HRM Report: Enhancing Teacher's Performance and Diversity in Business

This report examines Human Resource Management (HRM) through three articles. The first article, employing a quantitative approach, investigates the enhancement of teacher performance through training and development, using a case study of Ebenezer Senior High School. The second article adopts a qualitative approach to summarize HRM practices in small businesses, based on interviews with owners and managers. The third article provides a critical literature review on cultural diversity's impact on workplace and organizational performance, exploring relevant theories. The report covers research methodologies, findings, and recommendations related to improving employee performance and organizational effectiveness. The articles cover topics such as training programs, management philosophies, employee outcomes, and the influence of cultural diversity on business success.

Business management

Table of Contents
INTRODUCTION...........................................................................................................................1
ARTICLE 1......................................................................................................................................1
Enhancing Teacher's Performance through Training and Development in Ghana Education
Service (A case study ebenezer senior high school)...................................................................1
ARTICLE 2 .....................................................................................................................................3
A Qualitative Investigation of the Human Resources Management Practices in Small
Businesses...................................................................................................................................3
ARTICLE 3......................................................................................................................................5
Critical Review of Literature on Culture Diversity in the Work Place and Organisational
Performances: A Research Agenda ............................................................................................5
CONCLUSION................................................................................................................................7
REFERENCES................................................................................................................................8

INTRODUCTION
The chosen academic journal will be based on Human Resource Management. HRM
refers to a strategic approach of the company workers to the effective management. This further,
helps the businesses to gain a competitive advantage, to rise employee's performance in order to
achieve the organisation's objectives. There will be three articles on this topic. The first one will
be based on quantitative approach research and will demonstrate about the enhancing teacher's
performances through training and development. In second article which is qualitative approach
will cover a summary on human resource practice management in small organisations. The third
article is based on literature review which will show Culture Diversity in the Work Place and
Organisational Performances. All these three articles will include a summary, its aims,
objectives, questions and the methodology used.
ARTICLE 1
Enhancing Teacher's Performance through Training and Development
ARTICLE 1
Enhancing Teacher's Performance through Training and Development
An article states that, every institution's excellent performance is completely based on
performance of employees. However, few external variables which has direct effect on the
success. . It has been suggested that every educational organization is required to employ skilled
, knowledgable and talented tutors for enhancing skills and academic performance of students.
Further, development as well as training is the two key factors in context of organisation as these
factors helps in increasing the effectiveness of both company and its employees. It has been
determined that, Ebenzer Sr. Advanced school is among the best educational institution situated
in the Accra Metropolitan Forum. In this educational firm it has been observed that, rules and
regulations for hiring of teachers. Tutor who want to get job in SR secondary schools required to
have bachelor degree along with professional degree of B. Ed. The purpose of research is to
analyse the training provided to teachers & determining the way it could be helpful in enhancing
tutor performance in context of delivering knowledge and Education to student. Teacher's
performance is considered as the primary valuable for every state as well nation. Moreover,
teachers are considered as the encouragement source for their students, also give instructions in
their respective fields (Bratton, and Gold, 2017).
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Qualitative research design has been used in present study. In addition to this, simple
sample method has been utilised for selecting the few people as participants in research. A sum
of about 40 questionnaires were given, out of that 30 representing 75% were recovered.
Teacher's in service training questionnaire i.e. questionnaire form consists of both close as well
as open ended questions . Further, the research discovered that, reason for poor quality of
performance is lack of service training. Lack of teaching and learning items, deficiency of
incentives, motivation and improper supervision. It has been determined that, in past few years
Ghana Education Service by the help of Ministry of education has shifted focus in giving in-
service training to school teachers instead of providing infrastructure. This is because they later
on realise that structure is ineffectual without the existence of skilled as well as trained tutors
for utilising instructive structure. Therefore, it has been determined an important purpose of
report is to determine the way performance of tutors can be improved through training while
enhancing the whole performance of students (Brewster and Hegewisch, eds., 2017)
.
Teacher centred pedagogy approach are positioned on an array from tutor centred to
learner centred. Basically it can be considered to be as the communication between students,
teachers, and learning environment & also the learning task. Further, the research suggest that
and logical approach assist in motivating adult learners to make new skills which results in
increase knowledge retention. Apart from this, In context of service sector, training system is
required for supporting teacher in increasing the qualities which helps them in improving their
performance at workplace.
The investigation is dependent on the case study. In addition to this, quantitative
research design has been used for the investigation . Also, simple random method of sampling
was utilised to select the teachers of the study. Further, 75% of respondents has given response to
the research by answering the questions. Various statistics were quantitative derived and close
ended items were analysed. (Brewster, Chung and Sparrow, 2016).
Outcomes based on the investigation was about 73 % teachers were of forty years and
above, whereas twenty six percent people belongs to the age group of 21 to 40 years. It proves
that tutors belonging to young age should be provided training and development program as they
have the possibility to work for longer time to attain enhancement in the academic performance.
