Organizational Performance and Human Resource Management

HRM is strategy-focused, i.e., by itself it is strategic in nature. HRM at strategic level is SHRM. (Kazmi, 2002) Strategic Human Resource Management (SHRM) implies a concern with the ways in which HRM is crucial to organizational effectiveness. (Miller 1987) defines Strategic Human Resource Management practice as the decisions and actions, which concern the management of employees at all, levels in the business, and is related to the implementation of strategies directed towards sustaining…

employee commitment towards an organisation. Organisational commitment is an attitude which related with Work life balance. It act important role in their employee performance and their well being of family. Work life balance and organizational commitment are found to influence the organisational performance and productivity. Organizational commitment is considered as the amount of employee’s loyalty towards their organization. Committed employee can accept the organization’s values; willing to…

and effective Human Resource program needs to be established and defined. Through the years, Human Resource’s roles and responsibilities towards an organization has shifted to where HR contributes vital input towards the analysis and development of organizational strategies. HR plays a vital role in employee recruitment and selection, human capital, identifying employee needs to match the needs of the organization and to continuously reevaluate their goals and to build organizational…

certain traits and characteristics. For example listening power, maturity, intelligence, integrity and honesty to effective leadership. Control - Managers take feedback from their sub-ordinates in order to control the employee management for better performance and efficient work. Feedback process is performed by managers so that the employees can work efficiently in…

analysis of my experiences within the Human Resource functions and to explain my role within those functions whether strategic and / or tactical. As indicated in the Fundamentals of Human Resource Management, there are eight different Human Resource Management practices that should be engaged to support an organization’s business strategy. Those areas are: Analysis and Design of Work, HR Planning, Recruiting, Selection, Training and Development, Performance Management, Compensation, and Employee…

implement change and work together as one unit. One thing that she favors about Lakeland College that usually is not seen at a corporate business is the organizational structure. She said that Lakeland College has a flat structure. A flat structure is when there is few or no levels of middle management between staff and executives within an organizational structure. Shikara likes this because it is easier to get changes approved and accepted since everyone is on the same “level,” which is…

attention of people worldwide, particularly in the last two decades and has been an interesting area of study for researchers, academicians, managers and experts who have looked at it as a core indicator for job satisfaction, employee motivation, performance management and enhanced productivity. Numerous studies have reported that QWL is an important factor for employee retention and improving the productivity of the organization. It is indeed true that work – life balance is imperative for an…

Thoughts on Rational Strategy and Dynamic Strategy in Human Resource Management. This week’s lectures dealt with organizational strategies and structures, changes and drivers within the organization, and innovation. I find organizational strategy--specifically the difference between rational strategy and dynamic strategy--most interesting to follow, as it highlighted different work experiences I had before. Rational strategy is about using logic to determine what to do, after taking the…

Dalela Samples Grand Canyon University MGT 420 Benchmark: Human Resources & Change March 6, 2016 Case Study: Human Resources, represents the most critical department in any organization. This includes managerial changes, such as restructuring an organization from nonprofit towards profit making. Human resources play a vital role in achieving the objectives of the organization. Every employee is required to be respected and treated equally, and in order for this to happen the HR…

Nevertheless, the dynamic and fast-changing organizational, project and skill requirements of the industry present a challenging environment for the effective management and development of human resources. On the other hand, many researchers have seen the industry as a project-based environment (Chinowsky and Meredith, 2000; Clough et al.,2000; Raiden and Dainty, 2006). Accordingly…