Analyzing Key HRM Areas for Organizational Success (MNG00724)

This essay examines the significance of Human Resource Management (HRM) practices in fostering organizational success. It analyzes the role of HRM in developing effective strategies to enhance business functions within a competitive market, emphasizing the importance of employee involvement and training. The essay addresses contemporary challenges faced by HRM, such as globalization and skills shortages, and discusses the need for continuous adaptation. It identifies and justifies three crucial areas for HRM improvement: effective working relationships, work and workforce design, and diversity management. The analysis highlights how these areas, supported by the AHRI model of excellence, are essential for improving communication, adapting to technological changes, and managing diverse workforces, ultimately contributing to improved organizational performance and strategic alignment. The essay concludes by summarizing the importance of HRM's strategic and operational roles in enhancing job performance and addressing management issues.

Running head: MNG00724 S1 2019
Human Resource
Management
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Word Count: 1000
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Introduction
The primary purpose of the paper is to analyze the importance of HRM practices that help in
bringing the success of an organization. To demonstrate this, proper explanation will be provided
with the help of the current challenges that are faced by the HR Management team of an
organization. Besides this, the study will also discuss the three areas of HRM policies that are
essential in enhancing organizational growth. The three areas of HRM that should be improved
will be considered briefly with the help of AHRI model of excellence. Furthermore, proper
justification will also be provided for the selection of these three different HRM areas.
HRM and its importance on improving organizational success
The primary role of HRM is to strengthen the contribution of staff members that are related to
the organization. Thus with the help of HRM techniques, an organization can be successful in
developing proper strategies by which they can improve their business functions within the
competitive market. HRM maximizes the involvement of an employee in their work which
further supports to enhance the firm's strategic business objectives prospects (Farouk et al.,
2016). The HRM enables to improve the success rate of any organization. In other words, it has
been seen that the HRM arranges training and coaching for the newly appointed employees so
that they can improve their skills for enhancing the organization’s success rate.
HRM plays both a strategic and operational role in the organization by which the firm can
develop the skills of supervisors and managers in resolving any management issues (Salas et al.,
2015). Due to this reason, now a day’s most of the managers and supervisors of the small and
medium enterprise can be successful in reducing various management issues and hence they can
enhance the organizational performance. By this, it is clear that HRM plays an essential role in
strengthening the corporate success rate. Apart from this, it is seen that in today's environment,
the HRM faces various challenges due to globalization and internationalization which thus
causes a significant impact on the growth, success, and execution of the business process of an
organization (Kasemsap, 2016). To overcome these challenges, the HRM needs to change its
strategy continuously so that it cannot affect the organizational procedure. Moreover, it has been
seen that due to globalization, various business activity operations are concerned.

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For this reason, HRM arranges different types of training as well as coaching procedures for their
staff members including the managers and supervisors. When a firm expands its business in the
international market than with the help of this training and coaching process, the managers, staff
members, as well as the supervisors, can efficiently handle various challenges. With the help of
these techniques, the HRM cab becomes successful in marinating the organization performance
in both local as well as global market. The skills shortage is another challenge which is faced by
the HRM team of an organization that critically affects the firm’s performance (Yang et al.,
2015). Thus to reduce the adverse impact of this challenge, the HRM in current trend needs to
appoint only skilled and experienced candidates so that the productivity and profitability of the
firm can be enhanced by reducing various challenges that may affect the success rate of an
organization.
Three areas of HRM for improvement
The three areas significant for HRM are as follows:
Effective working relationships
The management of working relationship includes industrial relations and employment which is
a vital activity that must be accompanied by HRM. Employment relations are needed by the
HRM to have effective communication systems and policy framework with their employees.
HRM must focus on improving the working relationship with the management and employees to
overcome the challenges. For example, HRM faces challenges such as, developing learning
organizations and so on (Haddock-Millar, Sanyal and Müller-Camen, 2016). All these challenges
could be resolved by maintaining good working and positive employee relations that helps in
improving the quality of communication and execution of the business procedures. It also
enhances the desired level of workplace participation and management skills of the concerned
managers. For example, good relationship with the management and employees addresses
negotiation, settles disputes and grievances.
Work and workforce design
Workplaces are continually changing under the pressures of the globalized environment,
increased competition, innovation pressures, and evolving technologies. HRM needs to consider
the gender rebalancing and modern forms of the workplace like team-based work. The HRM

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faces various challenges such as managing work-life balance. Thus, online technologies have
enabled dispersed workplace with most of the employees, especially knowledge and technical
workers. For example, HRM could resolve such challenges by providing flexibility in working
arrangements to balance non-work and work commitments (Jamali, El Dirani and Harwood,
2015). HRM must focus upon changing workforces by targeting and developing the
technological capabilities, preferences and customer needs. In the global environment, it is the
primary responsibility of HRM to rethink about the models of workforces and work. The HRM
practices such as work design and job analysis need significant development to link
competencies with productivity.
Diversity management
It is essential for HRM to focus upon increasing emphasis on management of the diversified
organization. It needs improvement as it puts a significant impact on employment. HRM needs to
learn to deal with various ethnicity with cultural differences effectively. Such cultural differences
lead to gender-biased issues, as well as different religious traditions. For example, HRM faces
challenges based on recruiting support from top management (Collings, Wood and Szamosi,
2018). Thus, HRM must improve various activities such as career development, performance
management, training and development, and recruitment and selection. Management of diversity
is significant for adequate performance, engagement and developing commitment (Nankervis et
al., 2016). Therefore, an HRM has to motivate employees by recognizing their talent and job
performance apart from their background. It brings competitive advantage for HRM with an
organization.
Conclusion
The paper helped in demonstrating the importance of HRM in improving organizational success.
It has been observed that the role of HRM successfully helps in developing the success of an
organization. HRM plays both an operational and strategic role that helps in improving the job
performance of the employees. The paper revealed the fact that HRM faces various challenges in
resolving management issues. It also discussed the areas of improvement needed by HRM within
the organization. The three significant areas of development are diversity management,
productive working relationships as well as work and workforce design.

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References
Book
Nankervis, A.R., Baird, M., Coffey, J. and Shields, J., 2016. Human resource management:
strategy and practice. Cengage AU.
Journal articles
Collings, D.G., Wood, G.T. and Szamosi, L.T., 2018. Human resource management: A critical
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Farouk, S., Abu Elanain, H.M., Obeidat, S.M. and Al-Nahyan, M., 2016. HRM practices and
organizational performance in the UAE banking sector: The mediating role of organizational
innovation. International Journal of Productivity and Performance Management, 65(6), pp.773-
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Haddock-Millar, J., Sanyal, C. and Müller-Camen, M., 2016. Green human resource
management: a comparative qualitative case study of a United States multinational
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