HRM Report

This report critically analyzes various articles on Human Resource Management (HRM), focusing on employee motivation within organizations. It explores key HRM functions like leadership, performance, and communication, and examines how these factors influence employee engagement and productivity. The report also discusses the impact of organizational politics and team building on employee motivation. Desklib provides past papers and solved assignments for students.

HRM

Table of Contents
INTRODUCTION...........................................................................................................................2
MAIN BODY...................................................................................................................................2
Article 1: Integrating strategic human capital and strategic human resource management........2
Article 2: Employee engagement, human resource management practices and competitive
advantage: An integrated approach.............................................................................................3
Article 5. Social Influence and Politics in Organizational Research: What We Know and What
We Need to Know.......................................................................................................................5
Article 6: Performance appraisals and job satisfaction...............................................................6
Article 7. Communication and symbolic behaviour...................................................................7
Article 8 : Team Building in an Online Organizational Behaviour Course................................8
Article 9: Accounting, Remuneration and Employee Motivation in the New Organization......8
Article 10: The ABCE Model of Volunteer Motivation.............................................................9
CONCLUSION..............................................................................................................................10
REFERENCES..............................................................................................................................11
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INTRODUCTION
Human Resource Management is that important formulation for an effective direction of
group in an system and it also helps to gain a competitive advantage as well. HRM is basically
planned to exploit the worker show in a work. It has been realised that the HR department of the
company are basically overseeing the worker welfare plan, employer enlisting, grooming and
evolution. Human resource management is the topic which has been explored in akll the
articles mentioned in the report.
As HRM practices is mainly focused on motivation and raising the working performance
of the employees. Therefore, the report will show the importance of Human resources'
management, in which the report will critically review on different articles of HRM by focusing
on motivation in an organisation which is related to wide aspects of HR functions like leadership,
performance, etc.
MAIN BODY
Article 1: Integration of strategical human capital and strategical HRM
As per the opinion of Boon and et.al., (2018). Human resource Management is the
activity of negotiate grouping in an structure in organized and careful mode. Further it also cover
the process of hiring, keeping of staff, wage and benefit of scene and direction, show
management. In the same way, HRM mainly provide motivation to their employees and it has
been analysed that motivation is a human psychology factor that drives or push a person In order
to behave in particular way in a company. It has been analyse that when the HR provides positive
motivation, then the worker in a company will be happy and energetic but on the other side, if
the motivation is negative, worker become sad and pessimistic. At that time, HR of the company
try to motivate them and a good motivation always helps employees to learn important
managerial skills as well. Thus it shows that motivation is one of the most important concept in
HRM.
The HRM of the company mainly work in order to run the business smoothly and for the
same reason they have to motivate their employees for their better working performance.
Further, the author also states that for instance the absence of need further leads to
underperformance and also failure of fight ensuant in the failure of production beginning for a
firm. That is why the HR manager accent on the worker having the high levels of need to
complete the job. Apart from this, worker engagement is the creating an situation in which the
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worker are sceptred to make their determination and then take act applicable to their line and this
is all possible due to motivation. As employee involvement increases the job spirit, motive and
employee seriousness as they are feel themselves more active in the happening of an structure
end.
While on the other side, there are some factors which also affect the motivation of the
employees, such that some compensation packages and financial incentives that also leads to
make competitive market environment.. In the same way, HRM provides proper training session
to their employees that helps to motivate them or improve the employee's performance for
achieving the defined goals. For motivation, the extensive training programs are also conducted
by HRM that further helps to improve the employee performance.
Article 2: Worker involvolvement, HRM activities and competitive advantage: An incorporate
formulation
According to Albrecht And et.al., (2015),HRM plays an important role organisation. It is
helpful for making strategies and also practices which has effective and valuable to meet
effectively. It is the term which is used to describe all those organisational activities like
recruiting and selecting, designing work, training and developing, monitoring, controlling to
workers. It is refers the framework of philosophies and practices for management of the
relationship between an employer and employees of organisation. Communication is the best
part of organisation that help to communicate each and every massages to employees for better
understanding.
Communication is help to make the effective and valuable growth of company which has
effective and valuable for positive growth of company as it encourages employees motivation.
