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hrm essay:人力资源管理的最佳配合和最佳实践

时间:2015-10-31 09:07来源:www.szdhsjt.com 作者:留学作业网 点击:
本文主要阐述了人力资源管理在一个组织中的重要性,面对着不断激烈的劳动力市场,人力资源的管理显得十分重要,为了使组织更好的生存和发展,必须要让人力资源最佳配合和最佳实践。

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hrm essay:人力资源管理的最佳配合和最佳实践
Best fit and best practice in hrm
 
今天,许多组织都面临着日益激烈的竞争和不断变化的环境所示的各种劳动力市场,放松管制,全球化,信息技术,不间断的劳动力市场之间的其他因素。一家公司通过降低运营成本,创造新的工艺和产品,提高产品质量,提高生产率,提高生产速度,来改善公司的经营业绩。因此,组织必须以其劳动力的能力为中心。如果一个公司有效地管理人力资源,它将能够产生和增强承诺,协同和动机,将持续自己的竞争优势。研究表明,人力资源管理是一个组织用来塑造它的员工的行为和态度的途径之一。
人力资源管理实践形成论坛,确保员工参与组织的活动,努力实现自己的目标。一个组织管理它的人力资源机构的方式,将是管理雇主和雇员之间的关系的条件和基调。定义人力资源管理(人力资源管理)的做法有很多种方法。Bowman & Swart(2007)将它看做组织活动中的管理人力资源池,并确保他们对组织目标的实现。它也被看作是组织内部的政策和做法一致制定和实施后,他们将保证组织的人力资本促进其业务目标的实现。人力资源管理实践的定义可能会有所不同,但这一切都是组织和管理在一个组织中的人的权力。
 
Today, many organizations are facing an increasingly competitive and hastily changing environment illustrated by various labor market, deregulation, globalization, improved information technologies, uninterrupted labor markets among other factors. For success in its operations, a company/firm should improve its performance through reduction of its operation costs, creation of new processes and products, increasing quality, productivity and speed market. Consequently, organizations have to center on their workforce's capabilities. If a firm manages its human resources effectively, it will be able to generate and enhance commitment, synergy and motivation that will to a sustained competitive advantage. Studies have shown that human resource management is one of the avenues that an organization can use to shape her employees behavior and attitude.
 
Human resource management practices form forums that ensure employees get highly involved in the activities of the organization and work hard to achieve her goals. The manner in which an organization manages her human resource institutes the conditions and tone that will govern the relationship between employers and employees. There are many ways of defining human resource management (HRM) practices. Bowman & Swart (2007) looks at it as organizational activities directed at managing the pool of human resources and ensuring that they are directed towards fulfilling the goals of the organization. It has also been looked at as a set of internally consistent policies and practices that are developed and upon implementation, they will guarantee that the human capital of an organization add to the achievement of its business objectives. The approach to definition of human resource management practices may vary slightly but the bottom line of it all is organizing and managing the man power in an organization.
 
The connections between a firm's performance and its human resource management practices are based on two approaches namely best fit (contingency) and best practice (universal) approaches. In best practice, a set of HRM practices are argued to be associated with improved firm performance in all types of organization and by allusion for al types of employees (Nahapiet & Ghoshal, 1998). Conversely, the best fit approach argues that performance of a firm is maximized if the human resources policies are constant with the firm's business strategies. Both the best fit and the best practice have an assumption that human resource policies take on will be implemented and as projected and have the same consequence on all employees that work in the firm. Researches on human resource management however show that that there is no consensus on which human resource management approach is looked at as suitable.
 
Notwithstanding the inconsistence in both the best fit and best practice approaches, there is a momentous effect of human resource management practices on attitudes and behavior of employees based on the idea of social change. Studies reveal that employees of an organization infer organizational actions like human resource practices as indicators of how much an organization is committed to their welfare (Abraham et al., 2001). In response, the employees counter this gesture through improving their obligation to the organization. Particularly if the human resource practices of the an organization are professed as supportive, the employees will take it as their employer being committed to them through concern and high level of care , consequently they will work hard to and get very much engaged in the organization expressing their enthusiasm in hard work to achieve the goals of the organization.
 
