Relations Theory In Human Resources Management Business Essay Example

performance. A flexible organizational system helps administrations meet challenging objectives in a competitive environment. It is crucial to align HRM policies with business aims while prioritizing both workforce improvement and product maintenance.

Human resources management plays an essential role in the success of an organization. According to research by Patterson et al (1997), effective people management has a significant impact on company performance. The study found that increasing job satisfaction among employees leads to improved administration performance, productivity, and profitability. Practices such as job design and skills development - including selection, initiation, training, and evaluation - are crucial factors influencing performance.The significance of HRM practices surpasses investments in research and development, technological complexity, and competitive strategies when determining a company's success. Consequently, strategic alignment through human resource management plays a crucial role in implementing business strategies and achieving organizational goals. Strategic human resource direction involves utilizing HR strategies and integrating policies and practices to fulfill an organization's objectives through its workforce. This serves as the foundation for strategic evaluations where decisions are made regarding overall HR development based on analyzing the organization's background and current HR practices. Human resource management strategy extends beyond strategic planning; it also entails aligning HR practices with the business strategy to support the organization's goals and vision. Integrating HRM is particularly advantageous when involving HR managers in decision-making related to business strategy. By actively participating at the board level, they can better coordinate the development of HR strategies for recruitment, training, rewards, and employee relations. The integration of HR strategies with business strategies enhances productivity within the company. Human resource management plays a pivotal role in business strategy by enabling the

implementation of aligned HR strategies that support organizational goals. The development of human resource schemes aims to aid in bolstering business strategies.
According to Richardson and Thompson (1999), there are three main approaches to developing HR schemes: the best practice approach, which focuses on implementing advanced HR management practices; the best fit approach, which emphasizes tailoring HR strategies to specific context and business strategy; and the configuration approach, which centers around a unique arrangement of interconnected HR strategies. By effectively combining these approaches, organizations can improve employee performance and overall productivity.

To achieve their objectives, organizations must align their corporate strategy with their human resource strategy. The implementation of a corporate strategy is facilitated by human resource management through its HR strategy. The success of an organization's goals and corporate scheme heavily relies on the effective implementation of an advanced HR strategy by the Human Resource department, providing a competitive advantage over competitors.

Recruitment, retention, and employee development are key processes in implementing the HR strategy that significantly impact the overall corporate strategy. Recruitment involves finding individuals who meet specific organizational demands. Selection plays a crucial role in deciding which candidates should be appointed to particular jobs. The recruitment process consists of four stages: defining job requirements and employment terms and conditions; planning how to meet these requirements;The recruitment process involves attracting potential candidates through various methods such as advertising, e-recruitment agencies, and consultants. Both internal and external applicants are then reviewed and evaluated. In the final stage of the process, candidates are selected through applicant screening, interviews, testing, and assessment. Once qualified individuals are identified, employment is offered to them and references are obtained for preparation of

employment contracts.

It is essential for the recruitment and selection process to be cost-effective while also effectively attracting suitable candidates. This process helps the administration identify qualified individuals for specific positions in order to contribute to the overall goals of the organization.

Furthermore, it is important not only to acquire talented employees but also retain them from leaving for other companies. Retention strategies are implemented by understanding why people leave and taking necessary steps to keep them. By analyzing the effectiveness of talented employees in the overall HR strategy, HR can ensure their retention which leads to increased productivity and achievement of organizational goals.

Training plays a crucial role in the HR strategy as it provides development opportunities for employees. Investing in employees allows them to perform better and make use of their natural abilities.The main goal of training is to improve employee skills and competencies, resulting in better performance. Effective training positively affects individual, team, and overall organizational performance in terms of output, quality, and productivity. It also helps employees adapt to change and provide excellent customer service. This ultimately enhances organizational performance and productivity.

An organization's learning and development strategy ensures that activities in this area support the achievement of organizational goals by enhancing individuals' and teams' knowledge, skills, and capacity. Learning focuses on increasing existing knowledge or skills, while development involves transitioning to a different work state.

According to research conducted by Benabou (1996), there is a correlation between learning and development activities and organizational performance. The study examined how various learning programs impacted business outcomes in 50 Canadian organizations. The research concludes that the return on investment in learning programs is generally very high.

Therefore, implementing learning

programs for employees is an effective HR strategy that improves existing knowledge and skills, leading to better performance and productivity within organizations.The organization's HR strategy for improvement involves deploying and redeploying employees based on their skills. This strategy aims to address poor performance, retain talented individuals, and increase productivity. Underperforming employees are provided with training programs to improve their performance and be redeployed. Retaining qualified employees is a priority as they are crucial for the organization's work. This human resource management approach focuses on effectively deploying and reassigning employees, addressing poor performance, and retaining qualified individuals. According to Pedler et al (1991), continuous learning is essential for an organization to transform itself. Similarly, Senge (1990) emphasizes the significance of a learning organization that continuously expands its capacity to shape its future. Therefore, understanding the importance of continuous learning is foundational for staying ahead of competitors in today's competitive environment.The text emphasizes the importance of knowledge management in creating a learning organization. It states that while a learning organization focuses on applying acquired knowledge within administration, knowledge management is responsible for making knowledge available and transferable within the organization. Both approaches highlight the significance of continuous development for the administration. Self-managed learning plays a role in this by allowing individual employees to acquire knowledge about new developments, technology, generate new ideas, and apply them in their work to improve organizational performance. This leads to the promotion of cognition, skills, and abilities of employees, enhancing the learning administration. Intellectual capital refers to the collection and flow of accessible knowledge within an organization. By developing and maintaining a stock of knowledge and skills through knowledge management, the learning

administration can adapt and compete with rivals in any situation, leading to success. The text also mentions how performance appraisal is a critical component of human resource strategy as it involves discussing past performance as a basis for future planning.The performance analysis involves examining both the what and the why, providing vital data for planning purposes [performance-appraisal]. It helps determine future actions by engaging in comprehensive, open, and honest discussions about achievements, remaining tasks to meet goals, and individual viewpoints on work. Employees receive guidance and support to manage their objectives effectively. Human resource management can create development plans that lead to increased productivity when implemented successfully. Management development aims at improving performance, offering growth opportunities, and facilitating adaptation to new strategies. This results in enhanced performance and effective mobilization of all staff members.

Employee relation processes encompass strategies used by employers to address individuals as well as trade unions. The HR strategy for employee relations defines the organization's goals in managing relationships with employees and trade unions. According to industrial relations services (1994), four approaches exist: adversarial, traditional, partnership, and power sharing.The advantage of the partnership approach to employee relations is that it involves employees in formulating and implementing policies, which in turn motivates them to work effectively. By actively involving employees in decision-making processes on a daily basis and strategically, the administration achieves success. Overall, this approach enhances employee performance and motivation.