HRM is explored the alternative meaning and understanding attached in terms of working in
organisation. Human resource management is important to manage in organisation as well as
every where. In that communication is plays effective and important role in organisation run
business smoothly. HRM including ethical issues associated with peoples management and
international differences in its practices. There are two variant hard and soft HRM which are help
to do high commitment and high performance. Soft HRM give importance to development and
makes investment in training of workforce, building human trueness as well as giving rewards
for good performance.
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Other hand, hard HRM is connected to exploratory activity like intensive working. Hard
and soft HRM approaches are not mutually exclusive as organisation, it has use soft HRM in an
instrumental manner. Human resource management is responsible for the smooth functioning of
a business and motivation of employees by managing effective communication, they provide
strategic direction to their employees. It has been analysed that the communication is used in HR
in order to relay the information from directors to employees. Further, motivation is related with
communication technique also boost the employee morale in order to creates the positive
working environment. In addition to this, a positive communication practice in HRM also helps
in reducing the employee turnover, as it is quite essential for every organization to keep
experienced employees within the company in order to help, train and instruct others.
As if the HR communication is not effective and not help in influence others, then it also
creates negative working environment. That is why HR should not micromanage the employees
but on the other side, they should communicate the information and also respect the
professionalism of the employee in order to execute the task. This shows the benefit of using
effective communication by HR which is consider another key element of Human Resource
Management.
While on other side Guest, (2017), said that human resources management is
management of people continues to present challenge to manager and attract considerable
research interest and findings. Human performance and its result are based on the management
of human resources. Communication has important part of the human resources management
because each and every work of organisation is depends on healthy communication of employees
and employers of organisation. For that leaders and managers of organisation have to use the
appropriate and effective communication skills for convey their message to other. Healthy
communication is help to make effective and valuable communication between employees and
employers. Skills of communication help to give the better and effective presentation front of
employees. That is also important for collect information which are related to work.
With the help of communication and effective human resource management in the
organisation reach out towards the success and high growth of peoples. It is effective and
valuable for managing effectiveness at workplace. Organisation effectiveness is depends upon
human management and communication. Communication gape creates the large mistakes
between employees and also creates lots of mistakes for work. This gap is not good and
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appropriate for the employees and also for growth of organisation. It has important for managing
effective performance of employees and engagement. Manager and leaders are talk with their
employees in proper and respective manner is help to engage with employees. That is help to
build loyalty of employees.
Article 5. Social Influence and Politics in Organizational Research: What We Know and What
We Need to Know
As per the opinion of Strobl, Bauer and Matzler, 2018 thors, who consider politics to be
as assigning of power to an individual within an enterprise for gaining the advantage. The
various advantages might include access to tangible assets, status which can be utilized for
influencing other. According to the perception of De Clercq, Haq and Azeem, 2018,
organizational politics can be defined as an ability to negotiate with different people by
maintaining the interest in context of specific business issue. However, it has been argued that
politics is basically a use of power as well as social networking within an enterprise in order to
bring changes at workplace which benefit company as well as an individual. The author
Babalola, Stouten and Ovadje, 2018. states that it is the politics which defines the relationship
between employees. The scholar discussed about demotivation of workers which is linked with
politics at workplace. According to the social influence theory, Many of the interpersonal
relationship includes the social influence which other people influence other. The author also
states that power used by an individual in order to generate positive results assist them in
eliminating the negative consequences associated with the given interpersonal interaction.
As per the opinion of Strobl, Bauer and Matzler, 2018, organizational motivation has
become major issue in present organizational behaviour as it influenced by politics which
includes an individual who manipulate their working relationship. The author also states that
employees those who are involved in politics manipulate their relationship with organization or
other people in an organization by consuming time as well as resources in order to add expenses
for organization. As per the view of Babalola and Ovadje, 2018., an individual who is engaged in
politics influences motivation of employees which impacts end result of which is that
manipulation of relationship. However, it has been argued that politics at the workplace give rise
to the conflicts between employees. According to the perception of De Clercq, Haq and Azeem,
2018., motivation of workers within workplace revolves around politics which creates negative
effect on the relationship between employees as well as employers. However, other authors
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argues that politics lead to the increase in the stress level among employees due to which they
feel frustrated and communicate with each other in ineffective manner which results into
conflicts which manipulates their relationship. As per the opinion of Papa, Mueller. and
Miglietta, 2018, power culture at give rise to competition at workplace where every buddy has
focus on obtaining power in order to fulfill their own interest which further negatively effect the
relationship between employees. However, it has been argued that power use by an individual in
positive manner can assist an individual in strengthening their relationship with other people at
workplace.
