Human Resource Management: Key to the Achievement of Organizational Goals


Introduction


Every organization recognizes the existence of the human resource management and the complex role that they play in the organization. More than just providing the number of workforce and assuring that all the employees’ knowledge and skills are appropriate to what is needed in the organization; human resource management can be an effective source of the organization towards achieving the success in their own field.


Background and Problem Statement


The human resource management, for over the years, centers its attention in strengthening the performance and work systems in the entire organization by targeting the weaknesses or discovering the other potentials of their workforce in order to create a great contribution in the performance of the organization. Many organizational analysts described the existence of the HR as an effective approach towards the employee-employer relationship which leads in competitive advantage within the organization (Tomer, 2007). Managers facilitating the HR department have a growing interest in forming exquisite ideas to strengthen the abilities and performance of the workforce. However, there are many expectations that HR management can deliver towards achieving the organizational goals.  


Research Aim and Objectives


The main aim of the study is to improve the understanding of the society regarding the performance and role of the HR management towards the most desirable organizational outcome. In the continuous production of ideas, there are three important objectives that can serve as the propeller of the study. First is to investigate the contribution of HR and its function in the entire organization. Second is to compare the various disciplines and performances from the past year up to the recent year. And third is to discover the effective theory or practices implemented by the HR management to deliver the expected employee performance.   


Literature Review


Human resource management adopted many disciplines because of the global changes in business environment. The aim of the changes is to make the workforce strong enough to stand against the various challenges. Accordingly, the business decisions can be generated with the integration of economic variables. Therefore, the respective contribution of the HR in the entire organization can be originated from understanding the organizational goals, as well as the behavior in the business environment (Tomer, 2007). To go along with the organizational goals, HR should produce policies or activities that are according to the organizational design. This can be done through reviewing the organizational objectives, structure, and long-term plan and evaluating the opportunities made available for changes, so thus the implementation of the business strategy. In addition, HR also takes a closer look in the relationship on management and its promotion of the necessary objectives. The good practice of the HR starts in improving the options in staff development through the action of linking the employees with the performance management and guiding the employees in developmental plans (Fitzsimon, 2006). Many organizations attempted to recognize the specific organizational goals without knowing about the HR strategies that effectively promote s the high performance and capacity of the people in the workplace. HR’s important and new ways enables to enhance the organizational effectiveness by producing certain employee behaviors. In holistic view, organizational goals can be both unique and quite clear. It is common formulated by the organizational leaders to avoid disasters, breakdowns, errors, and many others. However, the existence of HR and its practice and management suggests in paying high attention towards increasing the workforce performance (Ericksen and Dryer, 2004). The only problem that the HR might get involve or, rather, involved with is the issue of the organizations politics which is also discussed in the context of managerial theory and practice. It is related to the power, influence, and the existence of politics in the organization. The workplace receives a great deal of attention regarding the existence of such activity which might rotten the true purpose of organizational goals and the power of the HR within the people. It may sound negatively, but the power of politics within the organization is used to promote the interests and gain advantages against the competitors (Drory and Vigoda-Gadot, 2010).


Methodology


The suggested method that can be utilized in the study is the use of the comparative case studies. The essence of case studies is to view the various organizational situations being faced by the organizational leaders. In addition, it is a great advantage for the study to use the comparative case studies particularly focusing in HR management and its activities for there are many theories and details on measure of effectiveness of the department for the organizational goals.


 


References:


Drory, A., & Vigoda-Gadot, E., (2010) Organizational Politics and Human Resource Management: A Typology and the Israeli Experience, Human Resource Management Review, Vol. 20, pp. 194–202 [Online] Available at: http://poli.haifa.ac.il/~eranv/material_vigoda/HRMR.pdf [Accessed 16 June 2010].


Ericksen, J., & Dryer, L., (2004) Toward a Strategic Human Resource Management Model of High Reliability Organization Performance, Center for Advanced Human Resource Studies (CAHRS) [Online] Available at: http://www.cenekreport.com/storage/HR%20and%20High%20Reliability.pdf [Accessed 16 June 2010].


Fitzsimon, J., (2006) Human Resource Management, CGIAR Internal Auditing Unit [Online] Available at: http://www.cgiar.org/pdf/iau/Human%20Resource%20Mgt%20GPN.pdf [Accessed 16 June 2010].


Tomer, J., (2007) Understanding High Performance Work Systems: The Joint Contribution of Economics and Human Resource Management [Online] Available at: http://www-rohan.sdsu.edu/~frantz/docs/Tomer.pdf [Accessed 16 June 2010].


 



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