CQU Leadership Management: Review of HRM Literature Assessment 2

This document is a literature review comprising five peer-reviewed journal articles focused on various aspects of Human Resource Management (HRM). The first article explores the evolution of HRM, highlighting the role of Human Resource Information Systems (HRIS) and strategic HRM. The second article examines the relationship between organisational context and HRM practices, particularly the impact of training and development on employee performance and organisational growth. The third article delves into the theoretical foundations of industrial relations, emphasizing the importance of healthy employee-employer relationships and conflict resolution. Each article is summarized with its objectives, methodology, findings, and conclusions. The review also details how each article contributes to the student's Essay 3, linking the research to practical applications and critical situations within the competitive global market. The review enhances understanding of HRM practices for effective leadership and organizational success.

Reviewing the Literature
Article 1
Full reference of the article: Evolution of Human Resource Management towards
sustainable HRM
Bright Hub PM. (2019). Evolution of Human Resource Management: The Personnel
Management Phase. Retrieved 16 August 2019, from
https://www.brighthubpm.com/resource-management/77199-walking-down-the-timeline-
of-hr-management-how-has-it-evolved/
Ricardo de Souza Freitas, W., José Chiappetta Jabbour,
C., & César Almada Santos, F. (2011). Continuing the
evolution: towards sustainable HRM and sustainable
organizations. Business strategy series, 12(5), 226-234.
The article provides a literature review on the evolution
of HRM to highlight on the fields of human resource
management (HRM) and information technology (IT)
and the relationship between these two segments as
human resource information system (HRIS). It discusses
about different activities practiced by HR and various
information systems in HRIS. The purpose is to focus on
the managerial decision making to provide with a
strategic goal by evaluating results and reports in HRIS.
Objective and research question: (75-100 words)
 Evolution of HRM impacts the changing role of

human resource professional.
 To define the impact of technology in evolution
of HRM and HRIS.
 To define the managerial decision making
aspects
 To understand HRM and HRIS comprises in
model of organisational functioning.
 To define the six sigma, use of balance scorecard
and contingency perspective and fit model of
HRM.
 To determine the developments in HRIS which
leads to strategic partner in organisation and
volution of strategic human resource
management (Strategic HRM).
Questions:
1. How does the HR function becomes the strategic
partner of the organisation?
2. What position is involved in traditional,
transactional and transformational HR activities?
Method: (50-75 words)
The article is based on secondary data which is collected
through various sources of academic journals, scholarly
books and articles. The research method contains

analysis of data collection and the data which is for
sociological research. This method helps the researcher
to have an analysis of evolution of HRM context with
the help of academic and practitioner field of HRIS.
Findings and discussion (250 words)
The article provides a sustainable HRM
evolution that helps to achieve a
sustainable organisation. The use of HRIS
with several advantages such as; it
provides an integrated database which
helps the organisation to have structural
communication within different
departments. This enhances the speed and
accuracy of the information transactions. It
provides with competitive advantage with
the improvement in HR operations and
management processes. It collects relevant
data and converts them into information
for improved efficiency and timely data
collection and improves the quality of the
decision making process. It improves
employee satisfaction by delivering HR
services more quickly and accurately. The
HR activities involves recruiting,
selecting, training, establishing employee
relations, and advancing compensation

policies. HR practices are of three types;
transactional, traditional, and
transformational. The transactional
activities involves everyday transactions
that deals with record keeping of payroll
information, administering employee
benefits, and tracking the status of
employees. The traditional activities
involves HR programs which focuses on
planning, performance management,
training and many more. The
transformational activities adds value for
the organisation with increase in culture,
organisational change, strategic direction
and improves innovation. Thus, the
evolution of HRM helps the organisation
with six sigma approach that provides no
error in the functions of HR practices and
strategies. The HRM identifies the
environment for strategic decision making
approach thus improves the organisation’s
technical aspects that keeps track on
employees and their performance. This
approach also helps the company with cost
effectiveness in the increased competitive
market through automation and
introduction of productivity improvement
measures.

Conclusion (50-75 words)
The article concludes that the primary
purpose of the article was to introduce the
academic and practitioner field of human
resource information system. It helped in
record keeping, development of HRIS and
also helped to enable HRM to be the
strategic partner of the organisation. The
increase period of completion of
transformational activities helps to
improve by HRM programs to add value
in the strategic plan of an organization.
How this article will contribute to my Essay 3. (50-75 words)
This article helps to understand the effectiveness of HR practices and introduction of IT in
the organisation for providing the organisation with strategic human resource approach.
With the strategies of HR, the organisation can benefit with accuracy, efficiency,
competitiveness and many more. Thus by referencing this article our article on evolution of
HRM can improve and helps to deal with all practicality and critical situations that
effective HRM can provide our organisation in the competitive global market.
Article 2
Full reference of the article: Organisational context and human resource management
Wu, N., Bacon, N., & Hoque, K. (2014). The adoption of high performance work practices
in small businesses: the influence of markets, business characteristics and HR