As per the opinion of Babalola, Stouten and Ovadje, 2018. , use of power in positive
manner support them in developing the strong relationship with other people at workplace.
However, it has been argues by other author that both group and an individual engage in office
politics can be destructive, as an individual have much concentration of fulfilling their personal
interest that can further have adverse influence on their relationship with other people at
workplace. According to the opinion of (The moderating role of transformation leadership on
HR practices in M&A integration.2016 ) , if an case an employer uses unfair method for
distributing the power they it can lead to the conflict between them and employees. However, it
has been argued by other authors that use of power whether in positive or negative way often
creates the problems between employees which has somehow effect on the relationship between
them. According to the view of employees generally utilities power in order to generate positive
outcome. As per the social influence theory, most interpersonal relationship between employees
and leaders includes some type of societal causing.
Article 6: Performance appraisals and job satisfaction
Performance appraisal effects on employees and job satisfaction within the organization.
Various appraisal which are connected to monetary result such as bonus payments and
promotion. With the help of it, employees are highly motivated and effective work and perform
within the company. This can help to effective working in the firm. The outcome of
demonstrates that performance appraisal connected to monetary result are powerful human
resource management technique which is appreciated by workers in the company. The
relationship between performance appraisal and job satisfaction effected by personality traits of
employees as well as human resource manager. The utilization of appraisals with no monetary
values can be defined for open-minded and self-determined workers as appraisals can then
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possible increase expectation which are not fulfilled. Therefore, it is essential for employees and
job satisfaction within the organization. Performance appraisal is the method for managing the
performance of employees in the organization. This help to increase motivation and team work
by employees in the company. This can help to improve the productivity and effectiveness of
employees in the organization.
Article 7. Communication and symbolic behaviour
According to the opinion of De Clercq, Haq and Azeem, 2018., it is very much important
for managers to communicate effectively with followers as it will assist them in positively
influencing followers to accomplish desired objectives. The author also states that managers are
required to develop rhetorical skills which is very much crucial in order to communicate a vision
effectively and positively influencing people to support an organization in accomplishing desired
objectives. As per the point of (Franke and Foerstl, 2018), there may be things that cannot say
but there are lot can communicate to employees about merger and acquisition. It assists to
maintain atmosphere with more productive results. Communication is key to employee
motivation and therefore it is important for HR managers to focus on incorporating motivation
approaches to manage boost in employees performance. In addition to this, all company
communication successfully develop. In this consideration, it can be stated that be sure level of
communication is also aligned with establishing company's culture. Communication has been
quarterly sending out a weekly so that newsletter will seem at a place which is possibly alarming
on employees. It can be stated that workforce restructuring consist large impact on outcomes
when they not occur. In this regard, employees are getting plenty of notice with different roles
that communicate and eliminate in respect to look workforce structure. Beside this, give plenty
of notice also shows roles that will be eliminated in which people ready to look forward.
Moreover (Strobl, Bauer and Matzler, 2018), describe that acquisition and merger is a reality in
which evaluation begin to take place. With this consideration, 60 days prior workforce
restructuring event must be schedule which take important role and impacted employee
notification of their status. Once notification has been made, it can be stated that companies can
successfully transition talent in merger and acquisition that are more likely to beat high failure
rate associated with it.
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Article 8 : Team Building in an Online Organizational Behaviour Course
According to that Grzeda, Haq & LeBrasseur, (2010) Development and delivery of team-
building exercise in an online organizational behaviour. Team development exercise makes
contributing to current discussion about team work in management and team building for
virtual teams. It highly contributes in motivating the employees working in the organisation.
Team work is very important in relation to accomplish common objectives that helps to
encourage people in a business enterprise.. It is the not only required in the sporting areas but
also within management committee and at all level of the management of the company. The
main value of team work in the administration of company is to mixture together people from
various backgrounds, thoughts and knowledge, abilities and competencies. Team work refers
to appreciate and welcome diversity of thoughts, reach accords of ideas as the objective which
team can pursue and utilising the aggregate wisdom of the group to discover solution to
problems within the organization. Effective team work helps to improve the behaviour and
culture of organization. Variable pay and rewards connected to team goals which can aid floor
team and motivate them to accomplish objectives and goals of team within the organization.
