Organizational Performance and Human Resource Management

It is essential that human resource develops new innovative approaches that align with the agency strategy. Innovated approaches could include, involvement in marketing, becoming more engaged with the agency’s field operations to better understand daily functions and mission critical operations, (Mallic, 2016). With an increase in involvement HR would be able to project required assets for future operations, therefore taking a proactive versus reactive approach. The strategy would focus on…

“Toxin handling” and well-being: The case of the human resources manager There are three main issues being discussed and studied in this article. Firstly, it looks at two contemporary HR managers’ roles: a formal role of strategic partner and an informal role of toxin handler (which under this article gives the meaning as a concerned manager who makes an attempt dealing with grievances and emotions arisen within the workplace). Secondly, the article addresses the impact of these dual roles on…

situations, many have claimed that the bureaucratic management is slow in terms of inability…

While evaluating these independent areas, management still looks for the most significant performance factor in the organization, which helps them in pursuing the objective defined at the planning stage. Each area has varied degree of influence in the company work sheet. Identification of its relative importance and allocating resources is a defining principle of balancing scorecard. Corporate governance Another strategic goal for FedEx is to grow profitable revenues and increase dividends for…

But the fact that we need to remember is that nonprofit organizations has no dominant ownership. Therefore effective resource utilization has to be guaranteed to not only sustain their business but also to be successful as nonprofit organizations in the field (Fama & Jensen, 1983), and Fama and Jensen (1983) suggest monitoring the agent as one of major board roles in nonprofit…

Training its learning a set of skills or predictable actions or behaviour. This change in skills and behaviour is usually aimed at improving the current job performance of an individual. Training may also prepare an individual for a potential job or role. And Development not only seeks to improve performance in a role, but seeks to bring out some form of maturity growth. Development is used to increase the potential of an employee as well as make them to be ‘better’ individuals…

STRATEGIC HUMAN RESOURCE MANAGEMENT Strategic Human Resource Management Name Name of School Introduction and Purpose In the 1990s, Strategic Human Resource Management (SHRM) became prominent in workplaces to help “manage and support long-term business goals and outcomes with a strategic framework” (Boxall, P.M., Mcmahan, G.C., 1992, p. 7). Some of its focuses are longer-term people issues and macro-concerns such as quality, culture and values. Strategic Human Resource Management is…

field of strategic human resource management (SHRM) has made tremendous strides over the years, and while some theorists might disagree on what is described as some of the subtleties concerning this field of HR. It has many distinguishing attributes compared to other lines of HR research (Lepak & Shaw, 2008). For instance, though there appears to be exceptions, SHRM tends to focus on organizational performance outcomes and perception of management concerning organization performance. This is…

classic structure duality. In addition to, it can be regarded as a reasonable as well as heuristic sample of human actions and behaviors as well. Structuration theory introduces the perspectives on human actions as well as behavior that depended on a compilation of structure as well as it effects that are named as the “duality of structure.” Rather than focusing on the ability of human action as being restricted and impaired by stable structures like educational and political organizations or…

Strategic talent management is essentially the implementation of some integrated strategies or systems that are designed to increase the productivity of the workplace by ensuring that processes are overall improved in order to ensure proper attraction, developing, retaining and utilizing of people with the required skills and aptitude are effectively controlled, so that they can meet the current and future business needs; Talent management is defined as an integrated set of HR practices or…