HRMT20024 - HRM & Manufacturing: An Annotated Bibliography (T1 2018)

This annotated bibliography presents a review of five peer-reviewed journal articles focusing on Human Resource Management (HRM) practices within the manufacturing industry. The articles cover various aspects of HRM, including employee training and development, organizational performance, employee retention, and the role of HRM in achieving organizational goals and competitive advantage. Key themes include the importance of effective communication, employee involvement in decision-making, and the alignment of employee goals with organizational objectives. The bibliography also highlights the significance of HRM in fostering a positive workplace environment and enhancing productivity in the manufacturing sector. It emphasizes the evolving role of HRM in modern manufacturing, with a focus on employee satisfaction, long-term retention, and strategic alignment with business objectives. This resource is intended to showcase appropriate research for assessment and enhance research, analysis and referencing skills.

Running Head: Human Resource Management
Human Resource Management

Human Resource Management 1
Introductio
n
Management of human resources is known as human resource management
and it is very necessary element for an organization. It helps the organization
to attain adequate success and growth by effective utilisation of the man
power resources along with the other resources. Generally, every
organization maintains a human resource department in order to undertake
functionalities of an organization in an appropriate manner. Human resource
department is majorly accountable and responsible for fulfilment of the
organizational needs in terms of man power. Their major duty is to fill the
empty place with the right candidate.
Article 1 Tiwari, P., & Saxena, K. (2012). Human resource management practices: A
comprehensive review. Pakistan business review, 9(2), 669-705.
Key words: Human Resource Management, Organization Role, Employee
Involvement, Training Development, Work Practices, Rewards,
Manufacturing Industry
Employees’ efficiency describes organizational performance. Human
resource department is responsible for providing adequate training to the
newly appointed candidates in relation with organizational policies, rules and
regulations so that the desired objectives could be accomplished. Apart from
this, it has also been noticed by the authors that human resource management
shows the right path to the employees so that the desired goals and objectives
of the organization could be attained. Another role of human resource
management is analysis of the appointed candidates’ capabilities so that right
task could be allocated to the right candidate. Authors have also described
that HRM department should allocate the challenging tasks to the employees
in relation with enhancing the efficiency and capabilities of organization.
Ultimately, this will help the organization to determine the potential of its
workforce along with the accomplishment of the desired objectives in an
appropriate manner. In relation with this, employees’ issues and challenges
should also be considered in an appropriate manner. This is necessary
because men power is the most crucial element for an organization and they
are the people who practically execute the plans made by the top level

Human Resource Management 2
management.
In terms of manufacturing industry, sundry roles and responsibilities of
human resource department are appointing appropriate candidates with
required skills as per the manufacturing industry’s requirements, providing
training and guiding them to accomplish the tasks of the organization in
relevance with the rules, regulations, policies and methods of the
organization. In order to make employees feel motivated towards the
organization, it is required for the organization so that the necessary tasks
could be accomplished along with the attainment of desired goals and
objectives of the organization.
Role of organizational management in relation with attainment of desired
goals and objectives are to manage the actions of men powers. The main
objective of every manufacturing organization is to enhance the productivity.
In order to uplift the productivity, it is required for the human resource
department to analyse unique and effective measures. Along with the
analysis of unique measures, appropriate training and development sessions
needs to be conducted for the employees in terms of the effective
management of human resources along with the attainment of organizational
desired objectives. For motivating employees, human resource management
needs to invite employees in decision making procedures. This is necessary
to build up confidence amongst the employees as well as it will also develop
a ray of trustworthiness amongst them towards the organization.
Article 2 Francis, A. U. (2014). Human resource management practices and employee
retention in Nigeria’s manufacturing industries. International journal of
scientific and engineering research, 5(2).
Human Resource as an asset for the organization, competitive advantage,
effective HRM system.
Every organization performs its functions in order to attain organizational
goals and objectives. In relation with this, it is required from various
elements to ensure that every task is being performed as per the
organizational consideration. Necessary elements include employees’
performance, technology involvement, other resources, etc. In order to