Additionally, the older respondents should also be given in-service training on timely basis in
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order to refresh their knowledge and skills. However, more focus should be paid on young
teachers who are new in this field (Reiche, Stahl and Oddou, eds., 2016)).
Based on the results of the research, the investigator recommends that Ghana Education
Service should create a training & development policy that would govern the frequent
organisation of in-service training that aiming at improving their educational proficiency, as this
will assist them in obtaining the knowledge and skills also keeping them aware of the new
developments in the fields of education. Division of the teacher's education of the Ghana
Education Service should be resourced to carry out needs of training prior to their designed.
ARTICLE 2
A Qualitative Investigation of the Human Resources Management Practices in Small
Businesses.
A total of 54 interviews were conducted by The Cornell research team, including small
business owners & managers according to the list of contacts given by Gevity. Out of the total,
39 of the group discussion were undertaken with a contact besides the owners of the
organisation. Apart from this other 15 interviews were taken with the top manager or owners of
the company. The study aimed at finding about the human resource practices in small business
organisation through qualitative interviews. To gather data about management philosophies,
situations of organisation, and worker results that determined, that influence the organisational
action and for this, interviews with the owners were used. Also, it has been discovered that
interviews were taken through phone that lasted for 10 to 25 minutes. They were based on the
questions from general interview rule. At first they started by understanding about the level to
which small scale organisations were applying various types of practices related to human
resource & systems. Earlier through the interview they identified that most of the contacts were
not aware of many HR terms. Further, they also identified that most of the institutions make use
of HR practices, but the HR practice description was not how they would explain the activity that
they had in spot (Brewster, Mayrhofer and Morley, eds., 2016).
They found several dimensions of management philosophies, which is based on their
prior research and interviews. Further, they recovered information for three primary philosophies
about how small institution succeed their workers. The models were; Autocracy, High
Commitment and professional model.
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 Autocracy model :- under this model small companies recruit and keeps only those
employees that have the abilities and skills to do specific job successfully.
 High commitment mode :- it states that the company's owner believe that workers and
organisation performance is best when they build a friendly surroundings in which each
worker feels highly valued. Therefore, it is characterised by recruiting workers on their
suited to society and belief of the organization.
 Professional Model :- this philosophy is characterised by hiring and keeping those worker
that have ability to execute a task effectively with interesting work opportunities.
Additionally, it has been determined that based on their previous finding and interviews,
they have found numerous attribute of management belief on which small concern seems
different. The three recurring dimensions that appeared along with small businesses think
regarding organising and managing workers.
Identifying new employees :- it is a form of practice that company and managers use for hiring
and selecting employees for their organisation (Chelladurai and Kerwin, 2017). Ensure fit current job :- it has been observed that firms that precede this model mainly see
to hire fresh workers according to their quality to execute the task & responsibilities of
the actual beginning.
Retention :- it refers to those management practices that is used by companies to raise retention
& workers commitment towards the firm.
Managing employee performance :- it refers to the philosophy by owners and management
about how to control employees on daily basis to ensure that they accomplish their work at an
satisfactory level of attribute.
Furthermore, according to group discussion conducted both with owners and contacts, the
researcher found a display of workers outcomes that might reflect the link between the worker
management activity and institution performances. The information that was collected through
interviews stated that both managers and owners of small scale organisation are alert of & also
can find the worker outcomes that affect the capability of their firm to contend in the market.
Moreover, a range of respondents suggested that they tried to use management activity to form
& impact these worker outcomes. On the other hand, 99% of the contestants stated that they wish
to understand better about how to influence these workers outcomes. Below is the employee
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outcomes that were found by two or more of the interviews (Collings, Wood and Szamosi,
2018).
 Loyalty to the organisation :- many of the respondents stated that, they passively try to
raise the seriousness of workers to the company. Also, they noted that when staff are
more bound up, then chances of their stay in the company & are more likely to work
harder. Hence, there is a feeling that high the seriousness results in lower labour cost.
 Job engagement :- most of the interview contestants stated that they frequently had less
resources as they were either a fairly new organisation or because of their small size.
Therefore, job involvement refers to the employee's willingness to put extra efforts that
goes beyond the company's requirements.
ARTICLE 3
Critical Review of Literature on Culture Diversity in the Work Place and Organisational
Performances: A Research Agenda
Cultural diverseness is something that binds all group of workers at all levels in an
organisation. Globalisation has almost removed national boundaries in today's world along with
making labour movement easier. Additionally, it forced companies to deal with people having
diverse cultural background. Also, it has been observed that a multicultural working environment
has lead to human resource managers to deal new problems as a result of more than required
improvements in management activity (Collins, Ericksen & Allen, M. 2004). Moreover, the
aspect of raising diverseness & heterogeneity is advantageous if it controlled in effective manner.
For example, countries like Singapore have been positioned as being the best foreign investment
designation, due to their experience and skilled employees as a result of multiculturalism.
Additionally, there was a scope of possibility developed by the mix of competence leading from
a wide variety. Also, in the same way company's performance is massively affected by the
performance of the workers. Based on this concept, organisations pay more focus on the
employee's attitude obtained through person experiences while communicating with manpower
diversity at the workplace in relation to gender, age, and ethnicity. There are few organisations
who measure employees action by evaluating the position of the best administration .
