Psychology in Human Resource Management: A Study on NHS

This essay explores the role of psychology in human resource management (HRM) and its impact on organizational performance and employee well-being. It focuses on the case study of NHS and discusses the Harvard framework HRM model, the Universalistic Theory, and the hard and soft models of HRM. The essay highlights the importance of understanding human behavior and using psychological concepts in HR practices to improve recruitment, selection, motivation, and employee engagement.

Phycology Theme Essay

TABLE OF CONTENTS
Contents
INTRODUCTION...........................................................................................................................1
Task..................................................................................................................................................1
Human resource management model...........................................................................................1
The Universalistic Theory...........................................................................................................3
Hard and soft model of the HRM................................................................................................3
CONCLUSION................................................................................................................................5
REREFENCES................................................................................................................................6

INTRODUCTION
Organization behaviour have the proper level of focus and understanding of the human
behaviours in the todays dynamic business environments. This is essentials to have the ensuring
of the best interest of the employees without predicting and managing the behaviour of the
workplace adequately (Cheng and Hackett, 2019). Employers search for ways to deal with this
stress because it is a crucial part of employee productivity and job satisfaction. In report, there
will be proper level of focus on their psychological factor to have the application of the proper
management style and motivation theories in the NHS organization to be utilized in order to
create there most effective and efficient organizational culture.
Task
Human resources managements have the addressing respective level of policies, practices and
activities with the concerned of the people in the organizations. This is consisting of there
multiple level of analysis which is helpful in providing their important context of applications of
the work and organizational psychology. The NHS have the core level of research over there
addressing the significant level of determinant of the HR strategy and practices which are
adopted by the organizations in particular to the organizational performances and employee
wellbeing (Peltonen, and Vaara, 2018). In addition to the HR policies and procedures have the
exploring of the significant level of linkages to the factor which will be helpful in nursing the
ensure employee abilities, motivation, and opportunities to contribute high performance and high
involvements for the organizations performances and employee wellbeing. On the other hand,
the psychological factors have concerned to be the important aspect for driving the significant
action which seeks there more level of satisfaction.
Human resource management model
There are various kinds of human resource management models that can be used by
organizations like NHS. These models help in ensuring high performance of working teams
within an organization. One of the most common model of human resource management is
Harvard framework for human resource management. Adaptation of this model can help
organizations like NHS to increase overall performance of their employees and teams working
within NHS. Harvard framework HR model consist of six main components. This model says
that there are various critical components that can impact human resource management in many
different ways. First is stakeholder interest component that includes shareholders, management,
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employee groups, government, and more. Next component is HRM policies. Both stakeholder
interest and situational factors component helps in defining important HRM policies
implemented within an organization or are required to be implemented. Next is situational factor
in which factors that can influence interest of all the stakeholders is defined. It includes factors
like workforce characteristics, unions and many more (Kinnie, and Swart, 2020). Both of these
components influence HRM policies in many different ways. other than this it also influences all
kinds of HR activities like recruitment, training etc. next outcome is HRM outcomes that
includes retention, cost-effectiveness, commitment, and competence. Influence of stakeholder’s
interest and situational factors impact HRM policies directly because of which HRM outcomes
are influenced both positively and negatively. Next, component is long- term consequences that
are majorly influenced by outcomes of HRM. These long- term outcomes can be associated with
individual and organizational. This model takes a holistic approach to HR that influences
outcomes at different levels. Last component is feedback loop in which impact of all the
component and their consequences or impact upon next level component is explained clearly.
Figure 1 Harvard framework HRM model, 2020
The NHS organizational psychologist and human resources manager have the great level of
dealing with peoples in their workplaces. This have the involvements of the hiring the level of
recommendations which have the involvement of the preemployment testing’s as the work can
be overlap. In addition to some other case have the involvement of the such as the business
process reengineering and scientific research in significant manner.
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The Universalistic Theory
This have ben recounted as the term best practices and high performances in the work
practices along with underlying assumptions. There is the linear level of relationships between
the human resources practices or the systems organizational performances. This are best
practices to be the universally applicable and successful as this is best to be measured of the
financial performances indicators by looking to the market share and sale level.
