Report: Analysis of HRM Articles and Strategic Organizational Impact

This report provides an analysis of several articles focusing on key aspects of Human Resource Management (HRM). The first article explores strategic HRM, emphasizing its value for stakeholders and the enhancement of organizational growth through system thinking and innovation. The second arti...Read More

Running head: HUMAN RESOURCE MANAGEMENT
Human resource management
Name of the Student
Name of the University
Author’s Note

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Jackson, S.E., Schuler, R.S. and Jiang, K., 2014. An aspirational
framework for strategic human resource management. The academy of
management annals, 8(1), pp.1-56.
Research objective and research question
This article is based on the area of the strategic human resource management. This
article demonstrates the research on the topic of strategic human resource management. The
main focus of this research is to pay attention on the value of HRM because the outcomes of
the HRM help to the internal as well as external stakeholders of the organizations. Moreover,
the improvements of this management system involve to occur the system thinking as well as
address the issues facing by multiple stakeholders and also enhances the organizational
growth by supporting innovations or environmental sustainability. Based on this article, the
research question is related to how the strategic HRM involves to occur the enhancement of
the organizations strategically.
Outline of the method
For researching on this topic, the qualitative research method is used to find how the
human resource management involve with the activities of the organizations. Through this
research method, it can be investigated the issues of the human resource management.
Moreover, the HRM system has faced the operations with the internet facility. All of them
have to analyse in this research by qualitative method.
Discussion of the findings
Generally, the human resource management involves to satisfy the key stakeholders
of the organization. This strategic human resource management behaves a linkage between
the human resource and also organization based goal related strategies. They can handle the
important sections of the organization including innovations as well as flexibility and also

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competitive advantage. But according to this research, some of the HR professionals do not
show their interest in the operational system through internet. The e-HRM system alters most
of the HR roles as well as responsibility. Moreover, the involvement of big data also helps to
develop multiple software for easily accessing the human resource related functions. This
method introduces a system by which the employee can interact with the department of the
HRM of the business.
After analysing the research methods, the primary discoveries are related to the HRM
which is strategically connected with the organizations. From the primary findings of this
discussions, it has been found the categories of human resource management, backgrounds of
HRM, HRM practices for stakeholders’ outcomes etc. According to the types of HRM, the
human resource management relates with various operations including customer service,
network building as well as organizational capital enhancement etc. On the other side, the
findings also concentrates on the background of the human resource management and the
background is grounded on the field of business policy as well as organizational principles
and also manager characteristics etc. The strategic HRM supports all of these background for
enhancing the organizational growth and strategy.
Summary of the conclusions
From this article, it can be decided a conclusion that the strategic HRM is too much
effective for the organizations. However, this management system offers the strategic
solution to meet the requirements of the stakeholders. Moreover, in the competitive market,
this strategic management system helps to enhance the organizational growth. From the
analysis of this findings, it has analysed that how the HRM system attach with various actions
of the organizations as well as categories of the HRM system etc.

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Relevancy of this article
This article demonstrates the idea of the strategic human resource management which
is really effective for the organizations comparing with the traditional human resource
system. This system finds the issues occurring in the organizations and tries to recover from
those issues to provide the better sustainability to the organizations.

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Newman, A., Cooper, B., Holland, P., Miao, Q. and Teicher, J., 2019. How
do industrial relations climate and union instrumentality enhance employee
performance? The mediating effects of perceived job security and trust in
management. Human Resource Management, 58(1), pp.35-44.
Research objective and research question
This article presents the idea of the effectiveness of the union in the performance of
the employees and also focus on the process by which the union can be effective to sustain
the job security of the employees. Within the organizations, the integration of both union and
management involves to enhance the job performance of the employees and also the
employees are concerned about their job security. Moreover, the unions have a stronger
relationship with the management and therefore it may be effective for the employees’
evaluation and also for that, the organizations can gain high level of benefit of productivity.
The research question is that how the union acts as an effective way for the employees’ job
performance.
Outline of the method
The main attraction of the research is to establish the truth of influencing factor by
union for improving the employees’ performance. To improve the performance, the union
acts as an effective factor which recovers the employees concern about their job security.
Here for conducting this research, it has developed the hypothesis by which the entire
research question can be divided and after developing hypothesis, it conducts the sampling
method for this research.
Discussion of the findings
According to this research, the industrial relations climate as well as union both are
act as the background of this research topic. To increase the job performance and also sustain

