How HR Management Can Contribute To High Performance? - Research Paper

Introduction

The human resource management refers to the organization systems and processes that are aimed at managing organization employees. The human resources play a significant role towards organization management by maintaining organization staffing activities, employee compensation, benefits and promotion decisions, and scheduling organization activities. A good organization human resource management plays a significant role towards an organization performance by managing an organization human resources. The human resources department is designed to ensure that an organization has reliable human resources at all-time which ensures delivery of quality services. The management of the human resources ensures that an organization can recruit required skills and talents and ensure that it can be able to retain its employees. Human resources management ensures an organization operation efficiency which plays a significant role towards an organization performance. Organizations operate in dynamic environments where needs and operations approach is changing with time (Byremo, 2015). The human resources management has the responsibility of establishing the changes in an organization environment and preparing an organization human resources through training and hiring new employees to meet an organization labor needs.

Is your time best spent reading someone else’s essay? Get a 100% original essay FROM A CERTIFIED WRITER!

Save 25%

The human resource management department is responsible for the management of the employee's welfare of the employees as well as other essential activities such as employee's performance reviews. Employee management is key to the performance of any organization. The human resource manager is responsible for the coordination of the human resources issues as well as the creation of work schedules which determine the overall organization output. Failure to effectively delegate the human resources issues can lead to human resources malfunction which affects the overall productivity of an organization. Human resources management ethics promotes an organization labor cohesion and proper conduct of the employees which encourages organization discipline. Most of the times the employee's supervisors are faced with ethical decisions that significantly affect the image of the organization as a whole as well as the human resources managers. In this case, a lack of moral conduct and ethical principles led to the sacking of an employee's whereas other employees with similar mistakes are protected. Ethical human resources requirements hold that human resources managers should uphold equality and be justified in making an organization decision. Most human resources management decisions should achieve employee equality and justice as well as professionalism. This essay will create a blueprint on how the human resources management can contribute towards an organization performance (Hamid, Maheen, Cheem, & Yaseen, 2017). An organization should be able to create a resourceful human resource management department which streamlines organization labor issues and ensures that all activities are carried out according to the organization schedule.

Human Resources Functions that Affects Organization Performance

Recruitment

The human resources management has the responsibility of recruiting an organization employees which play a significant role towards an organization functions. The recruitment process refers to the organization process of attracting, selecting and hiring suitable candidates to join the organization teams. The recruitment of an organization human resources ensures that an organization has access to all the necessary employees to carry out the organization activities. The skills of the employees play a significant role towards an organization performance and quality of products and services. As such, it is important for the human resources management to be able to attract and recruit skilled employees which can determine the organization performance. Regular recruitment ensures that an organization has a sufficient supply of skilled employees who can meet the organization skills needs.

The recruitment function of the human resources management plays a significant role towards the overall organization performance by ensuring that an organization has access to qualified and innovative employees who can push the organization goals. Innovation is a source of organization competitive advantage by ensuring that an organization can create new products for the market. The recruitment function ensures that an organization remains innovative and also the employees can be able to contribute new ideas to the organization which can improve the organization performance and sustainability of the competitive advantage. Apart from innovation, the human resource department assesses organization activities and their skills needs which are integrated into the recruitment process to ensure that the selected employees are in alignment with the organization skills needs. Through recruitment, the human resources department can have a significant impact on the overall organization performance. The human resources department is created to ensure that an organization can meet its performance goals (Lambooij, Sanders, Koster, & Zwiers, 2006). Therefore, every organization should actively involve the human resources department to ensure that the employees hiring process is in alignment with the organization goals.

Employee Training and Development

The human resources department contribution to the organization performance is depicted in the performance of the employees in the organization. The human resources management is tasked with the responsibility of equipping the employees with the necessary skills to prepare them for their roles in the organization (Yarrow, 2017). The human resources continuously review the skills needs and different activities within an organization to establish training programs to improve the employee's performance and to ensure that they are in line with the organization goals (Khan et al., 2011). Without continuous training and development programs, an organization can lose its competitive advantage which is important for an organization continued performance and market leadership.

Training and development ensure the sustainable and continued provision of the employees with the necessary skills to carry out organization tasks more effectively. The human resources management therefore through employee training and development can contribute towards performance improvement of the employees. As the marketplace becomes more competitive and crowded, organizations that can create an effective human resources department can prevail by preparing the employees for the market challenges. Organizations should continuously offer employee education and development to ensure that the employees are aware of the trending practices in the business environment. For instance, for an organization to be able to successfully introduce a new technology or creation of a new product the human resources department should be able to effortlessly and continuously offer the employees with new technical skills which makes the technology adoption process easier (Khan et al., 2011). Failure by an organization to create continuous training and development programs of the employees, an organization performance can be affected by abruptly adopting new technology without prior preparation of the employees.

The human resources department ensures that the employees have the necessary skills and knowledge to perform their organization roles. Training and development is the avenue through which an organization ensures continuity by equipping the employees with the abilities to successfully and professionally accomplish their tasks. Employee's skills as mentioned earlier on require to be continuously upgraded as the business operating environment continues to change. Therefore, for an organization to be able to meet the current and the future skills needs the human resources management should be able to develop a training and development framework that places the organization strategic interests first. Employee's weaknesses can be a drag towards an organization success. As such, the human resources through its training and development function can create avenues through which it can eliminate employee's weaknesses through training and development. Employees training and development also functions as an avenue for continuous development which is necessary for any organization success by increasing the employee's satisfaction which increases productivity. Lastly, the human resources management can increase a corporate organization image and attract high trained and talented employees to an organization through the use of its training and development program which further increases an organization innovation and access to better product and service decisions (Khan et al., 2011).

Compensation and Benefits Management

Compensation and benefits are very important performance factors under the human resources management. Compensation strategies influence the employee's engagement in an organization which has a direct impact on the employee's performance. The human resources through the compensation and benefits management can positively or negatively contribute towards the organization performance depending on the compensation and benefits that an organization undertakes (Byremo, 2015). There are different compensation and benefits strategies that the human resources can choose from to make the organization employees more engaged. The employment relationship between an organization and the employees especially the for-profit organizations is an exchange process. The employees give their efforts through their labor to produce organization goods and services, and the organization compensates them for their contribution towards revenue creation (Obasan, 2012). As such, it is important for the human resources management to compensate the employees well for being able to retain productive employees who can contribute towards an organization production and market leadership sustenance.

Although different organizations have different approaches to deciding the organization compensation and benefits the most common and effective regarding increasing an organization performance is the performance-based compensation, benefits and rewards approach. This approach ensures that an organization and the employees are in alignment in that the employees have to work hard and contribute positively towards an organization to get compensation. Tying compensation with performance can enable an organization to motivate the employees using high benefits and compensation (Obasan, 2012). Through a good compensation approach, an organization can be able to attract, retain and motivate employees to increase organizational productivity. When an organization fails to create a satisfying compensation and benefits program the organization faces significant turnover as many employees leave the organization for the organizations that can offer higher remunerations. Therefore, the continuity and sustainability of an organization performance solely depend on the compensation and benefits policies that the human resources management adopts in an organization (Obasan, 2012). As it goes, a happy employee keeps the employer happy due to their aligned goals and efforts of the employees to continue getting the benefits that the organization offers if they remain productive.

Ethical Leadership and Policies

Ethics play a significant role in determining the employee behaviors which could have a significant impact on the performance of the employees and the entire organization. As such, the human resources management has the responsibility of developing p...