HRMT20024 Presentation: Evaluating HRM for Future Success

This presentation critically evaluates Human Resource Management (HRM) strategies, policies, and plans in relation to desired organizational outcomes, reviewing the effectiveness and cost-benefit aspects of HRM programs and processes. It appreciates the value of both quantitative and qualitative measures in evaluating HRM effectiveness, discussing compliance and governance aspects of HRM practices. The presentation assesses the success of HRM functions and tasks, identifying likely future directions of Strategic Human Resource Management (SHRM) theory and practice, drawing upon academic literature. The evaluation considers the efficiency of the HR function, the effectiveness of HRM systems and processes, and their impact on organizations, reflecting a quantifiable approach alongside qualitative measures, emphasizing the importance of aligning HRM with business strategies for improved firm financial performance, highlighting both the costs and benefits of measurement in aiding overall HR planning and control and emphasizing the value of people.

HRMT20024
Assessment 1
Week 12
Week 12: Evaluating HRM towards the future
•Name:
•Student number :
•Campus:
•Lecturer/tutor :

Evaluating HRM towards the future
Winne, D. S. M. E., and Sels, L. (2013) HR practices and HRM
outcomes:
the role of basic need satisfaction, Emerald Group Publishing
Limited, 42(1), 4-27.

Article - objective
• )The main aim of this article is to evaluate the
relationship between need satisfaction and five human
resource practices as well as HRM outcome. The
following objectives will be meet in this study:
•Comprehend the meaning and concept of the
HRM practices
•Evaluate the basis needs of the employees
•Discovers the relationship between needs of
employees and HRM practices and HRM
outcomes
•Recommended strategies for improving HRM
practices in the organization (Winne and Sels,
2013).

Article - Method
•) For conducting this study theoretically
grounded model is used as it is applied on
5,748 employees of Belgian (Winne and
Sels, 2013).

Article - findings
•The outcomes show that relatedness satisfaction and
autonomy could be relied on the relationship between HRM
practices and HRM results.
•It also indicated that the employees talent, expectation, and
interest in the HR Practices could be depended on the need
satisfaction and consisquently HRM results in addition of
practices presence (Winne and Sels, 2013).
•

Article – how does it contribute
to this week’s topic
•This research paper is contribute to human resources
management by considering soft human resource
management as well as self-determination theory into
one approach or model. This model will be effective to
identify the practices that could be considered by the firm
to make positive responses (Winne and Sels, 2013).

Article - conclusion
•It can be concluded that human resources manger can be
aware about the HRM best practices for improving the
business practices.
•It can also be summarized that there is positive
relationship between HRM practices and employee needs
completion.

Article - reference
•Winne, D. S. M. E., and Sels, L. (2013) HR practices and
HRM outcomes:
the role of basic need satisfaction, Emerald Group
Publishing Limited, 42(1), 4-27.