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Human Resource Management Assignment: Effectively Managing People

Question

Task: 1.'In this era of rapidly and constantly changing business environments, best practice approaches to HRM are unrealistic. Human resource specialists should act on the basis that every policy choice in HRM is contingent on the specific competitive strategy of the firm.’ (Anonymous)

Using the best practice and best fit approaches to HRM as the theoretical basis of your analysis, provide a critical evaluation of the statement and its accuracy. or

2. It is not possible for HR Practitioners to have a strategic focus on their organisation's business strategy, while also being concerned with issues like employee well-being and ethics.’ Is this the case? (Note you must use David Ulrich’s conceptualisation of the role of HR professionals as the starting point for your research and provide a reasoned scholarly analysis in your answer)

Answer

Introduction
This human resource management assignment assesses the increase of human resource management practices. The aspect of best fit approach tends to emphasise upon the definite emphasis on ensuring the fact that, the HR strategies are appropriate in nature. The presence of definite HR strategies helps in the accumulation of the definite business processes and strategies that needs to help in the account of people and their organizational practices. Therefore, the human resource management assignment aims at the provision of the best fit approach in carrying out significant management practices and methods.

Critical evaluation of the statement
The human resource management assignment critically evaluates the statement lays in the fact that, it helps in the provision of an insight into the definite ways with the help of which the human resource management practices are essentially carried out by most of the firms. Within the premises of the human resource management perspective, it so happens that, the evidence based approaches associated with human resource management tends to play an important role. On the other hand, it is also important to note that the approaches associated with HR practices are somewhat renowned in nature. Given the context of the changing business environment, it so happens that, most of the firms tend to undertake certain strategic approaches that are characteristically associated within the organizational environment (Paauwe and Boon, 2018). This human resource management assignment identifies business environment that form standard perceives it is important to understand the interrelationship that exists between human resources and business strategy. On the contrary, it is also important to understand the fact that the best fit practice approach helps in the proper demonstration of the specific human resource practices that are associated with the consideration of the fact that, this approach helps in resulting a greater productivity levels and helps in understanding the changes in quality from a business perspective. Hence, the statement critically aims at understanding and locating the best practices that performed should apply in order to gain competitive advantage which will eventually help in the enhancement of the existing business processes that are being carried out by them (Lengnick-Hall et al. 2019).

Approaches to HRM
The first approach on this human resource management assignment refers to as the universalistic approach; it refers to the fact that the best practices in the context of a wide range of major issues that includes training and development as well as recruitment and selection. Hence this approach also state the fact that the notions of employee motivation is equally applicable to each of the strategic interventions of an organisation, which is regardless of the nature of the definite aspects that organisations might have (Malik, 2018). On the other hand, the notions of contingency best-fit approach States the fact that it the integration between the HR policies and that of the organisation policies are a crucial element in carrying out organisational strategy and strategic interventions in a business firm. This approach disagrees with the present of the universal perceptions associated with HR issues; it represents the fact that the HR issues and its presence is inevitable- what is important is to look after the ways to mitigate these issues in an effective manner. The configuration approach of HRM tends to emphasize upon the need for the HR practices that are considered to be contingent within the organisational circumstances. This best fit approach on this human resource management assignment also emphasizes on the need for an internal or a horizontal fit practice approach. However, it can be stated that the configuration approach to HRM helps in the recognition of the validation of best practices that accepts the significance of adjusting HR policies with that of overall organisational objectives. Hence, from this point of view it can be stated that, the presence of these approaches help in understanding the notions of Human Resource Management effectively and helps in providing an insight into the business strategies that brings competitive advantage to most of the organisations (Petrovic et al. 2018).

HRM in a changing business environment
The changing perceptions of customers and the change in their needs and requirements regarding a definite product or service is the major reason behind the change in the business environment (Sokolov and Zavyalova, 2018). The first and foremost factor on this human resource management assignment can be attributed to workforce diversity; it refers to the fact that the workforce will be characterized by diversity that helps in carrying out the business activities in a perfect manner. On the other hand, with the change in economic and technological perspective the present of Human Resource Management not only games intensity but also undergoes through a change process that either facilitates the business activities or brings devastation upon the firm. however it cannot be totally the night that with the initiation of an organisational restructuring the existing business activities also go through a change which eventually affects the HRM processes that are being carried out by the very organisation (Shin et al. 2018). HRM in a changing business environment The changing perceptions of customers and the change in their needs and requirements regarding a definite product or service is the major reason behind the change in the business environment (Sokolov and Zavyalova, 2018). The first and foremost factor on this human resource management assignment can be attributed to workforce diversity; it refers to the fact that the workforce will be characterized by diversity that helps in carrying out the business activities in a perfect manner. On the other hand, with the change in economic and technological perspective the present of Human Resource Management not only games intensity but also undergoes through a change process that either facilitates the business activities or brings devastation upon the firm. however it cannot be totally the night that with the initiation of an organisational restructuring the existing business activities also go through a change which eventually affects the HRM processes that are being carried out by the very organisation (Shin et al. 2018).

Practice approaches to HRM
In the context of this human resource management assignment, it can be stated that there are where did practice approaches that are carried out by the organisations. This practice approaches help in the manifestation of the organisational policies towards the growth and development of business activities (Bartram et al. 2019). Hence, the following factors approaches are the most effective approaches that are often carried out in the Human Resource Department of most of the organisations:

  • Selective hiring by hiring the right people for the job role and responsibility, which enables the organisation to be able to bring the employees that are capable of adding value to the human resource management procedures and will be compatible with their area of expertise. It will result in the facilitation of a proper notion of business process and procedure.
  • Self managed and effective teams, where the notions of teamwork tend to play an important role and the presence of high performance team plays a crucial role towards the achievement of success.
  • Incorporation of a quality enhancement strategy would help in making the best effort towards venturing to select good staff and place that emphasises on training. It also helps in the provision of adequacy in job security (Burbach, 2018).

