HRM: Benefits, Communication, and Overpromising in Organizations

This essay delves into the strategic importance of Human Resource Management (HRM) within organizations, highlighting its benefits in terms of communication, strategic alignment, and organizational change. It examines how HRM practices, such as devolving HR to the line, can facilitate organizational change, using the Cochlear case study as an example. The essay also explores the impact of employer branding and employee engagement, considering how companies attract and retain talent in a competitive market. Furthermore, it addresses the issue of employee overpromising and its implications for organizational performance, as well as the challenges faced by women in the workplace and the importance of addressing inaccurate perceptions about their work commitment. The essay draws on various research studies and journal articles to support its arguments, providing a comprehensive overview of key HRM concepts and their practical applications.

Running head: HUMAN RESOURCE MANAGEMENT
Human Resource Management
Name of the Student
Name of the University
Author note

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There strategic form of management is the process through which the formulation,
implementation and the evaluation of the objectives of the organization is achieved. The strategic
management of the organization includes the plan of the problem perception, substantial
resources, innovations, decision making, taking the risks and facing the various forms of
uncertainty. The benefits of strategic management allow the identification, exploration and the
prioritisation of the opportunities for the employees of the organization. It provides several views
of the objectives for the problems of the management. It also represents the framework of the
improved form of the coordination for controlling the activities. The following essay enumerates
the various benefits of HR activities that help to have a better form of communication within the
organization. It also focuses on the “over promising” attitudes of the employees and how the
attitude is harmful or beneficial for the organization.
In today’s world, the environment of the business is changing at a high level and it has its
major impact on the climate of the market of the laborers. In 2013, McKinsey and Co observed
that the companies are facing various forms of difficulty while they were attracting and training
the great talents and that will continue for two more decades. It has also been observed that the
aging workforce that the number of workers in the age group of 20 to 29 years will fall by the
marginal amount of 20 % and the number of the workers who are in the age group of 50 to 60
years will increase by an amount of 25 % in this period of two decades.
Consequently, there is a decreasing amount of workforce in the companies which are
already in the fight with the others about their reduced number of the talented employees.
However, there remains no questions regarding the form of equation within the non-sustainable
form of the companies that are facing the hard time and who performs the needed strategies for

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gain and maintaining their positions that will be highly valued for the companies by the potential
and existing number of employees.
The case study at the Cochlear is the manufacturer of the medical device who highlights
how devolving HR to the line can facilitate organizational change to lean manufacturing (Gollan,
Kalfa & Xu, 2015). This qualitative case study provides the transitions of the lean manufacturing
practices in the effectively facilitated by the principles of HRM be developed based on the
responsibilities of the HR department. The keywords for this study are Organizational change,
Australia and the strategic HRM.
There are two fold of forms of the contribution in the study. Firstly, the study develops
the SHRM form of literature on the devolvement to the line, through the examination of the
practices of the HR and to their effect on the various implementations of the lean practices on a
transformational context of change of the organization (Gollan, Kalfa & Xu, 2015). Secondly,
the journal has specific implications for the practice for the front line managers for implementing
the policies of HR that are drawn from one of the most successful manufacturer of medicines of
Australia.
Various strategies are developed in the human resource management. The literatures of
the SHRM have been focused on the link that exists between the HRM and the organizational
performances. However, several scholar have argued that some of the developing responsibilities
of the HR is to line the managers for enabling them to have a faster decision making ability to
line the reality of the business (Gollan, Kalfa & Xu, 2015)..
This Cochlear study has been contributed to the debate on the SHRM and the role of line
managers in the implementing of the change in the organization.

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There are increasing growths in the organization for focusing on the implications of the brands of
the employer and the various processes that are helpful for differentiating the workers from the
competitors for offering a more attractive place for their top talents to work. In this article, there
are review of the constructs in the marketing and the resources of the HR (Cascio & Graham,
2016).
Researchers have shown that the employees often considers the employer of the
organization to be more appealing and attractive when it comes to the organization being
successful and when they start to value the various attributes of the product and services of the
organization (Viktoria, Rampl & Kenning, 2014). The outcomes of these services are well
observed when there are attractive external images.
There are journal reports about the different managerial approaches for the engagement
of the employees in the two most contrasting form of the organizations. This study outlines the
situated and the critical form of the reading of the organizations to have a better way to
appreciate with the management and the practices that are very complex, contested, context
specific, locally enacted and emergent, and they are thereby providing the new insight for the
inherent form of challenges to deliver them to the engaged employees
The perception with which the women leaves for work due to their huge responsibilities
of the family and it often underpins their differential treatment of the women and men in the
organization. Therefore, the current study examines the reasons for the departure of the women.
Moreover, the responsibility of the family continues to be the explanation of the popular
practitioners who are women in an organization (Sandberg, 2013). Hence, there are their present
form of the scarcity in the senior management. However, this popular explanation is somewhat

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partially fuelled by the reports of the media. It is important to correct inaccurate perceptions of
women’s work commitment and why they leave. Inaccurate perceptions contribute to the
mismanagement of human resources and, hence, to costly personal (e.g. slow career
advancement, and dissatisfaction with work and family life (Wolf, 2013).
This main objective of the study was to understand the importance of the responsibilities
of the family in the absence of the women from the organization (Wolf, 2013). For the small
proportion that is only 11 percent of the interviewees, responsibilities of the family were
obviously the sole form of the chief drivers for leaving the organizations. This percentage is very
much similar that are found from the past quantitative and qualitative research on reasons for
turnover.
The employees of the organizations everyday makes different forms of realistic promises,
commitments about the productivity in their work which they want to provide and which they
needs to fulfill. Nevertheless, to question or to challenge the authority of the organization at
their face of being “the one to rock the boat” is observed as a very dangerous aspect. Holding of
the boss who are accountable for the overpromising attributes are very much painful.
Therefore the essay enumerates the various attributes of the Human resource
management and also tells about the causes of the over promising attitudes of the employees in
the

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References
Cascio, W. F., & Graham, B. Z. (2016). New Strategic Role for HR: Leading the Employer-
Branding Process. Organization Management Journal, 13(4), 182-192.
Gollan, P. J., Kalfa, S., & Xu, Y. (2015). Strategic HRM and devolving HR to the line: Cochlear
during the shift to lean manufacturing. Asia Pacific Journal of Human Resources, 53(2), 144-
162.
Sandberg, S. (2013). Lean in: Women, work, and the will to lead. Random House.
Viktoria Rampl, L., & Kenning, P. (2014). Employer brand trust and affect: linking brand
personality to employer brand attractiveness. European Journal of Marketing, 48(1/2),
218-236.
Wolf, N. (2013). The beauty myth: How images of beauty are used against women. Random
House.