Organizational Performance and Human Resource Management

Human resource management is being developed continuously on how it can act as tool for achieving organisational performance. Strategic HRM came up in supporting HRM to link strategically to the greater organisational outcomes rather than just contributing on employees (K.Darwish, 2013). To be on a broader sketch about SHRM, a considerable tool used by the HR department to achieve organisational outcomes. The idea about strategic HRM has been evolved on how the employees are managed efficiently for attaining organisational performance. “Its essential core idea is to link and integrate the HR function with the overall strategic direction of the organisation to improve organisational performance and thus gain a sustainable competitive advantage“(K.Darwish,…

background to the researched phenomena of HR management. By starting to look into HR management from historical perspective, it will be possible to get ideas and understanding of the presetting for the next area of focus of this research – corporate university. Several important components are also looked in closely, such as academic definitions of HR, key trends in HR in 2015, specifics of Russian HR management, and address the issue of how HR activities benefit the organization and its overall…

Organizational Change Introduction Organizational change is an imperative process that announces a break from the normal ways of conducting business. This process in integrated into institutions so as to usher in an improved system that promises efficiency and effectiveness in the long-run. The organizational change is as a result of the cyclic nature of business life. This is a concept that needs to be prioritized by the executive management of the organization. The rational choice theory is…

correcting the directions on the basis of intermediate performance and new information. Henry Mintzberg,one of the foremost theorists in the area of strategic management, tells us that no matter how well the organization plans its strategy, a different strategy may emerge. The differences between strategic and operational control are highlighted by reference to a general definition of management control: "Management control is the set of measurement, analysis, and action decisions required for…

Transformation Model and Integrated Management involvement: Organizations are made up of components that interact with each other. The major components are the task at hand, the people available, the technology being used and the structure of the organization. These major components are the fundamental means for transforming energy and information from inputs into outputs. During states of equilibrium between these components, companies are successful and produce positive outcomes. But poor…

Katzenbach and Smith, (1993) centered their model on 3 variables such as Accountability, Commitment, Performance Result and Skill. Skills – Teams members are expected to possess some important skills such as inter personal, technical and functional , and problem solving skill for them to be able to perform to a reasonable level within the team, which has be considered when forming the team but they can advance their skill to the level which can help in achieving the team goal Commitment –…

The human resource management and Personnel management and are the two main concepts and approaches towards managing people in an organization. The key difference between personnel management and human resource management found in their orientation and scope. Personnel management is limited in scope and it uses the inverted approach where employees or workers are viewed as a tool for doing organizational tasks. This form of people management manipulates the employee’s behavior and replaced them…

Organizational Structures Even though organizational structures is a deeply detailed plan to distribute tasks and activities to the employees of the organization and assign them tasks according to the specialization under supervision and coordination in order to achieve the objectives of the organization. Yet, it is the institutional system, that is, it can be considered as a map showing the work plan of the organization and the mechanism of distributing work and tasks to individuals to reach…

aspiration component of organizational commitment. An employee who is affectively committed strongly identifies with the goals of the organization and desires to remain a part of the organization. This employee commits to the organization because he/she "wants to". This commitment can be subjective by many different demographic characteristics: age, tenure, sex, and education but these influences…

This essay will talk about International Human Resource Management and its influence to the organizational performance. We were asked to write an essay above mentioned topic providing good arguments and relevant case studies. Also, we were recommended to use and discuss Human Resource Mаnagement strategic functions such as: Resourcing, Performance Management, Reward Management, Training & Development and Employee Relations. We will discuss later on more detailed above mentioned HRM strategic…