Human resource management (HRM) is an area of management concerned with issues relating to a company’s personnel. It addresses topics like the recruiting process, the growth of employees, the safety of employees, training, and motivation, among others. Another way to think about it is that it is the process of planning, coordinating, and managing procedures that have to do with a company’s personnel. It comprises acquiring the employee’s trust and creating suitable working conditions to produce at their peak performance levels. Training, motivation, and improved communication among workers at various levels of the organization’s structure may ensure employee efficiency. The study investigates and demonstrates that how an association controls its aspects of human resources is critical to attaining collective productivity.
The study will examine aspects of human resource management to determine whether or not human resource management is essential for obtaining collective competitive advantage. As a result, the article will investigate in-depth the actions and procedures that are often carried out in the sector of human resource administration to determine the veracity of the assertion either as mentioned or the lack thereof. When it comes to human resource management, the business may use various activities. For example, the department must ensure that its organization makes the most available labor. Mechanisms have been implemented to guarantee that job candidates face rigorous examinations before being accepted into the organization. The department of human resources is also responsible for the pay and rewarding of a business’s employees, following the contracts and rules of the company in question.
The department offers and organizes training and workshop sessions for company personnel to increase their overall productivity. Other responsibilities of the department comprise guaranteeing that codes of behavior and corporate standards are followed by employees, creating a safe working environment for employees, and being free of discrimination. It ensures that employees provide excellent performances, among other things (Manama, n.d.). Candidates for employment are identified via sourcing and then selected through a company’s recruiting and selection procedure. It is a necessary procedure in the organization since it aims to identify the individual who will best meet the organization’s needs in question. According to Elearn, “if the incorrect individual is appointed, it might harm teamwork” (Elearn, 2009).
It is critical to be a team member who can inspire and motivate others to increase productivity. A company’s efficiency and production may suffer if they do not hire this kind of person throughout the selection process. It is the responsibility of HRM to determine the need for a vacancy to hire the most qualified applicant for the position. To achieve a collaborative advantage in the business, the organization will employ a skilled applicant who can foster teamwork (Bodin et al., 2018). Training and seminars are often beneficial to both the people who receive them and the firm as a whole. One of the benefits of training for an employee is the sense of accomplishment from putting their newly learned abilities to use. In and of itself, employees’ enthusiasm to work will improve their production and overall performance.
The advantages of training extend to the performance of workers as well. The principles learned during training sessions often increase the work efficiency of the individuals who have received the training. It has a net impact of increasing individual productivity among employees, increasing the overall production of the organization’s corporate output. Buckley and Caple said that training might assist institutions in achieving their objectives(Buckley & Caple, 2009). On the other hand, further leadership training, which is essential for teamwork and growth, is a critical component of the organization’s joint successes. As a result, activity is vital to developing several parts of an organization’s operations. Workers who have been taught in their place of employment feel a sense of security and contentment, which helps them perform better at their jobs. It is then that their happiness converts into increased efficiency and devotion in their job activities.
The total effect is a more efficient method of managing and maintaining the institution’s equipment and machinery. It will also guarantee that its overall quality increases and reduces the likelihood of accidents. The importance of training in increasing a company’s productivity at both the individual and corporate levels can thus not be overemphasized. On the other hand, the primary goal is to increase the collective capability of the institution (Badenhorst-Weiss et al., 2013). Another facet of human resource management that contributes to attaining goals is retaining people. According to research, retaining workers entails ensuring that they feel like part of the company. Employees must have faith in the firm for which they are employed before claiming ownership.
There are a variety of approaches that may be used to keep people on board. One of the most effective retention tactics is to consider the opinions and feelings of the workers themselves. According to Tailor’s case study on employee turnover rate, engaging employees’ views is one of the most effective strategies to keep them content while working (Taylor, 2005). Another strategy for lowering the social burden on employees is to provide them with more flexible working arrangements. Whether paid or unpaid, leaves are among the flexible benefits that allow employees to combine their job and social commitments at home. Another method of keeping employees is to promote them within the company. It is a tactic that a business might use to find qualified employees from inside the organization’s ranks.