This can help to develop culture and attributes of organization. A team can generates positive
action through coordinate effort. The individual effort outcome in the horizontal of executing
bigger than total of those individual signal by supporting these Tasks. They dozens of
optimistic effects which an organisation has to be conscientious as to setup of teams is only
action for improving organization behaviour and culture.
Article 9: Accounting, Remuneration and Employee Motivation in the New Organization
As per view of Hugh & Ezzamel. (2012) Accounting and remuneration is essential for
employee motivation in the new organization. Accounting is played essential role in redesigned
remuneration systems that are emerging as companies delayer their structures, modification their
production methods and move to team-based systems of work and rewards. The modification in
the content and application of rewarding and motivating workers which have been encouraged
by efforts to evolve and alternative. The attention is mainly upon the remuneration of employees,
but also consider the significance of team-based rewards systems for managerial staff. An
emphasis upon the people pressures from team members in addition to single incentives as
sources of motivation. This can help to increase employee’s motivation and productivity within
the organization.
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Article 10: The ABCE Model of Volunteer Motivation
According to that Butt and et.al., (2017) It is for meeting increasing societal services
requirements of societies, social services and other voluntary. Companies require to v develop
understanding about necessity and motives of their volunteers to keep them required. Although
motivation of volunteer scales is available and tested, various companies have to amend add
volunteering motives to the best fit their company and atmospheres. Moreover, it is available to
volunteer companies to identify or measure motivation of their volunteers increasing need for
unified model. ABCE Model refers to affiliation, belief, occupation improvement &egotist. By
utilising ABCE hypothesis as assorted conceptualization to voluntary motive as well as
connecting them into four areas of affiliation.
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CONCLUSION
It has been concluded from the above that human resource management helps in
communication, motivation of employees in the organization. It can be concluded that team
working and building help to improve and develop organizational behaviour. It can be discussed
that personality is key concept and also desirable quality of human resource management and
employees within the organization. Furthermore, report has completed that human resource
management follow different strategies for building the relationship with the employees in the
organization.
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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.
Babalola, M.T. and et.al, 2018. The relation between ethical leadership and workplace conflicts:
The mediating role of employee resolution efficacy. Journal of Management. 44(5).
pp.2037-2063.
Boon, C. and et.al., 2018. Integrating strategic human capital and strategic human resource
management. The International Journal of Human Resource Management.29(1). pp.34-67.
Butt, M.U. and et.al., 2017. The ABCE model of volunteer motivation. Journal of Social
Service Research. 43(5). pp.593-608.
De Clercq, D., Haq, I.U. and Azeem, M.U., 2018. The roles of informational unfairness and
political climate in the relationship between dispositional envy and job performance in
Pakistani organizations. Journal of Business Research. 82. pp.117-126.
Franke, H. and Foerstl, K., 2018. Fostering integrated research on organizational politics and
conflict in teams: A cross-phenomenal review. European Management Journal.
Grzeda. M., Haq, R., & LeBrasseur, L., 2010. Team Building in an Online Organizational
Behavior Course. The Journals of Education for Business, pp275-282.
Guest, D. E., 2017. Human resource management and employee well‐being: Towards a new
analytic framework. Human Resource Management Journal. 27(1). pp.22-38.
Hugh, W., &, Ezzamel., M., 2012. Accounting, Remuneration and Employee
Motivation in the New Organization. The Journals Accounting and
Business research, pp.97-110.
Kampkötter, P., 2017. Performance appraisals and job satisfaction. The International Journal of
Human Resource Management, 28(5), pp.750-774.
Lee, H. W. and et,al., 2019. Effects of human resource management systems on employee
proactivity and group innovation. Journal of Management.45(2). pp.819-846.
Papa, A. and et.al, 2018. Improving innovation performance through knowledge acquisition: the
moderating role of employee retention and human resource management practices. Journal
of Knowledge Management.
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Strobl, A., Bauer, F. and Matzler, K., 2018. The impact of industry-wide and target market
environmental hostility on entrepreneurial leadership in mergers and acquisitions. Journal
of World Business.
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The Knowledge, Skill, and Ability Requirements for Teamwork: Implications for Human
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