Zambia Catholic University. Faculty of Business, Management and Finance. Department of Business Administration.
FAMILY NAME: MWENDELA Student ID No: 100001 EVD Due Day: Assignment: 09-04-2013 HRM Essay
GIVEN NAME: DAIMON Course Code: Lecturer: No. of pages: BBA 250 Mr J.B Masiye 06
Essay Title: Discuss the view that effective Human Resources Management policies and practices can contribute to positive organizational performance
Introduction The Human Resources of an organization consist of all people who perform its activities. For the purpose of this essay, it is important to deﬁne further what human resource management is and what it is used for and to establish how it effectively contribute to the positive performance of an organization. "Human resource management (HRM) is concerned with the personnel policies and managerial practices and systems that inﬂuence the workforce. In broader terms, all decisions that affect the workforce of the organization concern the HRM function." (Bernadin,H.J.2007). Furthermore, (Armstrong.2006:4) deﬁned it as a strategic and coherent approach of an organization's most valued assets-the people working there, who individually and collectively contribute to the achievements of the objectives of the business. The term Human resource management is therefore also widely known as "Personnel Management" as a description of the process of managing people in organizations. In a constantly changing world, which requires ﬂexible responses, with strong competition from nearly every continent, due to increased globalization, it is important for organizations to have some kind of competitive edge. Especially in the service industry, but more generally spoken throughout every industry, the human capital is the most contributing factor to being competitive and making a difference between customer satisfaction and general positive organizational performance. Main functions of HRM The main functions of HRM (Human Resource Management) are to employ people, to develop their resources and to maintain and compensate their services for the organization. Other HRM functions and activities are falling under the following categories; First the organization design the business strategy then it feeds into the HR strategy, which in return leads to positive HR outcomes that helps employee acquire HRM capability that involves interactions between people, technology and the tasks to be performed in context with the organizations objectives, goals and strategic plan (e.g. job design, team building, restructuring etc.). Furthermore, the stafﬁng, which involves recruitment, employee orientation, selection, promotion and termination processes and the positive performance management including individual assessments, improving and measuring work performance. HRM is also concerned with employee and organizational development programs to maintain and improve employee skills as well as reward systems, beneﬁts and compliance available for
staff (Bernadin,H.J., 2007). Each and many more of these HRM functions as illustrated below ﬁgure1 inﬂuences simultaneously how the organization beneﬁts from HRM polices and practice to boost positive performance for the organization.
Policies and practices that contribute to positive organizational performance HRM can inﬂuence organizational performance beforehand through hiring highly qualiﬁed, educated and/or skilled people, which bring all the required and desired characteristics with them to enhance organizational performance through effective work performance delivered through optimized work processes. Employees can be hired through sophisticated selection procedures designed to screen out the best prospective employees. Additionally, it would be a cut above, to hire multi skilled staff, which is able to cover other staff in cases of sickness, maternity leave and so on. As a practical example, one could name Airtel Zambia, which has a...
References: List: Armstrong, M. (2006). A Handbook of Human Resource Management Practice. Ed. 10. London: Kogan Page. Airtel(Source:http://www.africa.airtel.com/wps/wcm/connect/africaairtel/zambia/ home/careers/how_to_apply/(accessed 01.04.2013)
Bernadin, H.J. (2007) Human Resource Management, 4th Ed.,Chapter 1. Berkshire: Mc Graw Hill. Delaney, J.T., Huselid, M.A. (1996) The Impact of Human Resource Practices on Perceptions of Organisational Performance. Academy of Management Journal. Vol. 36, Nr.4., pp. 949-969. HRM Guide (5th August 2006) Human Resource Development: E-Learning reenforces staff loyalty at Hilton. See: http://www.hrmguide.com/hrd/hiltonuniversity.htm. (Accessed 02.04.13) Huselid, M.A. (1995) The Impact of Human Resource Management Practices on Turnover, Productivity and Corporate Financial Performance. Academy of Management Journal. Vol.38, Nr.3, pp. 635-872. Ichniowski, C., Shaw, K., Prennushi, G. (1994) The effects of HRM practices on productivity. Working Paper. New York: Columbia University. Society for Human Resource Management. (1998). SHRM survey explores the best in diversity practices. Fortune 500 ﬁrms outpace the competition with greater commitment to diversity. The Society for Human Resource Management (SHRM). Available on the World Wide Web at http://www.shrm.org/press/releases/ 980803.htm. (Accessed 02.04.13) Stem, K.(December 2006) Creating a work climate that motivates staff and improves performance. Managers Who Lead: A Handbook for Improving Health Services Global Health Technical Briefs. US Agency for International Development through the Management and Leadership Program. Chapter 3, award number HRN-A-00-00-00014-00. See http://www.msh.org/resources/publications/ LandM_handbook.html. (Accessed 02.04.13) (Chenzira Visagie 2013) Technologybanker Southern Africa Correspondent (http://www.technologybanker.com/mobile/rural-expansion-increases-airtelzambias-subscriber-base#.UVqZ5r-lo20) (Assessed 05.04.13)
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