Instead of recruiting for management jobs outside the business, this method entails shaping its current employees and promoting them up the management ladder. One of the suggested benefits of this technique is that the administration will comprise a group of persons who have been with the company for an extended period, which is advantageous. As a result, this class is well-versed in its workings and personnel. It will be possible to build more effective management and administration much more quickly than if the company hired a new either manager or administrator from outside. The cohesiveness created through employee retention also serves as a source of incentive and security for the workers, allowing them to perform at their highest levels.
Employee mobility has a financial impact on a business and the individuals themselves. There will be a cost associated with finding and choosing new personnel to replace those who have left their positions. You may lose excellent personnel who are sometimes irreplaceable, which is an additional risk. As reported by the Manager, worker turnover is much more complex than employee payments, accounting for nearly half the difference (Recklies, 2020). As Brandau Karla notes, withholding leadership is a new instrument in the executive armory that “has strong implications for driving corporate success” and is “reemerging in the executive arsenal” (Recklies, 2020). Human resource management should put procedures to guarantee that staff retention is a fundamental value that a firm embraces. Organizations can improve employee retention by providing either attractive terms and conditions or setting intentions throughout the contract signing process.
Organizational productivity may also be increased through promoting people inside the company. Promotions might shape new roles inside either the business or incentives awarded to workers depending on their achievements. Top-performing workers are often rewarded with generous incentive packages from many companies. It is often seen to express gratitude to a specific employee for their outstanding achievement. The promotions, which might involve trips and even monetary incentives, are also intended to spur other employees to attain high levels of performance to be considered for the promotions themselves.
When it comes to service-oriented businesses, this form of advertising is typical since it allows customers to see the direct correlation between the employee’s efforts and the product. Such promotions are intended to demonstrate to workers that their contributions to the company are “valuable and valued.” Some argue that this may help instill confidence and drive in individuals who have been honored and would then wish to be recognized. The final result will be an excellent performance by the personnel due to their drive and enthusiasm to work, which will result in increased production for the firm. According to Morangi, the relevance of structural promotion concerning the organization’s structural levels was examined in detail in his paper. According to him, a business’s vacancy may be filled in two ways: either hiring a person from outside the company or promoting an existing employee into the vacant position inside the company (Morangi, 2005).
Morangi’s additional argument was that an organization’s current workers are “acquainted and comfortable with the people, methods, regulations, and distinctive qualities of the business” and that new employees should be trained on these aspects. The funds that would be consumed in the recruitment and selecting procedure, both in terms of time and money, may have been used for other company operations instead, saving money and time. Promotion, rather than hiring an employee from outside the company, minimizes the likelihood of hiring an incompetent individual. The critical point is that the management would appraise each employee’s potential to fill the new role based on their previous performance. In contrast, hiring a new employee is based on claims of competence, which must show if the candidate is granted the chance to work for the organization.
Employers must accept the applicant’s credentials at face value, and the candidate should perform well as their qualifications indicate. It is necessary to guarantee that all employees adhere to the policies and procedures of the firm. The rules and regulations comprise external guidelines, the organization’s set principles for ensuring the coexistence of employees, and the institution’s codes of ethics and behavior. Some restrictions are put in place by a corporation to prohibit employees from engaging in conduct that is either judged damaging or objectionable to coworkers. Although some of the laws are indicated by national legislation, such as the Health Act and Occupational Safety, others are implemented to guarantee employee protection and a healthy working atmosphere. Providing a favorable and harmless working atmosphere serves as a source of incentive for employees, who are made aware of the company’s concern and responsibility for their lives and well-being in this setting.
The health of a firm may also improve the efficacy and productivity of individual employees and the organization’s overall performance (Kennedy-Glans & Schulz, 2010). Schulz, Robert, and Kennedy also stressed the importance of workers adhering to company policies and procedures. According to the authors’ thesis, submission to rules and regulations is “a vital commercial motivation” for businesses. Additional courses are also necessary to teach integrity ideals in the workplace, which must be adhered to by all workers. Compliance with and devotion to rules enhances responsibility at all company levels, both at the individual employee and at the corporate level (Kennedy-Glans & Schulz, 2010).
