HRM Report: Exploring Commitment, Competence, and Cost-Effectiveness

This report provides a comprehensive overview of Human Resource Management (HRM), focusing on four critical elements: commitment, competence, congruence, and cost-effectiveness. The introduction highlights the strategic importance of HRM in achieving organizational goals by managing issues related to compensation, performance, and employee motivation. The main body delves into each element, defining commitment as employee enthusiasm and responsibility, competence as expertise and skills, congruence as the alignment of employee and organizational values, and cost-effectiveness as the balance between expenditure and output. The report explores how these elements influence recruitment, selection, performance management, and overall organizational success, supported by models like the Harvard model, and offers insights into how to cultivate a positive work environment that fosters productivity and employee satisfaction. The conclusion summarizes the importance of HRM in achieving desired workplace outcomes. This report is designed for students, and is available on Desklib, a platform offering study tools.

HUMAN RESOURCE
MANAGEMENT

Table of Contents
INTRODUCTION...........................................................................................................................1
MAIN BODY...................................................................................................................................1
Commitment................................................................................................................................1
Competence..................................................................................................................................3
Congruence..................................................................................................................................4
Cost effectiveness........................................................................................................................5
CONCLUSION................................................................................................................................6
REFERENCES................................................................................................................................7

INTRODUCTION
Human resource management is very important aspect that helps to deals with different
issues and problems. With this regard, several issues and problems are related with
compensation, performance management, organization development, safety, wellness, benefits,
employee motivation, etc. HRM plays strategic role in managing people to perform desired level
of outcomes (Chelladurai and Kerwin, 2018). HRM function can contribute greatly in overall
company direction and accomplishment of its goals and objectives. In order to focus on desired
level of outcomes, it can be stated that HRM is crucial to success of the organization. HR
professional establish helps the development of business culture and climate where staff
members have competency, commitment and concerns to serve better to each customers.
Experience is one of the important consideration that ascertained with innovative functions
and operations to gain experience which is one of the best way to learn specific and inside. In an
organization, it can be stated that HRM is back bone of any business which cannot be work
without proper and effective HR professional. There are several key functions of HRM which
successfully develop with different C. It includes, commitment, competence, congruence, cost-
effectiveness. These are different elements helps to ascertained recruitment, selection,
performance appraisals, etc. Maintaining work environment is also important which can be
successfully develop job satisfaction.
MAIN BODY
Commitment
Commitment is defined as the level of enthusiasm of an employee towards their work and
task which is assigned at workplace. In this regard, it can be stated that feeling of responsibility
of a person can be accomplish to meet with goals, mission and vision in which they are
associated. In order to gain desired level of outcomes, commitment is one of the important aspect
that increase effectiveness at workplace (Taylor, Doherty and McGraw, 2015). Organisational
commitment successfully defined relative strength that helps to engage and committed to their
organisation. With the help of the desired outcomes, higher productivity with lower employee
turnover. Engagement and commitment can potentially translate into valuable business results in
the organisation. With respect engage, initiatives must be taken to engage several people. With
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the help of recruitment, training, performance management and workforce that provide powerful
layers to increase engagement.
Employee engagement defined various corporation and consultancies. It considered
creativeness with determine proper and effective communication among several members in the
business. Commitment encourage people to increase mutual trust among people that helps to
attain overall goals and objectives. Therefore, it can be stated that between management and
other people, it assists to develop relationship that ascertained to attain competitive results. All
stakeholders responsive to one another to determine commitment in better manner. Therefore,
they are able to increase desired level of outcomes in the business (Chelladurai and Kerwin,
2018). When the business treated their staff members effectively, they can ascertain with creative
and innovative commitment towards goals of the enterprise. Engagement is driving force which
consist employee commitment towards the business in successful manner. Positive level of
commitment and engagement among several people determine mutual benefits with organisation
can easily deal with products and services to their ultimate customers. Making commitment
among members helps to get success in competitive environment (Brewster, Vernon and
Houldsworth, 2016). Therefore, it helps to increase sales and profitability in share price so that
targets will be attain in desired level.
Commitment employees are an asset to the business and it adds value in different ways.
