Human Resource Management

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Firm performance

Performance can be viewed as organizations effectiveness and achieving organizations objectives. It is considered as one of the key variable in achieving long term competitive advantage. HRM practices can be linked with firm’s performance and by using these practices organization can achieve its objectives. It will also improve the performance of an individual.

Effect of employees training on performance of firm

HRM is known to be the central business concern for all the matters related to politics as well as business. It consists of a system that modifies the working skills and behavior of the employees. The most important role of HRM is training. Training is a system that improves the working of firm by considering the needs of the modern world by increasing work productivity. Previous researches show that training helps an individual to improve his skills and hence work in a better way to contribute the performance of the firm. On the other hand, many experts are in the favor of the opinion that effective training not only helps the employees to improve their knowledge and skills but it is also useful for the better performance of the firm by influencing the individual abilities of the workers. It is also helpful in achieving the goals of the organization.

Boost up the employees and achieve the Excellency

Theories show that people’s behavior can be financial or social. This behavior helps the firm’s employees to get the benefits. These benefits are the part of the arrangement which establishes the relation between employee and employers. It explains the goals of firm and the circumstances under which these goals can be achieved. According to the opinions of the experts these profits and specially bonuses boost up the employees, as a result of this they work harder and harder and help the firm to achieve the Excellency. Bonuses help the employees to achieve the previously set targets, motivate the people to be more productive and increase the performance of the firm. Further researches noted that bounces should be the part of company’s strategy to achieve the required goals.

Role of Information Technology

Information technology has a strong impact on the performance of the firm and it should be considered as a major component in the long term strategy of the firm. Also HR should try to find the new applications in the field of IT and incorporate it into the planning to increase the effectiveness an output of the firm. However some researches show that role of technology is not as effective as some of the firms do not get the desired goal by incorporating technology into their work scheme. So if firm is interested in too much outcome, it should use less technology to reduce the uncertainty.

Appreciate the performance get the result

Appreciating the performance of the employees gives them the potential for their future career and improves the performance of the firm also. Researchers demonstrate the appreciable as a system which evaluates the performance of the workers. It also includes the promotions of the workers to provide the benefit to the employees and get far reaching results in favor of company’s performance. Also there should be merit system for the promotions and this must be reviewed regularly. This merit system sets a criteria for the employees which affect their future performance adversely.

http://ccsenet.org/journal/index.php/ijef/article/view/198/196

- HR of one organization is much differs than that of another. What are the key factors to recognize the diversity of the HRM?

There are no any universal characteristics of HRM. The practice of HRM in one organization differs from that of another. Even it differs from one department to another in the same organization. But there is a universal purpose of HRM I.e to achieve the organizational goals; on the other hand, the general purposes of HRM are multiple. HR professionals may be people oriented or task oriented.

It depends on the organizational strategies or history that whether it wants to make it people oriented or the task oriented. It means basically there are two types of HRM practices.

- Hard HRM

- Soft HRM

Hard HRM

Through this hard version of HRM people are considered as the important resources to be utilized to achieve the organizational goals. This version of HRM focuses on the quantitative and calculative aspects of the workforce. The HR professionals do not undertake the needs of the workforce. Instead they focus on the organizational goals and use them as resources to complete the tasks.

Soft HRM

Soft version of HRM is based on the humanistic approach. They focus on the people's needs and satisfaction to achieve the organizational goals. The founders of soft HRM believe that the productivity of the labor is directly proportional to the job satisfaction. It means that the output of people will be high if they like their coworkers and pleasant supervision given to them. According to Storey (1989), soft HRM involves treating employees as a valuable asset and source of performance.

Hence, soft HRM involves the gaining of employee commitment and belief that the committed and satisfied employees are way to achieve the organizational goals.

Conclusion

It can be concluded from the above two examples and the nature of the different organization that the HRM of one organization is differ than that of another because it depends upon the organizational objectives that weather it wants to make it people oriented or task oriented. But, now a day, each organization is going to adopt the people oriented HRM techniques. Again it is the matter of organization’s culture and environment which makes it different than another.

- At a meeting of trustees the chief executive of a medium-sized charity proposed that a director of human resources should be appointed. Two trustees protested that the term ‘human resources’ implied that employees would just be treated as factors of production not as people. How would you respond?

I will respond to this by explaining the term “Human Resource” to the trustees. Human resource is the personnel of an organization and they are the most important part of any business in terms of their capabilities and knowledge.