Compliance with national legislation may also protect a company from making errors that might exclude some of the most brilliant and competent people from consideration for employment. An organization’s recruiting strategy, which may otherwise be discriminatory in the short term, could exclude individuals who could be the finest talent that the firm has ever desired from the company. As legislation attempts to protect people from such discrimination, it is essential to note that the job process is not an exception to these restrictions. Since a company adheres to these anti-discrimination standards, it has a more excellent range of options for sourcing people. According to mathematical principles, the enhanced content enhances obtaining the best employees. Discrimination might be based on a person’s either age, gender, or even ethnicity (Bonnell, 2018).
It is necessary for the company that has hired the human resource to guarantee that these resources are provided with an atmosphere that will encourage their working processes to acquire at least acceptable output. Most of the standards for this work-friendly environment are requirements that institutions must meet to respect human rights. A commissioning institution’s human resource management guarantees that its employees work in a healthy and safe workplace. The health and safety environments at work are essential, particularly in the chemical and construction sectors. Safety precautions such as avoiding falls from high heights in structure construction spots and averting leakages in biochemical, industrial enterprises, among other things, help alleviate worker anxiety. At the same time, they are engaged in their jobs.
The dread of working in hazardous and unhealthy settings has the effect of either frightening away employees or exposing them to increased caution, which may even cause them to divert their attention away from their jobs to deal with the hazards that may imperil their lives. Other metrics that human resource management considers in the workplace include; environmental safety and practices, fair employment activities, compliance with regulations, and sustaining comprehensive management at all firm levels. Based on research findings, employees are concerned about equity in providing remuneration and motivational rewards. They want to give a healthy and safe working environment and establish a workplace accommodating social and family issues. It is essential to show devotion to the institution’s workers’ needs and announcement of the organization’s intentions and plans.
These difficulties and the strategy used by an institution’s human resource supervision in dealing with them directly impact workers’ attitudes toward management in general. As a result, the created mindset will decide the productivity and efficiency of individual workers and the overall productivity and efficiency of the business. As Fernando pointed out, human resources are perishable (Fernando, 2009). According to Fernando, the organization’s management is responsible for ensuring the long-term preservation of this perishable item. As a result of discouragement and a lack of motivating ideas, the human resource department should ensure that workers are adequately catered for so that the toil they provide does not go to waste.
Workers’ labor production is affected by various factors, including “fair chances, promotion of whistleblowing, humane handling of workers, participatory, collaborative atmosphere and employee empowerment” (Fernando, 2009). As a result, the administration impacts employee productivity based on how it deals with such issues in the workplace. It is the organization’s responsibility to ensure that the human resource is kept at the pinnacle of their performance once it has been recruited, chosen, orientated, and eventually trained and molded to the company’s standards. The management of performance at this level considers an individual employee’s performance and the performance of the person’s immediate either team or group, and lastly, the organization’s overall performance.
The management should be strategic to examine challenges from a broader perspective while keeping an eye on the long term. For performance management to be effective, it must: include representatives from diverse sections and stages of the organization, be focused on maintaining and even enhancing productivity, enhance the capabilities of workers, and focus on social practices. Human resource management must grasp the challenges their employees face throughout their growth phase. It is particularly crucial in assisting workers in maintaining their high levels of performance once they have attained them. A high-performance level that has been achieved should be monitored throughout time, and any issues that develop concerning the performance level should be resolved.
The monitoring process should determine, among other things, whether or not there is teamwork, workers have access to empowerment, training sessions are successful, and employees are treated well while doing their duties. Even facilities that had achieved a high degree of performance efficiency, according to Pasmore’s study on performance, are susceptible to losing their performance efficiency over time. In addition to decreased machine performance, workers’ performance levels may suffer due to the loss of machine performance. Human people may be taught to a certain degree of performance and then lose that performance and suffer inefficiency, which can be shown by the loss of efficiency experienced by the machines (Pasmore et al., 2016).
Human resource management addresses topics like the recruiting process, the growth of employees, the safety of employees, training, and motivation. In light of the above discussion, it is clear that this branch of administration has a substantial impact on the whole functioning of an organization. Selecting, training, and retaining people are all procedures that directly contribute to the specific performance of workers. They are interpreted into group performance, and eventually, the business’s overall productivity via technology. With the interdependence of departments inside every organization, the management of employees is a critical factor in each institution’s overall operation. We can conclude that human resources management is crucial for achieving a competitive advantage for business enterprises.
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