Literature Review HRM
Role of Human Resource Function in Improving Business Performance
Table of Contents
1. Introduction 1
2. Discussion 1
3. Literature Review 3
3.1. Technological Advancement 4
3.2. Work-force Diversity 5
3.3. Sustainability and Human Resource Management 6
3.4. Recruitment and Selection 7
3.5. Employee Retention 8
4. Conclusion 9
References 10
Role of Human Resource Function in Improving Business Performance
1. Introduction
Human resource (HR) function is one of the key aspects in every organisation. This function mainly focuses on employee recruitment and management. According to Mossholder, Richardson and Settoon (2011), the HR function also deals with the issues within the organisation which are related to the workers including hiring, training and development, performance management and reward system (p. 35-36). Similarly, Iveta (2012) suggest that HR function is a path that an organisation follows to polish and shape the working attitude of its employees (p. 117). The role of HR in the success of any company is increasing day by day. Human Resource is considered as the main asset for any organisation. The HR function has been changing over the years. Today, every organisation focuses on re-aligning the role of HR in order to best manage and grow their company cost effectively. However, there are so many challenges and issues associated with managing HR, therefore, in order to understand the role of HR function in improving business performance, this research will discuss and critically analyse and evaluate the key issues in contemporary HRM.
2. Discussion
According to Bartel (2004), HRM function of an organisation is responsible for many of its key organisational processes. The main function of HR is to design a formal organisational structure where the different activities of forecourt retailing can be performed by identifying specific employees for those functions and delegating and indicating their responsibility and authority (p. 182-183). A
Table of Contents
1. Introduction 1
2. Discussion 1
3. Literature Review 3
3.1. Technological Advancement 4
3.2. Work-force Diversity 5
3.3. Sustainability and Human Resource Management 6
3.4. Recruitment and Selection 7
3.5. Employee Retention 8
4. Conclusion 9
References 10
Role of Human Resource Function in Improving Business Performance
1. Introduction
Human resource (HR) function is one of the key aspects in every organisation. This function mainly focuses on employee recruitment and management. According to Mossholder, Richardson and Settoon (2011), the HR function also deals with the issues within the organisation which are related to the workers including hiring, training and development, performance management and reward system (p. 35-36). Similarly, Iveta (2012) suggest that HR function is a path that an organisation follows to polish and shape the working attitude of its employees (p. 117). The role of HR in the success of any company is increasing day by day. Human Resource is considered as the main asset for any organisation. The HR function has been changing over the years. Today, every organisation focuses on re-aligning the role of HR in order to best manage and grow their company cost effectively. However, there are so many challenges and issues associated with managing HR, therefore, in order to understand the role of HR function in improving business performance, this research will discuss and critically analyse and evaluate the key issues in contemporary HRM.
2. Discussion
According to Bartel (2004), HRM function of an organisation is responsible for many of its key organisational processes. The main function of HR is to design a formal organisational structure where the different activities of forecourt retailing can be performed by identifying specific employees for those functions and delegating and indicating their responsibility and authority (p. 182-183). A
References: Arthur, D. (2001). The employee recruitment and retention handbook. New York: Amacom, pp. 40-50 Banfield, P Barney, J. B., Ketchen, D. J. and Wright, M. (2011). The future of resource-based theory revitalization or decline?. Journal of Management, 37(5), 1299-1315. Bartel, A. P. (2004). Human resource management and organisational performance: Evidence from retail banking. Industrial and Labour Relations Review, 181-203 Beier, M Compton, R. L., Morrissey, W. J., Nankervis, A. R. and Morrissey, B. (2009).Effective recruitment and selection practices. CCH Australia Limited De Alwis, A Gruman, J. A. and Saks, A. M. (2011). Performance management and employee engagement. Human Resource Management Review, 21(2), 123-136 [Accessed on 2 November 2014] Iveta, G Kapoor, B. (2012). Impact of Globalisation on Human Resource Management, The Journal of International Management Studies, Vol. 6, pp. 1-8. Data retrieved from: http://www.jimsjournal.org/6%20Bhushan%20Kapoor.pdf [Accessed on 2 November 2014] Kayode, O Lapin-Bogda, G. (2004). Diversity and Organisational Change, Annual-San Diego-Pfeiffer and Company. Pp. 187-196. Data retrieved from: http://www.bogda.com/articles/DiversityandOrgChange.pdf. [Accessed on 3 November 2014] McGraw, P