Human Resource Management 3
manage all these elements, Human Resource department plays crucial role.
Another primary objective for every organization is to attain competitive
advantage and making this objective a reality, organization requires talented,
experiences and skills employees. Thus, authors have described that human
resource management is significant for every organization it is also known as
an asset for the organization. Under this article, various practices in relation
with human resource management will be discussed along with the
determination of organizational goals and objectives. Human resource
department is also responsible for maintaining adequate relations amongst
employer and employees. In relation with this, Human Resource department
focuses over three major functions like planning, implementation and
evaluation. Under the planning function, rules, regulations and policies are
developed in order to perform the tasks in an appropriate manner. This
procedure also involves appointment of appropriate and right candidates at
right place. In accordance with the organizational requirements and
strategies, development and training sessions is being performed in the
development function and it is implemented with the objective of attainment
of desired goals and objectives in an appropriate manner.
Human resource department’s other functions includes controlling
employees’ activities so that the desired tasks could be accomplished in an
effective manner. For example: top level management of a manufacturing
company issues the orders in the organization to enhance the productivity
and for the same, all required techniques and measures have been made
available for the other departments. In this regard, human resource
department will help the organization to adopt appropriate techniques so that
the available resources and techniques could be made available for the
employees who are majorly responsible for enhancing the productivity of the
organization. Apart from this, it is necessary for the human resource
management to change employees’ behaviour by providing them feedbacks
over their performances, by providing employees appraisals, incentives and
discipline. Human resource department is also responsible for fulfilment of
employees’ requirements as well as to resolve their issues and challenges.

Human Resource Management 4
Article 3 Butt, M. A., & Katuse, P. (2017). International Human Resource
Management Practices in Automotive Industry in Pakistan: Implications for
Economic Growth. International Journal of Business and Management,
12(2), 136.
Key words: HRM, design, functions of HRM in manufacturing industry,
management practices.
Effective human resource system plays crucial role in terms of attainment of
the goals and objective for a manufacturing industry. Major objectives of a
manufacturing organization are to enhance productivity by effective
utilisation of available resources. Along with this, manufacturing
organization also focuses over reduce the cost of production and for this, they
adopt various measures and effective techniques. In relation with, it is a
significant duty of human resource department to retain key employees,
enhance employees’ efficiency by providing them appropriate training
measures, and fulfil their requirements in monetary as well as in other forms.
In order to enhance organizational performance, it is necessary for the
organization to develop effective workplace environment. This is an essential
element for making the HRM system an effective approach and effective
approach helps the organization to attain competitive advantage in the
competitive market.
HRM system should be sound enough so that the requirements of the
organization could be fulfilled. Apart from this, it is necessary for the
organization to develop and maintain effective HRM system. In relation with
this, best practice and high performance measures needs to be adopted. With
the help of these measures, adequate HRM planning could also be done.
HRM plans mainly involves four primary activities i.e. acquisition,
development, compensation and maintenance. HRM department is
responsible for managing the balance between employer and employee. This
requires effective communication system along with adequate interactive
sessions.
Manufacturing industry requires utilisation of available resources in an

Human Resource Management 5
effective manner so that the strategic objectives of the organization could
easily be accomplished. HR department is majorly concerned with the
recruitment and selection of crucial candidates, managing them as per the
requirement of the organization and implementing effective measures to
retain the potential employees. This is necessary for the organization in terms
of fulfilment of organizational goals and objectives along with the
development of adequate organizational behaviour. These activities are
necessary in terms of fulfilment of organizational goals and objectives along
with enhancing organizational productivity.
Article 4 Lamba, S., & Choudhary, N. (2013). Impact of HRM practices on
organizational commitment of employees. International Journal of
Advancements in Research & Technology, 2(4), 407-423.
Key words: Manufacturing management, human resource management,
communication and transparency
Human resource management has evolved over a period of time and has
grown to become an important part of an organization. This is specifically
true for manufacturing industry. The increasing emphasis on this part of the
business has allowed businesses within the manufacturing industry to
improve overall performance and retain their employees for longer durations.
Manufacturing industry requires employees to work on long term projects.
Hence it is imperative that various steps are taken to ensure employee
satisfaction.
Important changes that have taken place within the modern manufacturing
industry and its HRM is led by an increasing focus on communication within
the organization. Employees are encouraged to freely communicate within
the organization and get their grievances addressed. Open communication
within the team builds trust and improves performance. Managers are also
encouraged to provide transparent feedback to all the employees which leads
to growth and learning of an employee. The increasing focus on HRM in the
modern manufacturing has also focussed on increased learning of employees.
Employees are given additional trainings and opportunities for lateral
transfers within the business so that they can widen their horizons and

