HRM Strategies: People & Performance Model Implementation

This essay delves into the significance of the Purcell et al. People and Performance Model in Human Resources Management, emphasizing its role in balancing employee ability, motivation, and opportunity to enhance organizational performance. The report analyzes the essential elements of the model and illustrates its practical application through case studies of Tesco, where the model is implemented positively, and Marks and Spencer, where its absence leads to negative outcomes. It highlights the correlation between effective HRM practices and performance outcomes, while also addressing the importance of employee well-being and job satisfaction. The essay concludes that a balanced approach to these elements is crucial for HRM to efficiently manage its functions and achieve strategic organizational goals, noting the potential for both positive and negative impacts depending on implementation strategies. Desklib provides students with access to similar solved assignments and past papers to aid in their studies.

Essay importance of the
Purcell et al

Introduction
Human Resources Management is also known as the personnel management. It is a
formal way to manage people in the organization. Main responsibility of this department is to
recruit and hire employees, it give the training and compensation of workers (Ahmed and et. al.,
2021). This model greatly affects the people and performance model as it is interrelated with the
respective model. It ensure the employee’s satisfaction with the condition of their employment
(Qin and et. al., 2018). This report will cover the importance of the Purcell et al, essential
elements of the people and performance models and apply this model positively in one company
and negatively in the other business organization(Andalib, Darun and Azizan, 2019).
The people and performance model asserts that the performance is a sum of the employee’s
ability, motivation and opportunity. Even though an extensive evidence of people performance
link in manufacturing and other service industries, studies in construction industry are very
limited (Malloy and et. al., 2021). This model is essential in the organization as it is related with
the Human Resource Management. It is analyzed that there is a significant correlation between
the HR management and performance outcome of the organization (Boselie, Thunnissen. and
Monster, 2021). Relationship between the employees and performance of the organization has
been ignored (White, Lockett and Currie, 2020). Performance and employees well being are
human resources activities such as training and development, organizational commitment, skills
and ability, discretionary behavior and job satisfaction help to promote the good work life
balance within the organization (Maurya and Chatterjee, 2018). There are some essential
elements of the people and performance model and the HRM practices make a balance in all
these elements which are discussed below:
Ability- In this the HRM recruit and select people on the basis of their ability and skills. The
training and development practices are mainly related to the recruitment and selection, and
training and career (Shah, Durrani and Khan, 2021).The training and development activities
improve the chance of to develop new abilities and also make understandable the employee to
understand problems and new opportunities (Boxall, 2018). Employees get training and
developments sessions in order to improve the people and their performance so that they can
work efficiently to achieve their goals. The ability has positive and negative attributes depend on
the organization (Novar, Ridwan, and Santosa, 2018). As in context of Tesco, it provides training
to its workers so that they perform their task efficiently and also increase their knowledge in
different filed (Shin, Chotiyaputta and Zaid, 2022).Whereas in relation to mark and Spencer, it is
lacking in providing a proper training to its employees due to which its employees are not able to
perform their work in effective manner (Cooke, Xiaoand Chen, Y., 2021).

Motivation- It is the degree to which the employees choose or wants to involve in certain
particular behavior (Xu and et. al., 2018). The motivation can be intrinsic and extrinsic. in this,
the employees motivate by different way such as pay, career development, job security (Petrillo,
De Felice and Zomparelli, 2019). The HRM make a balance in this entire motivational factor as
they know that how the company’s employees get motivated. Because all employees are not get
motivated by same factor (Cumming . and et. al., 2022). Some employees motivate get
motivated as the want a growth in their career like promotion and achieve a higher position in the
organization while some employees want a job security as they do not want fear to eliminate
with their job (Wang and Ross, 2018). The motivation may impact the organization in both
negative and positive way (Gamage, 2021). For instances, In context of Tesco, motivation
improve its workers job performance and also provide the job satisfaction which enhance the
employee’s productivity in order to attain the organizational goal (Podgorodnichenko, Edgar and
McAndrew, 2020). Whereas, in relation to the Mark and Spencer, motivation impact its workers
negatively by creating conflict at the workplace. Because the workers who do not receive same
level of the motivation, they feel resentful towards other employees, which create discord
(Sinković and Dolšek, 2020). Other negative aspect is that the employees feels satisfied after
attain the objective and do not push them for more (Hajizadeh and et. al., 2019).
Opportunity- It is defined as set of the circumstances which make possible to do something. The
employees opportunity for participating in different dimension such as engagement in decisions
making, knowledge sharing, job enrichment and horizontal communication (Jeong and et. al.,
2019). The HRM make facilitate for the employees by involving them in decision making
process or other issue. The participation of employees in organizational decision is an great
opportunity for them as there they can bring new and forwarded idea (Kadam and et. al., 2019).
By working as a team with employees provide them an opportunity to explore their efficiency
and support. The opportunities many become positive and negative in different organizations, in
context of Tesco, its HRM provide different opportunity to develop its employees in term of
ability skills and productivity (Lappalainen and et. al., 2019). Theses opportunity helps
employees to increase their standard and make enable them to handle big task (Steijn and Knies,
2021). Whereas, in relation to Mark and Spencer it provide opportunity only some people due to
which other people lacking to develop themselves which create the a dissatisfaction among the
employees (Lindström and Janhonen, 2021).
Conclusion
From the above report it is concluded that the people and performance model as a route to
the performance improvement in the organization. The HRM make a balance between all its
factors by making different practice. Elements of the people and performance model impact the
organization in both the positive and negative way. Hence, it is analyzed that there is a mismatch
between employees and managerial view. So it is determined that the missing link in delivering

strategic intention of an organization to the employee level. Therefore, it is very essential for the
HRM to make a balance in all these elements in order to manage its function efficiently and
accomplish their goals effectively.
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