It is to be noted that, the best fit approach in the context of HRM helps in understanding certain detailed areas, which require a broader understanding of the strategic approaches to HRM. With the help of understanding the best fit and competitive strategy discussed on the human resource management assignment, it becomes easy and convenient to be able to identify the definite HR policies that are compatible in accordance with the necessary tenets of the HRM scenario. It helps in the association of definite HR practices and strategies that help in adopting the best fit competitive strategies in an effective manner (Swart et al. 2019).

Competitive strategies

Role behaviour of employees

HR policies

Low cost provision

Short term focus

Concern towards quality of products and services

High concern towards quality of output

Low risk-taking activity (Hermans, 2018)

Fixed and clear job descriptions towards ambiguity (Gill, 2018)

Orientation of sg#short-term results towards performance appraisals

Significant levels of providing employee training as well as development

Focus

Considered a long-term focus

High levels of interdependent behaviour and cooperation

 High tolerance level towards unpredictability and ambiguity

 

Definite jobs that tend to require coordination and that of interaction

Job roles and responsibilities that help in allowing employees towards development of skills

Compensation systems that tends to emphasise upon internal equity (Taipal and Lindström, 2018)


Accuracy of the practice approach of HRM
By linking the definite HR policies with that of organisational performance, it helps in improving the measures that have been taken to enhance business perspectives and also helps in measuring the financial investments and the costs that are associated with change in performance of the employees of a definite organisation. After carrying out an extensive evaluation on the human resource management assignment, it is important to understand the accuracy that the practice approach tends to provide (Sivapragasam and Raya, 2018). The best fit approaches tend to emphasize upon the fact that it universally supports the companies towards reaching a definite competitive advantage which is characteristically regardless of any particular organisational industry or setting. The best fit approach helps in employing a closer interconnection between the practices of Human Resource Management and organisational performance that is often involved with high commitment management. The best practice approach of HRM helps in recognising the higher levels of quality along with productivity and low rates of wastage within the organisational premises. These approaches discussed on the human resource management assignment manifest the definite ways with the help of which the organisation can carry out their business activities in an effective manner (Uysal, 2018).

Conclusion
In the light of the above analytical statement and perspective, there are certain definite perspectives that need to be taken into account. It is to be noted that, the notions of human resource management within the premises of the organisation helps in the initiation of particular needs and requirements that the firms tend to perceive. Hence, the human resource management assignment concludes that the presence of the best fit approaches to HRM helps in the provision of an insight into the definite competitive advantages that the organisation perceives effectively.

Reference List
Bartram, T., Cavanagh, J., Meacham, H. and Pariona?Cabrera, P., 2019. Re?calibrating HRM to improve the work experiences for workers with intellectual disability. Asia Pacific Journal of Human Resources. human resource management assignment

Burbach, R., 2018. Strategic evaluation of e-HRM. In e-HRM(pp. 235-249). Routledge. Lengnick-Hall, M.L., Lengnick-Hall, C.A. and McIver, D., 2019. 2 Strategic management approach to technology-enabled HRM. e-HRM: Digital Approaches, Directions & Applications. Malik, A., 2018. Strategic HRM & ER: Best-Practice Versus Best Fit. In Strategic Human Resource Management and Employment Relations (pp. 23-34). Springer, Singapore.

Paauwe, J. and Boon, C., 2018. Strategic HRM: A critical review. In Human Resource Management (pp. 49-73). Routledge.

Petrovic, J., Saridakis, G. and Johnstone, S., 2018. An integrative approach to HRM–firm performance relationship: a missing link to corporate governance. Corporate Governance: The international journal of business in society, 18(2), pp.331-352.

Shin, S.J., Jeong, I. and Bae, J., 2018. Do high-involvement HRM practices matter for worker creativity? A cross-level approach. The International Journal of Human Resource Management, 29(2), pp.260-285.

Sivapragasam, P. and Raya, R.P., 2018. HRM and employee engagement link: Mediating role of employee well-being. Global Business Review, 19(1), pp.147-161. Sokolov, D. and Zavyalova, E., 2018. Knowledge management strategies, HRM practices and intellectual capital in knowledge-intensive firms.

Swart, J., Turner, N., Van Rossenberg, Y. and Kinnie, N., 2019. Who does what in enabling ambidexterity? Individual actions and HRM practices. The International Journal of Human Resource Management, human resource management assignment 30(4), pp.508-535.

Uysal, G., 2019, April. 3rd Definition of Strategic Human Resource Management: HR Systems Approach. In Uysal, Gurhan (2019). 3rd Definition of SHRM: HR Systems Approach. 6th ASOS Congress, Alaaddin Keykubat University, Turkey, April.

Hermans, M., 2018. 23. Comparative HRM research in South America: a call for comparative institutional approaches. Handbook of Research on Comparative Human Resource Management, p.427.

Taipale, T. and Lindström, S., 2018. Engaged in teaching HRM: The quest for critical and reflective practice. ephemera: theory & politics in organization, 18(2).

Gill, C., 2018. Don't know, don't care: An exploration of evidence based knowledge and practice in human resource management. Human resource management Review, human resource management assignment 28(2), pp.103-115.


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