They are supportive and more productive as compare to non-committed employees. These kinds
of employees do not easily taking any sick days and more productive to accomplish vision and
mission that is aligned with own value system. There are several examples exists which
determines commitment of staff members by heading up activities which is related with
volunteering initiatives. On the other hand, it can be stated that commitment not present in
certain obvious ways. For instance, sharing job posts on their personal social media accounts,
referring friends with new opportunities in the business (Taylor, Doherty and McGraw, 2015).
Using hashtag in positive way. Actively seeking out in particular way to improve their
performances with signing up software class. It can be taken in different forms so that it is
difficult to define due to HR variable. In this context, direction and development of commitment
extent in which behaviour influence resultant in confusion and debate. Connection to goal and
determination in respect to goal helps to achieve degree of commitment.
Harvard model
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Harvard model emphasis more on fact that employees like any other shareholder are
equally important which influence organisational outcomes. In fact, interest of various groups
must be fused and factored in creation of HRM strategies to attain overall goals and objectives in
the business. There are several aspects in which stakeholders interests successfully develop in
following manner: HR strategy: HR strategy determine effectiveness with employee influence, human
resource flows, reward systems and work system. In this consideration, each member of
the enterprise take strategy that is suitable to the chosen business and commit with
innovative functions and operations (Brewster, Chung and Sparrow, 2016). HR outcomes: HR outcomes considered with four major consideration such as
commitment, congruence, competence and costs. All these aspects helps to deal with HR
operations and functions for employee selection. Long term consequences: Furthermore, long-term consequences ascertained with
organisational goals and objectives with seeking organisational effectiveness, individual
well-being and society well-being. All these aspects helps to attain overall positive
consideration in the business for gaining positive results at workplace (Stone, Deadrick
and Johnson, 2015).
 Situational interest: Situational interest can be successfully opt with workforce type,
business strategy, management philosophy, labour market, task technology and societal
values. These elements demonstrate particular interest of people to attain ultimate goal of
the enterprise.
Competence
Competence can be defined as decisions that helps to ensure people demonstrate
expertise. Hiring decisions assess three major components such as knowledge, skills and
competencies. When it is based on certain systems, it is also implemented into recruitment
process so that employers are able to identify candidates who possess characteristics to carry
essential skills that are needed for job (Tian, Cordery and Gamble, 2016). In employee selection,
core competencies are identified towards specific roles with evaluation of past and current
employees who are successfully played their roles and responsibilities. With the help of
performances management, it can be stated that decisions and actions are also evaluated to build
it in predictive model that ascertained with recruitment and selection procedure. This information
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is not effectively implemented in succession planning and resource allocation (Jamali, El Dirani
and Harwood, 2015). Therefore, competency helps to predict future goals and objectives.
Competencies also provide criteria that can be easily translated into candidate feedback
after selection procedure. With the help of candidate feedback, it can be stated that it is the best
practice that improve experience whether applicants extended an offer or not. With the help of
having competencies criteria, managers are also able to formulate clear and justifiable responses
that positively support whole decisions. Another desirable outcomes of using competency also
based on recruitment and selection that reduce turnover rate in the business (Shen and Benson,
2016). With this regard, it can be stated that competency also assists to play new role in
particular position for handling business situations. Human resource plan implemented in the
business which helps to develop positive results in functions of recruitment and selection. In this
regard, work together sourcing with talent and aim to achieve organisational objectives. In job
description, competency allow potential employee to gauge their skills, traits, training and
professional experience against particular post and occupation. There are several ways that helps
to improve competency in the business that ascertained to attain overall goals and objectives as
well (Taylor, Doherty and McGraw, 2015). Be decisive also assists to focus on constantly
improvement which would be innovative to attain overall effectiveness.
Among several people, competencies generally used by employers in term of
communication, leadership, teamwork, customer services, results orientation and problem
solving. In this regard, it can be stated that analytical thinking also refers as ability that can be
successfully applied to solve issues and problems and get the job done in right manner. Creative
thinking also assists to ascertained with forward thinking which helps to reduce conflicts and
decision making power also ascertained with taking desired level of results at workplace (Stone,
Deadrick and Johnson, 2015). On the basis of success and truth, it can be said that it positively
influence to attain more productive results.
Congruence
Value congruence occurs when system of an employee coincides with more effective
outcomes in the business. In this consideration, it can be stated that value congruence can lead
successfully with several positive outcomes in the business for employee and whole enterprise as
well. With this regard, employee selection also based on job satisfaction in positive emotional
experience that is associated with one person job (Brewster, Vernon and Houldsworth, 2016).