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their job security, it is required for the employees to keep a good relation with the union.
However, the union integrates with the management to track the employees’ job performance.
In addition to this, the industrial relation climate helps to keep the trust on the management
and on the other side, the union helps to keep the job security to the employees. These two
factors combined together makes the job performance much better for the employees of the
organizations. The union representatives notice all of the employees performance and also in
human resource management system, it is naturally tracked their performance. According to
this analysis, the union can act as the effective way for increasing the job security for the
employees and this process is directly connected with the increment of the outcomes of the
organization. Here, the research is made on a group of Chinese organizations. By collecting
the information of the organizations through sampling method, it has been observed that to
increase the job security and also improve the employees’ performance, the union as well as
industrial relations climate both are too much effective which produce a wide range of
outcomes.
Summary of the conclusions
This research article examined that the employees’ perception on industrial relations
climate and also union both are effective for the organization and in that case the research is
conducted in two ways including hypothesis development as well as sampling method. The
hypothesis derives the trust in the management and sampling executes the effectiveness of
union for enhancing job performance.
Relevancy of this article
Around this article, it has also observed that in that case, human resource management
is also plays as indispensable part for the employees’ job performance. This article reviews
this truth by conducting sampling method in Chinese organizations.

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Saad, S.K., 2013. Contemporary challenges of human resource planning in
tourism and hospitality organizations: A conceptual model. Journal of
Human Resources in Hospitality & Tourism, 12(4), pp.333-354.
Research objective and research question
The human resource management is measured as essential management in each of the
organizations. The HR planning includes the selection as well as recruiting and also
providing training to the employees for obtaining effective organizations. The HR planning is
the applicable part for every sector including tourism and hospitality also. But this planning
cannot spread in an effective way to each part of these sectors. Therefore this field have
confronted some issues regarding this HR planning. This article reviews the challenges facing
the tourism and hospitality sector regarding this HR planning. Moreover, this article also
demonstrates the reasons for which the organizations are facing challenges.
Outline of the method
This qualitative research method is applied in this case for conducting this research.
The qualitative method conducts through observation as well as interviews or surveys etc.
This research method clarifies the challenges due to HR planning occurring in this field of
tourism and hospitality.
Discussion of the findings
Through the medium of the qualitative research method, it has indicate that the HR
planning does not create any problems in the organizations, therefore the management styles
and other HR based practices introduce lots of problems for which the tourism and also
hospitality sector have faced. Due to some reasons including low quality based evaluation
system as well as selection of the HR programs creates the challenges for the organizations.

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Moreover, lack of implementing many parts of the human resource management due to high
cost also makes the challenges. On the other side, the employees behaviour is also considers
as the factor of creating this challenges. However, the organizational politics is one of the
essential factor because this factor destroy the business strategy of the organizations. In the
field of tourism and hospitality, the employees’’ behaviour is an important factor because the
flow of the customers depends on it. For making the effective organization, it requires to have
strong bonding between the customers and also employees. It has been indicated that the HR
planning is so much effective for enhancing the organizational performance. But due to high
cost in the implementation process, if the organizations do not implement the HR planning,
therefore it may create the challenges for the organizations. In addition to this, the cost is
another effective factor for the evaluation of the systems.
Summary of the conclusions
According to the qualitative research, it has been explored that some challenges make
the influence to the HR planning in the section of tourism and hospitality also. In that case,
the HR planning does not responsible for creating the challenges, moreover, some factors
induces the challenges of the organizations. Fundamentally, the managers are facing
challenges due to HR management styles or practices which becomes as the serious factor for
the effective organizations.
Relevancy of this article
This article is also based on the HR planning which is effective for the organizations
for maintaining the entire things. This includes the management style as well as evaluation
process by which the organization can process their activities towards the achievement.