管理-MANAGEMENT 
 
The concepts of best fit and best practice are applied in strategic human resource management to the particular policy section of reward structures. Each of the approaches endeavors to explain the manner in which human resource policies generally and reward policies particularly can lead to better organizational efficiency (Zupan & Kaše, 2007). Organizations can wok within the framework both the best fit and best practice. I agree with the best fit that suggests that a close alignment between organizational strategy and different systems that it employs like the rewards will go along way in improving the efficiency of the organization. The idea that pay should be linked strategy is not new but it got momentum from scholars in the 1990 talking about its merits as the “new pay”. It is evident tat all organizational systems have to start with a business strategy to achieve the goals it has set, failure to which it may face difficulties to carry on its operations. This is because the strategy will clarify what the organization wants to achieve over a specified period of time. It will also set the conditions on the manner in which the organization will behave to achieve them; this means that the organization sets cope of standards on the way it is run (Boxall & Purcell, 2008). Additionally
 
the strategy will express the types of performance and the levels of performance it wants to employ to run in a organized and effective way. This is as a result of business strategy, organizational behavior and diving individuals being the benchmark for the reward strategy development. The contingent nature of a reward system should not be looked at as a set of compensation practices at all. Nonetheless, it should be treated as one way of thinking about role of a reward system in a complex organization setting. This goes against an assumption that is often made to mean that certain best practices have to be incorporated into an organization's
 
支付方式-approach to pay (Simons, 2002)
 
Having looked at best fit, the attention now is on best practice. This premise has been popular in human resource management over the last decade. Studies show that this model otherwise known as high commitment was initially stimulated by work of some United States of America academics, although it was recently developed by those in Britain (Kaše et al., 2009). Although both the models of best fit and best practice are assumed to be complimentary, the later is arguably seen as not having an element of discussion on the organizations strategy at all. Its fundamental benchmark is that all organizations who adopt the best practice strategy will attract super human resources, competencies and talent. According to the views of its proponents, the super human resources available has an effect of influencing the strategy that an organization adopts hence acting as the source of its viable advantage. Consequently for this approach, the organization's policy precedes its strategy.
 
Coff (1997) asserts that there are mutually compatible bundles of human resource policies that sustain high standards of motivation of employees and also their commitment that has a positive impact on the performance of the organization. This is the approach that advocates of best practice say it stands for. However, there is no common ground on which these practices are, on a general scale they are composed of: extensive training, selective hiring, and structure to encourage employee's participation, employment security and pay policies which lead in relation to industry competitors (Lengnick-Hall & Lengnick-Hall, 2003). There is apparent point of disagreement between in the sector of pay linked to performance appraisal. Researchers have criticized merit pay in a number of ways as: there is subjectivity and unpredictability that reward political skills instead of performance, there is no concern for performance of the organization, it encourages short term focus, there is an emphasis on the individual success that undermines teamwork and lastly there is a tendency of such like a system to create fear at work place.
 
Those who support either side of the human resource management approaches argue that both approaches, hest fit and best practice, will help an organization to achieve its goals and objectives. There are several ways that an organization employs when it comes to organizing its human resources that will help it achieve what it was set up for. The methods of achieving the objectives are: attracting and retaining employees, motivating the performance of employees, promotion of skills and culture in an organization, contribution to corporate culture of an organization among other things There are differences in which the two approaches handle attracting and retaining employees. The capability of an organization's reward systems in attracting and retaining its employees is of cardinal concern to many organizations (Cullinane & Dundon, 2006). During economic expansions, times when the labor markets are tight and organizations are struggling to fill vacancies at the same time trying very to hold on to hold on to their qualified employees, this becomes a very crucial issue. This also happens during recessions as organizations sometimes become keen on getting the services of qualified employees.


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