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Furthermore, it can be stated that the term or value fit with received attention from different
people in the business. The concept of value congruence is generally intuitive when there is
positive match between employee and organisation value system. As a result, positive outcomes
can be successfully gained that explain several benefits in the business. There is positive
organisational outcomes has been firmly established which take place in particular process to
gain positive outcomes. Enhancement of communication and trust between employee and
organisation can be successfully build which intent to stay with the enterprise (Brewster, Chung
and Sparrow, 2016).
There are several ways in which value congruence can be utilised in successful
consideration to increase positive outcomes. For instance, job satisfaction, identification with the
organisation and stay connected with the business. There are several strategies exists that
managers are generally used to maximise positive outcomes that results from value congruence.
It helps to address hiring process in positive manner. In respect to socialise new employees, this
is one of the best aspect that increase trust to being honest with employees towards
organisational and supervisor decision-making. It helps to make sure that process of performance
appraisal and distribution of resources are perceived as fair (Chelladurai and Kerwin, 2018).
Cost effectiveness
Cost effective is also important consideration for employee selection in the business. In
this consideration, it can be stated that when someone in the business is looking for selection of
right candidate, it is essential to assess output from them. All the businesses have main aim to
getting value of money and achieve the best profitable outcomes from any given cost which is
known as cost effectiveness. It is generally determined in term of wages, salaries, promotion,
benefits, etc. All these considerations helps to ensure that productive output is essential in the
business (Bratton and Gold, 2017). Pay for performances scheme and contract are successfully
found which assists to perform better functions and operations in the business. In employee
selection, it is essential to look for maintaining cost effectiveness within the industry with
develop salary structures. As a result, it plays bigger role in achievement of productive with
cordial employee relationship.
In employee selection, it is important to focus on productivity that remain with workforce
that is useful to serve better to each customer. Furthermore, proper payment of wages to staff
members helps to pay proper attention to all staff members and fulfil expectations of employees
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as well. With this regard, proper payment of wages, salary to staff members must be considered
to increase their effectiveness (Noe, Hollenbeck and Wright, 2017).
CONCLUSION
From the above study, it can be concluded that human resource management considered
important role in the business to gain productive results at workplace. In this regard, different
aspects in the business successfully develop that helps to communicate desired level of
performances. Furthermore, it has been assessed that with the help of commitment, congruence,
competence and cost-effectiveness, explained in the report that considered important role in the
business. Moreover, it summarised Harvard business model of HRM that signify important
functions for employee selection in the business. As a result, in every business it ascertained with
creative and innovative aspects that helps to attain positive outcomes.
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REFERENCES
Books and Journals
Bratton, J. and Gold, J., 2017. Human resource management: theory and practice. Palgrave.
Brewster, C., Chung, C. and Sparrow, P., 2016. Globalizing human resource management.
Routledge.
Brewster, C., Vernon, G. and Houldsworth, E., 2016. International human resource
management. Kogan Page Publishers.
Chelladurai, P. and Kerwin, S., 2018. Human resource management in sport and recreation.
Human Kinetics.
Jamali, D.R., El Dirani, A.M. and Harwood, I.A., 2015. Exploring human resource management
roles in corporate social responsibility: the CSR‐HRM co‐creation model. Business
Ethics: A European Review. 24(2). pp.125-143.
Noe, R.A., Hollenbeck, J.R. and Wright, P.M., 2017. Human resource management: Gaining a
competitive advantage. New York, NY: McGraw-Hill Education.
Shen, J. and Benson, J., 2016. When CSR is a social norm: How socially responsible human
resource management affects employee work behavior. Journal of Management. 42(6).
pp.1723-1746.
Stone, D.L., Deadrick, D.L. and Johnson, R., 2015. The influence of technology on the future of
human resource management. Human Resource Management Review. 25(2). pp.216-
231.
Taylor, T., Doherty, A. and McGraw, P., 2015. Managing people in sport organizations: A
strategic human resource management perspective. Routledge.
Tian, A.W., Cordery, J. and Gamble, J., 2016. Staying and performing: How human resource
management practices increase job embeddedness and performance. Personnel Review.
45(5). pp.947-968.
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