Human Resource Management 6
improve their work ethic.
Modern manufacturing organizations have also been putting additional
efforts in retaining their employees within the business. Businesses are
understanding employee goals and working towards aligning these goals with
those of the organization. These efforts help in building a mutually beneficial
relationship between the organization and its employees leading to an
increased sense of ownership as well as improved organizational efficiency.
In relation with the manufacturing industry too, focus on human resource
management is crucial and has always played a critical role in the growth of
the industry at large. Manufacturing industry requires employees of the
business to build positive relationships with their target customers. Therefore
the employee’s long term retention within the organization is essential for
long term mutually beneficial relationships with the customers as well.
Improved HRM practices of the firm also assist the firm in setting the right
positioning in the minds of the customers. Increased employee satisfaction in
the manufacturing industry leads to improved growth of the business.
Manufacturing industry generally operates on long term projects. Therefore
for the entire course of the project, it is crucial that team workers
communicate transparently, allow feedback and address their grievances.
This will lead to an overall improved team performance resulting in better
outputs.
Article 5 Čech, M., Yao, W., Samolejová, A., Li, J., & Wicher, P. (2016). Human
resource management in Chinese manufacturing companies. Perspectives in
Science, 7, 6-9.
Key words: Human Resource Management, HR professionals, functions of
HRM.
HR professionals are responsible for certain crucial major areas including
recruitment and selection, compensation and benefits, learning and training

Human Resource Management 7
measures, labour and employees relations and organizational development.
Along with the fulfilment of organizational requirements, it is necessary for
the HR professionals to fulfil organizational requirements in terms of
managing day-to-day work operations, managing employees concerns such
as providing benefits, employees investments, pension plans for employees,
etc. Their work may also include settling conflicts between employees or
between employees and their managers. Duties of human resource
department also includes hiring of potential employees and before appointing
them appropriate checks needs to be implemented such as checking
background, drug testing, etc. Managing employee separation process is
another crucial task for HR department. This is necessary in terms of
accomplishing the certain set of task in appropriate time period. Paperwork
must be completed to ensure that the process was completed legally.
HR professionals are required to perform their duties under which the main
concern is linked with motivating employees to perform their best and this is
necessary in terms of attainment of organizational goals and objectives in an
effective manner. Modern manufacturing also requires employees to
associate with the business for different projects if the current collaboration
deems effective. This long term association of employees over a span of
different projects builds trust, improved coordination and leads to improved
performance of the business as a whole.

Human Resource Management 8
References
Butt, M. A., & Katuse, P. (2017). International Human Resource Management Practices in
Automotive Industry in Pakistan: Implications for Economic Growth. International
Journal of Business and Management, 12(2), 136.
Čech, M., Yao, W., Samolejová, A., Li, J., & Wicher, P. (2016). Human resource
management in Chinese manufacturing companies. Perspectives in Science, 7, 6-9.
Francis, A. U. (2014). Human resource management practices and employee retention in
Nigeria’s manufacturing industries. International journal of scientific and engineering
research, 5(2).
Lamba, S., & Choudhary, N. (2013). Impact of HRM practices on organizational
commitment of employees. International Journal of Advancements in Research &
Technology, 2(4), 407-423.
Tiwari, P., & Saxena, K. (2012). Human resource management practices: A comprehensive
review. Pakistan business review, 9(2), 669-705.