#163966 HUMAN RESOURCE MANAGEMENT 2.docx - Human Resource Management HUMAN RESOURCE MANAGEMENT By[name Course Professor\u2019s Name Institution Location of

#163966 HUMAN RESOURCE MANAGEMENT 2.docx - Human Resource...

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Human Resource Management 1HUMAN RESOURCE MANAGEMENTBy [name]CourseProfessor’s NameInstitutionLocation of InstitutionDate
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Human Resource Management 2Human Resource Management IntroductionA human resource department of a company oversees the various employment aspectslike compliance with the labor laws as well as administration, employment standards, and alsorecruitment and dismissal matters. The members of the HRM provide the fundamental duties thatinclude: administrative services, training and the management of talent and oversight to the restof the organization. Most researchers in the HRM field have conceptualized human resource as acombination of skills, knowledge and the ability of an individual, organizational member (Arney2014, p.23). However, on the other hand, the person’s motivation makes them behave in a certainway. This there indicates a distinction between potential performances, that is, what an individualcan do based on his/her knowledge and skills and the actual performance which is the potentialperformance an individual can exhibit.Literature reviewThere have been opposing views within the strategic HRM literature as far as therelationship between HR practices and sustainable competitive advantage of an organization isconcerned. Some have argued that it is the specific HR practices which create a sustainedcompetitive advantage while others argue that what matters most is the match between thehuman resource practices and the environmental factors. As a result, this essay will try as muchas possible to establish this two arguments validity. This would handle things like the HRM’ssignificance on the organization as well as determine whether the most crucial aspect as far asthe HR is concerned is the relationship and the match with environmental factors (Sparrow,Brewster and Chung 2016, p.102).
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Human Resource Management 3Some of the organization factors considered crucial by HRM include financialinvestments, production element, return, emerging markets, etc. most of the HRM researchershave established arguments that in any given firm, the human resource function is mandatory andcan’t be replaced. Every financial year, the company perform an audit on the performance of keyareas. It is this report that the stakeholders use to determine the position of the firm in both thelocal and the international markets. Furthermore, it determines if the company is making profitsor losses. Hence the HRM will now know what next move to take. However, some researchershave claimed that not every decision made in the organization affects the HR performance(Bartlett and Ghoshal, p.56). For instance, many firms have their cost-cutting ways to maximizeprofits and ensure further growth. If a business performs poorly, the management can decide toget rid of some of the HR function such as training. However, when the situation worsens, someof their employees are retrenched.
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