The NHS have the implication of the Universalistic Theory as the human resources management
model have the greater use of the specific practices which are such as employment security,
selectivity in recruiting, high wages, incentive pay, employee ownership, information sharing,
participation and empowerment, teams and job-redesign, training and skills development, cross-
utilization and cross-training (Buller, and McEvoy, 2016). This have been believed that’s thee it
is best practices how is used by there organizations to be adopted as the creating the proper
consideration over using of the culture, environment, heterogeneity of people and their
behaviour.
As the result or the estimated level of outcomes, it can b sated as psychology have the
covering of the important topics such as their reward, motivations and personality theory
whichever is considered to be utilize the psychology of the industrials and organizational
purposes. As the result the psychology have the help the human resource department to improve
the recruitment and selection method in NHS in order to have the hiring of the right people by
using right tools. This is way which comes in the proving the different methods of the
psychological assessment and personality test along with behaviour interview.
On the other hand the variously such a the employee motivations have been considered as the
key aspects as the psychology is zeroes in order to have the complying to stay and proving the
sense of satisfactions and belonginess as the workplaces (Kellner, Cafferkey, and Townsend,
2019). The NHS have complied that’s without having the understanding of key drivers, the
company will have the disengaging the pool of employees at he best and high turnover rate.
Hard and soft model of the HRM
The hard and soft model have the version which are based on their opposing view in order to
control the human resources strategies. As the former one have based on the notions as the tight
level of tragic controls and the economic model of the man with implication of McGregor's
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Theory X (Colombo, 2020). On the other hand the oft model have been based in the managing
the human resources looking into the aspect of commitments through the theory of Y. the hard
model have the traditional view of management as the aim of controlling the environments
belonging to the tight level of rules and regulations regulations, order, authority, strict
supervision etc. on the other hand the soft model gave the implication of the commitments an
participation which is highly expected . in the NHS employee are considered as the valuable
assets and the sources of the competitive advantage throughs the level of commitment,
adaptability and high level of skill and performances. The NHS have the implementing the
various form of flexibility moving o approach of the team building, empowerments and
involvements.
The firm have the culture managements which is interpreted as the commitment theory as
employee are working in the left guided environments by following the supervisory and control
strategies. Human resources have the implementing of the human resources strategies in order to
Darwin the good level of strategy of the theory employees as the need of the basic knowledge in
the inner working of the people (Lewis, Cardy, and Huang, 2019). Psychology is able to have the
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providing the sense of learning which is much more imperative of the HR planning. So this
comes in the working of approaches as there is the many processes and interaction have been
involved as the working best questions to be adaptively answers with the psychological
concepts. Indeed the one of the way in the which the psychology have the considered to take the
long lasting impact which is improving the practice of the human resources in order to have the
promoting the individuals by acknowledges there translates effective hr practices such as the
employee selections , workplace engagement and any other workplaces issues.
CONCLUSION
From the above file, it can be interpreted as Organization behaviour are essentials to have the
ensuring of the best interest of the employees without predicting and managing the behaviour of
the workplace adequately. The NHS have the core level of research over there addressing the
significant level of determinant of the HR strategy and practices which are adopted by the
organizations in particular to the organizational performances and employee wellbeing. These
long- term outcomes can be associated with individual and organizational. This model takes a
holistic approach to HR that influences outcomes at different levels. This have been believed
that’s thee it is best practices how is used by their organizations to be adopted as the creating the
proper consideration over using of the culture, environment, heterogeneity of people and their
behaviour. So, this comes in the working of approaches as there is the many processes and
interaction have been involved as the working best questions to be adaptively answers with the
psychological concepts.
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REREFENCES
Books and journal
Cheng, M.M. and Hackett, R.D., 2019. A critical review of algorithms in HRM: Definition,
theory, and practice. Human Resource Management Review, p.100698.
Peltonen, T. and Vaara, E., 2018. Critical approaches to comparative HRM. In Handbook of
research on comparative human resource management. Edward Elgar Publishing.
Kinnie, N. and Swart, J., 2020. Cross‐boundary working: Implications for HRM theory, methods,
and practice. Human Resource Management Journal, 30(1), pp.86-99.
Buller, P.F. and McEvoy, G.M., 2016. A model for implementing a sustainability strategy
through HRM practices. Business and Society Review, 121(4), pp.465-495.
Kellner, A., Cafferkey, K. and Townsend, K., 2019. Ability, Motivation and Opportunity theory:
a formula for employee performance?. In Elgar Introduction to Theories of Human Resources
and Employment Relations. Edward Elgar Publishing.
Lewis, A.C., Cardy, R.L. and Huang, L.S., 2019. Institutional theory and HRM: A new look.
Human Resource Management Review, 29(3). pp.316-335.
Colombo, V., 2020. HRM SUSTAINABLE POLICIES AND CSR: A study of the influence on
employees and customers.
Online
Harvard framework HRM model. 2020. [Online]. Available though:
<https://www.managementstudyhq.com/hrm-models.html>
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