Reflective Essay on HRM Perspectives

This assignment is a reflective essay that explores the perspectives of human resource management (HRM) and human resource development (HRD) on organizational performance. The essay discusses the importance of HRM in maintaining productivity and profitability levels within a company, as well as its impact on sustainability and social outcomes. It also touches upon the need for progressive approaches to HRM and HRD that are directed towards sustainability, ensuring moral and ethical functioning within organizations.

Reflective essay writing

Table of Contents
REFLECTIVE ESSAY ...................................................................................................................1
REFERENCES................................................................................................................................4

REFLECTIVE ESSAY
Introduction
Human resource management and human resource development have a significant impact
over a company's performance. Without proper functioning of the human resource, it is not
possible for the company to meet respective aims and objectives. Through this essay, I will be
presenting certain perspectives on three selected articles i.e. “HRD and HRM perspectives on
organizational performance: A review of literature”, “Beyond strategic human resource
management: is sustainable human resource management the next approach?” and “A resource‐
based perspective on human capital losses, HRM investments, and organizational performance”.
I shall also present the impact assessed when learning from these articles shall be used in
practical professional life at work.
Comparing and contrasting perspectives
As stated by Shaw, Park and Kim (2013), there are certain investments which company
has to make in terms of human resource management. This affects directly over organisational
performance which is reflected in terms of profits and overall cost. However, Kramar (2014)
accounted that there are certain explicit implications of HRM which have positive as well as
negative impact. The stakeholders are mostly affected which in turn results in changes in
company's performance. While reading the article I was enlightened by the fact that
sustainability is an aim that has loads of difficulties in its path. The perspectives for sustainability
in HRM is quite complicated and there are semantic complications associated with this type of
functioning in the organisation.
I completely agree with the view points of Alagaraja (2013) that excellence in company's
performance is achieved when there is effective contribution from both human resource
development and human resource management. Business systems in this context are designed in
such a way that there is creation of valuable strategies for improvising the strategic position of
the company. As provided in the article “Beyond strategic human resource management: is
sustainable human resource management the next approach?”, I realised that dynamic nature of
sustainable HRM has developed certain outlines which helps in establishing strong relations in
good performance and sustainable approaches. Through these articles, I have come to a point of
view that Alagaraja (2013) has provided a new perspective towards attaining organisational
excellence while Shaw, Park and Kim (2013) has provided insight for sustainable HRM.
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However, Kramar (2014) stated that HRM policies need to be revised for gaining stability
amongst the stakeholders.
Implications of these perspectives
I very well know that human resource management is an aspect which involves employee
motivation and sustenance in the company. This function also helps in maintaining the
productivity and profitability of the firm. But as per Alagaraja (2013), the inappropriateness in
HRM practises can result in lack of innovation and respective decline in interest of employees to
work for the company. There were further investigations reported by Kramar (2014) that market
performance of an organisation is not completely dependent on the financial background and
existing functioning but mostly on the internal structure of the company. The processes like
staffing, training, distribution incentive, etc. have to be managed well in the form of progressive
HRM practises. This perspective has a positive impact over organisation while perspective
produced by Shaw, Park and Kim (2013) leads to the development of social outcomes with the
frameworks that have been designed for sustainable HRM practises.
Learning acquired from these three articles
Through these three articles I have been able to understand that there are every strategic
function of the company has to be planned and implemented in such a way that there is no
negative implication experienced. I have realised that performance of a company is largely
dependent on certain attributes of HRM and certain functions of HRD. These two departments
have to equally provide contributions in the strategic development of the company so that market
position is not affected. Furthermore, I came to know about the existence of HRM practises and
sustainability. There is a framework defined by Kramar (2014) in his article which provides a
strategic approach to organisations for adopting towards sustainable approaches in the company
with context of HRM. Moreover, I have realised that human capital has to be acquired on the
basis of provided literature which helps in examining the losses or damages which are probable
to occur over company's performance. I shall implement all these learning in my workplace with
innovative approaches.
Impact on approaches to learning at work
When new facts and figures are learnt by me, there is significant impact over the present
state of my working. Through the knowledge acquired from the three articles, I have realised the
importance of HRM in maintaining the performance of a company. Furthermore, I have also
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known a fact that progressive approaches of HRM and HRD have to be directed towards
sustainability so that moral and ethical functioning is guaranteed. It is quite converging to note
that contributions in making improvements in the performance of company are also through
HRM initiatives. Hence, my learning at work has gained a wider perspective in terms of impact
which is assessed by companies when HRM practises change. The significant approaches have to
be characterised as per sustainability norms. This shall help me in dealing better inside the
company.
Conclusion
I infer from the understanding acquired in this essay that HRM perspectives are very
important for an organisation especially when there is a need to maintain the productivity and
profitability levels of the company. Further, I have realised that performance is directly linked
with the way HRM is implemented in the company.
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REFERENCES
Books and Journals
Article 1:
Alagaraja, M., 2013. HRD and HRM perspectives on organizational performance: A review of
literature. Human Resource Development Review. 12(2). pp.117-143.
Article 2:
Kramar, R., 2014. Beyond strategic human resource management: is sustainable human resource
management the next approach?. The International Journal of Human Resource
Management. 25(8). pp.1069-1089.
Article 3:
Shaw, J. D., Park, T. Y. and Kim, E., 2013. A resource‐based perspective on human capital
losses, HRM investments, and organizational performance. Strategic management journal.
34(5). pp.572-589.
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