There are various theories that describe how cultural diversity in an organisation which
would make sure company's performance. The research was based on major three theories;
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resource based theory, behavioural theories and competency theory. Penrose introduced
resource based theory who also viewed a firm as a bundle of resources & contradicted that it is
the heterogeneity of resources that provide each organisation its unique character. Therefore,
asset based view of organisation was implanted on the strong belief that companies inside the
industry consider heterogeneous assets. It has been further observed that in any case a process of
asset based view cannot interact with upper hand without being operationalized. Additionally,
the theory of ability created on the essentiality of establishment in the view of organisation as
open system that are further directed by a strategic logic traced from managerial knowledge and
regulated by process of management. It has been observed that, the firms competencies are a set
of various technological skills or assets that give basis for the company's competitive capacities
in one or more business areas (Hervie and Winful, 2018).
Several research studies have been discovered and reviewed just like Dike. It was
introduced to demonstrated how workplace diversity influences firms. This research aims at the
impacts of diversity at workplace & how it affects the existence of the organisation. Hence, it has
been observed that the main purpose of the investigation was to identify how workplace diversity
contributes to success of the firm. From Finland and Ghana, 5 companies have been
contemplated in order to gain answers to the inquiry which this research is centred around.
Moreover, to gather the needed information for this theory, the investigator has made use of
current material that involves human resource management research gaps (Ayega and Muathe,
2018). On enlightening the findings discussed in this research paper, it has been found that
cultural diversity plays an important role in the workplace. It is basically on considering it as a
difficult competitive weapon through which, the organisation can achieve huge number of
benefits as well contending advantages in the market. A very common benefit is a power to
enlarge the business in any corner of the globe and incorporate a distinct set of culture that
encompasses the chosen nation. Although, cultural diversity is also known to impact upon other
organisational functions and has therefore became a topic of interest. On referring to the acquired
findings of this research paper, cultural diversity has been stated to be an intangible asset of an
organisation. Its successful implementation needs a succeeding management of diversity by the
concerned bodies who are involved in the process of decision making. It is mainly to coordinate
among other involved departmental bodies of the enterprise to further facilitate the actual
procedure. On reviewing this paper, one can assume a positive relationship among organisational
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performance and cultural diversity. However, there together exists a need of investigating the
manager’s perception towards cultural diversity as well as organisational performance to
acknowledge whether they too have a consideration about it or not (Reiche, Harzing and
Tenzer,eds., 2018) .
CONCLUSION
The three articles on Human resource management, in which the first one concluded that
training and development formed as an inbuilt part of human resource management for every
educational establishment and also there is a powerful link between teacher's execution and
student's poor action. The second article stated that, most of the non-owner did not feel homely
in talking about HR exercises because they were not convinced about any HR practice their
organisation used ever. It was also found that most of the firms did use practices but the label
was not how would they explain it that they had. Lastly, the third article concluded that cultural
diversity of workplace highly influences the organisation's performances. Moreover, it is also
clear that demographic aspects such as age, gender, and ethnicity also majorly affect execution
level of the workers in a company.
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REFERENCES
Bratton, J. and Gold, J., 2017. Human resource management: theory and practice. Palgrave.
Brewster, C. and Hegewisch, A. eds., 2017. Policy and practice in European human resource
management: The Price Waterhouse Cranfield survey. Taylor & Francis.
Brewster, C., Chung, C. and Sparrow, P., 2016. Globalizing human resource management.
Routledge.
Brewster, C., Mayrhofer, W. and Morley, M. eds., 2016. New challenges for European resource
management. Springer.
Chelladurai, P. and Kerwin, S., 2017. Human resource management in sport and recreation.
Human Kinetics.
Collings, D. G., Wood, G. T. and Szamosi, L. T., 2018. Human resource management: A critical
approach. In Human Resource Management (pp. 1-23). Routledge.
Collins, C., Ericksen, J. & Allen, M. 2004. A qualitative investigation of the human resource
management practices in small businesses (CAHRS Working Paper #04-14).
Hervie, D. M., and Winful, C. E., 2018. Enhancing Teachers’ Performance through Training
and Development in Ghana Education Service (A Case Study of Ebenezer Senior High
School). Journal of Human Resource Management. 6 (1). pp. 1-8. doi:
10.11648/j.jhrm.20180601.11
Ayega, E. N., and Muathe, S., 2018. Critical Review of Literature on Cultural Diversity in the
Work Place and Organizational Performance: A Research Agenda. Journal of Human
Resource Management. 6 (1). pp. 9-17. doi: 10.11648/j.jhrm.20180601.12
Reiche, B. S., Harzing, A. W. and Tenzer, H. eds., 2018. International human resource
management. SAGE Publications Limited.
Reiche, B. S., Stahl, G. K. and Oddou, G.R. eds., 2016. Readings and cases in international
human resource management. Taylor & Francis.
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