and it inculcates in the employees a positive state of mind. It is linked to both the job
design and motivation as these factors helps in determining the level of satisfaction of the
employees at their job place. The employees are usually regarded as the most fragile element
of an organization in context to satisfaction and hence, taking care of their satisfaction level
falls under the responsibilities of the HR department of the companies (Sutton 2014). HR
department are bound to manage the employees by implementing different methods and
techniques of training, hiring, motivating, and all the other plans that are related to the
workforce. They play a major part in the organizational success as job satisfaction is
determines by the policies and practices of the human resource. Human Resource team plays
Although there are companies which still do not consider the HRM as an important
function of the management, but it is undeniable that the human resource team does play a
great pant by helping and contributing immensely to the notable success of many
corporations today. The employees undoubtedly represents the most essential asset of the
organization as the employees are well involves in the operations of the business and with the
same, enables the process of decision-making to occur (Porter and Kramer 2019). In addition
to this, it can also be said that the employees are the top most costly asset of an organization
as because of the fact that around 70% of the total budget of the company is allocated to its
labor force (Koski and Pajarinen 2013). Hence, it can be said that employees are indeed a
valuable asset that can make any business developed and profitable. This makes it important
to look after the fact that whether they are satisfied with their job and work. Therefore, it is
very important to identify proper HR practices and policies on which the employees can
depend in a bit so that to put up its success in the very industry.
Job satisfaction is one of the major prominent correlates of the innovative Human
Resource practices (Renwick, Redman and Maguire 2013). It is a sense of being fulfilled by
the demand that an employee might have in terms of both psychological and physiological
esteem and it inculcates in the employees a positive state of mind. It is linked to both the job
design and motivation as these factors helps in determining the level of satisfaction of the
employees at their job place. The employees are usually regarded as the most fragile element
of an organization in context to satisfaction and hence, taking care of their satisfaction level
falls under the responsibilities of the HR department of the companies (Sutton 2014). HR
department are bound to manage the employees by implementing different methods and
techniques of training, hiring, motivating, and all the other plans that are related to the
workforce. They play a major part in the organizational success as job satisfaction is
determines by the policies and practices of the human resource. Human Resource team plays
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