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    HRM Assignment

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    Durgaa Devi Vijayan
    Human resource management involves professional development of an organization through job analysis, description, recruitment, and other processes. It helps ensure organizational effectiveness and competitive advantage. HRM is important for an organization as it helps rectify employee performance and achieve strategic objectives. However, some organizations reject HRM due to expenses of implementation and lack of adaptability to change. Not practicing HRM can negatively impact organizational performance, cause employee conflicts, and result in inefficient hiring processes. One method to create awareness of HRM importance is educating company leaders and managers on understanding current business needs through movement in organizational policies.

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    HRM Assignment

    Uploaded by

    Durgaa Devi Vijayan
    57 views5 pages
    Human resource management involves professional development of an organization through job analysis, description, recruitment, and other processes. It helps ensure organizational effectiveness and competitive advantage. HRM is important for an organization as it helps rectify employee performance and achieve strategic objectives. However, some organizations reject HRM due to expenses of implementation and lack of adaptability to change. Not practicing HRM can negatively impact organizational performance, cause employee conflicts, and result in inefficient hiring processes. One method to create awareness of HRM importance is educating company leaders and managers on understanding current business needs through movement in organizational policies.

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    Human resource management involves professional development of an organization through job analysis, description, recruitment, and other processes. It helps ensure organizational effectiveness and competitive advantage. HRM is important for an organization as it helps rectify employee performance and achieve strategic objectives. However, some organizations reject HRM due to expenses of implementation and lack of adaptability to change. Not practicing HRM can negatively impact organizational performance, cause employee conflicts, and result in inefficient hiring processes. One method to create awareness of HRM importance is educating company leaders and managers on understanding current business needs through movement in organizational policies.

    Copyright:

    © All Rights Reserved
    Download as DOCX, PDF, TXT or read online from Scribd
    Download as docx, pdf, or txt
    57 views5 pages

    HRM Assignment

    Uploaded by

    Durgaa Devi Vijayan
    Human resource management involves professional development of an organization through job analysis, description, recruitment, and other processes. It helps ensure organizational effectiveness and competitive advantage. HRM is important for an organization as it helps rectify employee performance and achieve strategic objectives. However, some organizations reject HRM due to expenses of implementation and lack of adaptability to change. Not practicing HRM can negatively impact organizational performance, cause employee conflicts, and result in inefficient hiring processes. One method to create awareness of HRM importance is educating company leaders and managers on understanding current business needs through movement in organizational policies.

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    a) Definition of “Human Resource Management” (HRM)

    Human resource management is a task which involves under a professional development of an


    organization. It includes, Job analysis, Job description, recruitment and extra. It’s to ensure the
    effectiveness and efficiencies of the organization to gain its competitive advantage in the market.

    b) Explanation on the importance of HRM in an organization

    Importance of HRM in the organization is its helps to rectify the outcome of the employees’
    performances in the organization and its strategic objectives. Its typically a modern approach to
    in maintaining people at the organization. It’s also help to achieve, retain and find the best people
    for the job position.

    c) Factors why organizations Reject HRM


    I. Expenses
    Human resource management always costs a lot of money. The process in the HRM
    needs to be invested in terms of purchasing inventory or equipment upgrading. It can also
    cost the development of the employees and the organization.

    II. Lack Of Adaptability

    It generally focuses on protocols and plans to standardize the business set by the
    organization. Sometimes, human error in adapting the protocols from the Organisations
    and its tendency to be ineffective on the development of the organization.
    d) THREE (3) NEGATIVE impacts of not practicing HRM in an organization.

    I. Organization Performance affected

    According to [ CITATION Bri961 \l 1033 ] , the organization's performance will be affected if there is
    no proper identification of the protocols of the organization. Organizational performance can be
    challenging because of their various standards including sustainability, profitability, pleasing the
    group, and willingness to deal with environmental changes. Somehow, however, organizational
    performance can be calculated using financial metrics that have generally been thought of as
    conceptualized on paper rather than in practice. on the results obtained is seen as in many other-
    phrasing it is the mix, product variety of stakeholders and non-output measures [ CITATION
    Gov21 \l 1033 ].

    II. Employees Conflict

    A company that lacks human resources may have difficulty developing and maintaining a
    solid relationship with employees. Human resources bridges communication gaps
    between company management and employees and offers employees the opportunity to
    release their frustrations with the company and report wrongdoings. If your company
    does not implement human resources, it must develop a plan to effectively communicate
    and listen to employee concerns

    III. Inefficient in Hiring Process

    HR Professionals is the one who handle the hiring process in the organization and
    identify the needs of the employees. According to [ CITATION Lau19 \l 1033 ] , HR
    management, companies could mishandle this crucial process. This may lead to
    unqualified staff, over- or under-staffing, or hiring employees with an overlooked
    dangerous criminal history.
    e) Suggest ONE (1) method that can be done to create awareness on the importance of HRM
    among ALL companies’ leaders and managers. 
    Methods to create awareness understand current business needs. The understanding of the
    movement of the organization protocols and policies can be derived through the HRM.

    f) Provide explanation why do you it is a good suggestion and will receive positive feedback
    from employers.  Students can support answer with factual case study (Citation is required). 

    According to [ CITATION Ame18 \l 1033 ],

    I. It can help to expands the engagement both with their work and coworkers. Its benefits of
    expanded engagement incorporate comfort with sharing unused thoughts and indicating
    out issues that ought to be addressed it advances the engagement

    II. Positive criticism that adjusts along with your organization’s measures can assist you and
    your colleagues keep up the quality of both behavior and work that your boss anticipates.
    This will assist you be effective in your part and clear the way for raises and promotions.

    III. It creates performance Positive input has the ability to progress certain abilities and
    qualities, indeed in case you're as of now a tall entertainer or in a administration position.
    Moving forward execution can increment efficiency and decipher to picks up both for
    your career and your organization.

    IV. It is cost-effective Developing a strong, positive environment can both increment


    efficiency and decrease whittling down. Together, these include up to fetched investment
    funds as a result of important, steady criticism between colleagues and from bosses to
    coordinate reports.

    Conclusion

    In conclusion, the practice of HRM needs to be integrated with the overall strategy to ensure
    effective use of people and provide better returns to the organizations in terms of profit. HRM
    practice is designed in this way, the firms stand to lose from not utilizing people fully. It’s does
    not bode well for the success of the organization.

    The practice of HRM must be viewed through the prism of overall strategic goals for the
    organization instead of a standalone tint that takes a unit based or a micro approach. The idea
    here is to adopt a holistic perspective towards HRM that ensures that there are no piecemeal
    strategies and the HRM policy enmeshes itself fully with those of the organizational goals.

    For instance, if the training needs of the employees are simply met with perfunctory trainings on
    omnibus topics, the firm stands to lose not only from the time that the employees spend in
    training but also a loss of direction. Hence, the organization that takes its HRM policies seriously
    will ensure that training is based on focused and topical methods.
    References
    Abuhantash, A. (2018). THE IMPACT OF HUMAN RESOURCE MANAGEMENT ON
    AWARENESS EMPLOYEE AND ORGANIZATION CAPABILITY. Research Gate .

    Becker, B. (1996). The Impact of Human Resource Management on Organizational


    Performance: Progress and Prospects. Jstor.

    Govand Anwar, N. N. (2021). The impact of Human resource management practice on


    Organizational performance. International Journal of Engineering , Business and
    Management .

    Teigeler, L. (2019, October 22). Consequences of Poor Human Resource Management.


    Retrieved from The Cristoper Group : https://www.tcgco.com/consequences-of-poor-
    human-resource-management/

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