Arguments for the role of HRM in an organization
Authors present different arguments for the role of HRM in organization. One argument revolves around the distinction between the best and the so-called best practice. Another argument is related to the differentiation of HRM towards specific groups of employees. The third argument revolves around a clear distinction present between intended HR practices that are designed at the strategic level, actual HR practices that are implemented by line managers, and perceived HR practices that employees of the organization perceive.
There are several factors that needs to be learned and understood in HRM studies and students find it difficult to analyse how to understand this diversified concept and implement these in the online assignment writing process or writing essay or dissertation. Students get assignments, essays, dissertations, report writing tasks from their colleges and universities related to HRM topic, and need to do extensive research and analysis of the practical aspects and thus find it difficult to analyse and write such assignments and dissertations. So, they seek help of assignment helpers to assist them in completing their work and help them to gain good grades.
The four major assignment practices which were assigned to students revolving around most of the strategic HRM programmes of HR department are recruitment and selection assignment help, training and development assignment help, performance appraisal assignment help and management assignment help, and contingent pay and reward schemes assignment help. These practices not only reflect the primary objectives of the majority of programmes in HRM, but they also represent the combination of practices that are in correspondence to the so-called High Performance Work Systems. They are also parallel to some of crucial practices generally associated with AMO (Ability-Motivation-Opportunity) theory. Thus, a relationship exists between way of implementing HRM and exploring the link between HRM and performance.
Critical analysis on the link between HRM practices and organisational performance, implied in the high performance label
In the context of understanding HRM-performance linkage, two different approaches exist for confirming the significance and role of human resources and its management on creating an influence on organizational value. The first approach reflects the existence of a direct relationship between HRM practices and high-level organizational performance. The second approach stresses on indirect relationship between HRM practices and high-level organizational performance.
As per the Guest (1997) model, the expectancy theory of motivation is one of the possible bases for development of a rationale between the links of HR-Performance. It proposes that at the individual level, performance is dependent on holding necessary skills, high level of motivation, and an appropriate understanding of the role. The proposal is a motive to select such HRM practices that can encourage role structure, motivation, and skills. Only these HRM practices influence HRM outcomes, which consequently results in financial outcomes.
As identified in the research by Savaneviciene and Stankeviciute (2010), Becker et al model (1997) links mediating variables, such as motivation, employee’s skills and job design to HR related outcomes such as creativity and productivity. These outcomes lead to distal outcomes such as improved operations, performance, profits and growth. Purcell et al (2003) gave people-performance framework that focuses on abilities of employees, motivations, and opportunities for participation. Wright and Nishi (2006) model includes intended HR practices, perceived HR practices, and reactions and performance of employees.
Savaneviciene and Stankeviciute (2010) identify a similarity among all these models by stating a common basis of all models in a linear causal process. Earliest models only proposed a fit between strategy of the firm and HR practices in a generic outcome named performance of the firm. The four models added a layer of complexity to every variables leading to HR outcomes and distal outcomes.
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Branches of Human Resource Management (HRM)
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