What Is HRM, And Does It Matters HR And Organization's Performance Essay

What Is HRM, And Does It Matters HR And Organizations Performance - Essay ExampleBroadly, human resource vigilance is referred as a rational and strategic approach for managing a firms most valuable asset. This valued asset is employees who contribute to the formation in an individual and joint manner in order to reach its strategic goals( Armstrong, 2006, p.5).According to Storey (1989) HRM can be defined as a set of interrelated policies with an ideological and philosophic underpinning(cited in Armstrong, 2006, p.5).Storey(1989) highlights four aspects that constitute significant version of HRM, it includes a specific collection of beliefs and assumptions a strategic drive for informed decisions about people and concern line managers central involvement and dependence on a set of levers for shaping employment relationship(cited in Armstrong, 2006, p.5).).Storey(1989) highlights four aspects that constitute significant version of HRM, it includes a specific collection of belief s and assumptions a strategic drive for informed decisions about people and management line managers central involvement and dependence on a set of levers for shaping employment relationship(cited in Armstrong, 2006, p.5).... HRM deals with the achieving objectives in areas that include organizational effectiveness, human capital management, knowledge management, reward management, employee relation, meeting diverse needs, and filling the happy chance between rhetoric and reality (Armstrong, 2006, p.11). HR matters as it has influence on diverse areas of organizations capital punishment. According to Purcell et al. (2003), HR can lead and contribute to the development and implementation of high performance work practices. In particular, the practices linked with job work and design, flexibility, resourcing and talent management, reward, employee development, and employee representation. It contributes to the process of formulation and incorporation of clear vision and values of o rganization development of positive psychological association and means of increased motivation and commitment creation of a perfect workplace support and guidance to managers for the nidation or HR policies and procedures and effective change management. HR and Organizations performance HRM practice is based on the assumption that employees are key resource, and overall organizational performance is largely dependent on them. Therefore, appropriate HR policies and policies and their effective implementation can make substantial improvements in organizations performance. Several HR commentators identified the life-or-death need to establish that there exist an evident and positive association between HRM practices and organizational performance. It is not sufficient to prove that HR is a nifty thing, but the initiatives that ensure its effectiveness. It is the black box exists between intentions and outcomes as