expertise. The International Journal of Human Resource Management, 25(8), 1149-1169.
This article identifies the relationship between the organisational contextual variables and
human resource management (HRM) practices. This focuses on theoretical perspective of
the resources based approach and transaction cost economies and mainly the concept of
strategic management. This article focuses on the impact of human resource management
practices in an organisation that helps to enhance the efficiency of organisational growth.
Objective and research question: (75-100 words)
 To analyse the effectiveness of Human Resource
Management in organisational context
 To determine the outcome of training and
development of employees for organisational
growth.
 To view the impact of human resource
management for enhancing productivity.
Questions
1. How the various factors impacts to change
the internal and external environment of the
organisation?
2. How to address the effectiveness of human
resource management to gain competitive
advantage in an organisation?
3. What are the organisational strategic goals
that the organisation tries to achieve in global

market?
Method: (50-75 words)
This article contains qualitative, quantitative and empirical analysis of data collected from
sixteen small firms. This contextual variables examines the company size, its suppliers and
strategic approach of the organisation aiming for growth. The empirical data is collected
through behavioural analysis, observation and experimentation. This is done by researches,
surveys and scientific experiments.
Findings and discussion (250 words)
This article have an important finding that
the significance of the large firm includes
effective training programs, employee
performance measures, reward
management system, performance
appraisals of employees and many more.
The context of human resource
management concerns about
organisational change and industrial
relation. The HRM promotes collective
bargaining between effective trade unions
and management decisions. They develops
policies and impose the regulations in the
organisation for maintaining a disciplined
work environment and management of
people. The human resource ensures that
the organisation is capable of achieving

the success with dedication of people. The
HR professionals manage the human
capital of an organisation to implement the
smooth flow of workforce to fill the
vacancy. Training and development in HR
helps to employees to enhance their skills
and knowledge and contribute to increase
the productivity of the firm. The
effectiveness of training programme is to
improve the potentiality of employees that
enhances the organisation’s retention rate.
In HRM, the employee relation is
established by concerning the issues when
policies are not followed such as
discrimination and harassment of
employees. The HRM deals with
compensation structure that benefits the
employees. The recruitment process by
HR manager ensures to provide the
organisation new talents, improves
workforce ability. Through functions and
developing strategies in HR leads the
organisation to stand as a leader in the
global market. The article discusses the
training and development of employees
and challenges of employees are well
resolved. The article demonstrates the
context of HRM and its importance in the

organisation for competitive advantage
and growth of the organisation.
Conclusion (50-75 words)
This article concludes that the HRM plays
a key role in establishing the strategic goal
and objective of the organisation. The
employees are the valuable assets where
conflicts are maintained and they are
trained for higher productivity. The HRM
improved the flexibility of various
functions and improved the efficiency of
workforce through training and
development programmes.
How this article will contribute to my Essay 3. (50-75 words)
This article on organisational context and human resource helps in understanding the
relationship between human resource management and organisation. The article links with
the context of human resource management as the organisational context deals with
effective human resources through training and development programmes. Thus the article
helps to highlight the need of HRM practices for growth and enhance the performance of
people in the context of HRM.
Article 3

Full reference of the article: The Theoretical Foundation of Industrial Relations and its
Implications for Labour Economics and Human Resource Management
Ideas.repec.org, B. (2019). The Theoretical Foundation of Industrial Relations and its
Implications for Labor Economics and Human Resource Management. Retrieved 16
August 2019, from https://ideas.repec.org/a/sae/ilrrev/v64y2010i1p74-108.html
Greenwood, M. (2013). Ethical analyses of HRM: A review and research agenda. Journal
of Business Ethics, 114(2), 355-366.
This article focuses on identifying the core principle that provides the light on theoretical
and policies of industrial relation. The labours are prioritized in the field of industrial
relation. This article notices the key problems in the organisation are the employee
relationship and labour problems. This is dealt in industrial relation concept.
Objective and research question: (75-100 words)
 To maintain a healthy relationship between
employees and employers.
 To establish a sound relationship between
workers and management by safeguarding
employee’s interests.
 To minimize the industrial conflicts and strikes
with mutual understanding or collective
bargaining among interests of concerned parties
that is employees and management.
Questions:
1. How to improve the economic conditions of

workers?
2. What impact does industrial relation have on
organisation?
3. How the conflicts are addressed?
Method: (50-75 words)
The article is based on secondary data which is collected
through various sources of academic journals, scholarly
books and articles. The research method contains
analysis of data collection and the data which is for
understanding the industrial relations. This method helps
the researcher to have an analysis of industrial relation
where the conflicts and development is addressed. To
analyse and overview the improvement by various
practices to avoid conflicts.
Findings and discussion (250 words)
The organisation have various factors that
affects the industrial relation. There are
various factors that affects industrial
relation of the industry, they are wages
and benefits that are provided to the
employees. The growing concerns in
industries are the low retention rate due to
dissatisfaction among employees for

reward system and low motivation and
growing conflicts. These are handled by
unions who stands for the employees and
ensures the benefits of employees are
achieved or not form industrial relation.
They aim to secure the workers and help
them by providing better wages for their
sustainable future growth. They identifies
the issues with workers and addresses the
conflicts arouse in the industry so that the
productivity is maintained with increased
working conditions and ensures the safety
of the employee. The conflicts among the
employees are addressed by grievance
redressal approach. This helps to identify
the grievance issues by the experts to take
corrective measures. This helps to solve
the grievance and enable effective
communication among employees and
employers. The conflicts in an
organisation is addressed by the manager
in Industrial relation department. The
industrial relation is an integral part of the
industry where there is interaction between
employee and employer. The industrial
relation establishes a relationship between
labour union and management. It also
focuses on employee- employer relation.