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Svetlik, I., Stavrou‐Costea, E., Vakola, M., Soderquist, K.E. and Prastacos,
G.P., 2007. Competency management in support of organisational
change. International Journal of Manpower.
Research objective and research question
In the competitive market, the strategic management as well as organizational
behaviour and also human resource management all of the factors are effective to grow the
organizational performance. This research paper analyses the competency approach for the
organizations by which they can increase their business growth. The internal capabilities of
the human resource management are the source of creating computational situation. The
research paper follow the process by which the human resource based experts and banking
experts can provide effort for business growth of the organization. The research question is
about the competency management in order to support the organizational change.
Outline of the method
To happen this research method, the longitudinal research method is applicable to find
the competencies factors by which the organization can be effective in their business growth.
This method involves an implementation of the competency model by which the organization
can rise the business growth. This model includes the supporting communication, business
goals understanding by employees as well as their behaviour and also competencies.
Discussion of the findings
The competency factors include interpersonal excellence as well as project based
operations management, sales management or people management all of them are effective
for making the organizational growth higher. The positive consequences of these factors
provide the strength to the organization for making competition on the market. Moreover, the
competencies of the banking experts from the background of leading banks involve in this

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competency model. In addition to this, the integration of the new behaviour in the operations
management helps to construct this competency model for the organizations. According to
the execution of the research, the researchers discovered some gaps which affects the
organization badly. For that the organizations have faced such issues in their business
purposes. To recover this gap, the HR department has organized a training sessions by which
such new techniques are involved in this organizations. Through the training sessions, the HR
executives provide technical skills to the employees which makes the increment of their
internal capabilities. If their internal capability increases, it helps for the organizations to win
the competition in market.
Summary of the conclusions
As per this research paper, it examined that the human resource management as well
as banking sector both makes a combination for helping the organization in their business
area. The HR provide proper training to employees to enhance their internal capabilities
which turn the organization towards the achievement of the success. Moreover, the leading
banking industry also helps to the organizations for achieving their target within this
competitive market.
Relevancy of this article
In this case, also the human resource management replicates their significance impact
in the organization in order to produce the competency model. Through training sessions,
they involve in the field of increment of internal capabilities of the organizations.

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Haque, A., Fernando, M. and Caputi, P., 2019. The relationship between
responsible leadership and organisational commitment and the mediating
effect of employee turnover intentions: An empirical study with Australian
employees. Journal of Business Ethics, 156(3), pp.759-774.
Research objective and research question
This research paper follows the topic of the relationship between the responsible
leadership with the organizational commitment in order to enhance the organizational growth.
The research question is based on the process of how the responsible leaders are effective for
the organizations. To increase the business growth of the organizations, the responsible
leaders play as the significant role and they are committed with the organizations for
providing their best effort to the organizations. In this research paper, it represents the
involvement of the effective leaders with the organization.
Outline of the method
To happen this research method, it includes the process of hypothesis development
and also data analysis procedures. The hypothesis develops the area of responsible leadership
as well as employee turnover intention and also organizational commitment.
Discussion of the findings
According to the research, the results can divided into various factors including
measurement model, structural model etc. Through this analysis of this research paper, it
depicts the relationship between the responsible leaders with the organizational commitment
and it reflects on the employee turnover intentions. Moreover, the responsible leaders are
effective to keep the organizational commitment. Their endless effort gives the organization
success by increasing their business growth. Through this research, there exists the
theoretical as well as practical implications. As per the theoretical implications, the

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responsible leaders are effective for business outcome by keeping the organizational
commitment. As per the practical implications, the responsible leaders provide proper
influence to the employees’ turnover as well as organizational commitment.
Summary of the conclusions
As per the research study, it may conclude that the responsible leaders are too much
effective for the organizational growth. They provide proper influence to the employees’
turnover as well as organizational commitment. Their efficiency helps to rise the business
strategy for the organizations.
Relevancy of this article
The article is related with the responsible leaders who involve with the operational
activities of the organization for increasing the business growth. This relates with the human
resource management because they can be treated as effective leaders for the organizations.

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