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The Role Of HRM Towards The Changing Perception

Human being tends to live in a society and they merely can work in isolation. Every child started acquiring knowledge and primary lessons about their behavioral aspects and how they will behave with others. And these terms of learning and knowledge help in managing relations with co-workers in the workplace. In a rapidly and fast-paced workforce environment where sustaining in a competitive advantage is essential to succeed, establishing measures to maintain employee well-being is becoming particularly crucial to a variety of stakeholders, both at work and outside of it. Well-being is vital in the workplace not just for individual workers in terms of managing their own health, but also for managers and leaders since there is evidence that low well-being at work can have negative consequences on efficiency and overall performance. The prime concept behind Human Resource Management is evolving around the fact to control and conduct relations in the workplace. The main purpose of the essay is to analyze the role of Human Resource Management in changing the perception in the workplace. The concept of HRM strategies has been taken into consideration in the workplace since the mid of 1980 (Singh SK et al. 2021). HRM strategies can be considered as the multidisciplinary subject accumulated different ideas gathered from different fields like management, economics, psychology, and sociology. Every organization has mainly 3 perspectives such as people, process, and organizational structure. The main focus of the effective HRM process is to increase the productivity of the employees and achieve the optimum level of organization goals while achieving the individual targets. In today's changing world where organizations are facing high competition in the market, the duties of the HR department are also a rising point as this is the responsibility of HR to uphold the employee caliber to achieve the organizational objectives.

Personnel and employers alike face new hurdles as stakeholders struggle to manage the emergence of new technology in the context of a dynamic business climate, while organisations strive to remain viable and keep employees healthy and functioning well. HRM can be considered as the managerial activities of managing the workforce in the organization. The effort of the HRM department is to analyze the needs of the organization and acquire appropriate skills as per need. The prime focus of the HRM is to hire, allocate and manage the employees of the organization. The workforce of the organization is the main asset of the organization. In this context, the HRM is primarily responsible for managing the workforce and also maintaining the working policies and the working relationship within the organizational employees. Organizations are using several technologies in the field and thus a new terminology has evolved named Human Capital Management (HCM). It is a kind of software used by large and medium-sized organizations to regulate their HR functions in the organization. Human Resource Management can reshape the management so that the organization can effectively handle its manpower and retain them to attain the mission and vision of the organization. According to Frederick Taylor, there are two dimensions to increase employee efficiency and that are firstly from the organizational side and another one is the employee side. Frederick Taylor emphasizes the HRM process to enhance employee effectiveness (Uysal 2019). The theoretical approach of the HRM process has been determined between 1980-2000. The nature of the HRM process is not only functional but also strategical. According to Invancevich and Glueck, the idea of the HRM process is to manage the efficiency of the workforce so that they will be able to provide their best for the betterment of the organizations (Opatha and Uresha 2020).

The Changing Nature of Work

The HRM system has to be mandatorily justified as the contribution of the HRM program in the organizational growth. The HRM program is dynamic and it can be accessed in the following core concepts. The process of HRM includes specific applications directed towards managerial functions. The principle of the applications inculcates several steps like hiring people, developing and providing training, and processing with remuneration to the workforce of the organization. The HRM department of any organization needs to maintain consistency in terms of several decision-making things concerning employees. The effectiveness and the consistent manner of the HRM process help in building better service to the potential customers with a suitable product range at a reasonable price range. The dynamic nature of Human Resource Management has not confined itself within the business organization rather than it has a widespread over other sectors like health care, educational field, and many more. The process of HRM inculcates different genres starting from procurement and development of the acquired knowledge base and also managing the human assets to achieve organizational objectives. Working in a team is also a part of the HRM programs. The HRM process is mainly conceived as the changing perspectives of the workplace by accumulating different HR policies and rules for retaining the employees. It is not used for changing the workplace all of a sudden (Taamneh, Alsaad and Elrehail 2018). Whereas HRM is considered as the set of practices that helps the organizations to improve their productivity not to change the organizational structure. It is a kind of pervasive function that the managers have to maintain at every level. This particular process is an employee and people-centric and it categorizes the employee according to their position in the organizations named as Blue-Collar employees, White-Collar employees, Managerial level workers, and lastly Professional personnel.  The process has to maintain a coherency to maintain the skill and talent level of the workforce (Azevedo et al. 2021).

In light of the economic, social, and political changes, the changing functions of HR, as well as the changing role of HR practitioners, must be explicitly addressed in research into the relationship between HRM, employee well-being, and performance if we are to understand the findings reported in context. Considering flexible work hours as an example, the nature of work has permitted this, which many employees regard as a benefit. However, it can be difficult for HR professionals to know how to best manage 'remote workers' or virtual teams. For example, one question is whether procedures should be measured or if it is more important to measure the outputs of these employees' performance. The HRM process has a wide range. The scope of the HRM starts when an employees join the organization and it continues till the employee leaves the organization. According to the American Society for Training and Development, the scope of the HRM can be described based on the following points:

  • Effective Workforce Planning: The process of HRM planning enables the organization to fulfill the job vacancy to make understanding of the excess of shortage of the employee in the organization.
  • Designing the Job: The process is inevitable for the organization as the advertisement of the job has been analyzed based on the job design.
  • Hiring and Selection Process: The right analysis of the job designs determines the job advertisement and it will help the organization to fix interviews of the right candidates to fulfill the manpower shortage (Otoo, Assuming and Agyei 2018).
  • Induction Process: This process of HRM programs is there to make employees aware of organizational HR policies regarding leaves, appraisal, and bonuses.
  • Creating Motivational Factors: Motivation works as an intrinsic reward for the employees and it helps to boost their energy. The HR department must look for different types of motivational factors along with certain benefits like health and wellbeing-related benefits.
  • Employee Assistance: Every employee is unique and they might face several issues personal or official level. The HR department has to resolve those issues to make them more productive and efficient in work (Milot and Borkenhagen 2018).
  • Maintaining Relationship: Maintaining the labor and union relationship comes under the course of the area of HRM program because peaceful relations can enhance productivity and create a good brand image for the organizations (Manzoor et al.2019).
  • Research in the HR department: Globalization in the business world has increased the competition in the market and the advancement of different technological use has impacted the production of the organization. In that context, the HR department has to undergo various research scopes.

The Changing Role of HR

The concept of HRM has broader aspects and Personnel Management (PM) and Human Resource Development (HRD) come under the category of HRM process.

The changing perception of the workplace has to be the primary role of the HRM functions in an organization. Human resource management plays a pivotal role for the organization to sustain itself in the competitive market scenario and challenges in the field. The increment in the staff members and the demographical profiling of the employee compel the HR department to reconsider their functions in the organizations. And there is a correlation between the HRM scope and functions. The HR department can be interpreted as the functions interlinked within the workplace and certain external forces affect the HR functions and such external forces are as follows; political, social, legal, cultural impact. The HR management is continuously working for changing the perception of the workplace and for maintaining that purpose they are implementing several new strategic and operational working ethics to keep pace with the changing business environment. The HR functions can be interpreted like the following:

  • Strategic Implementation of the HR Management: The competitiveness in the business scenario encourages the HR department to take strategic implementation through HR metrics and HR technology to boost employee performance (Schmidt, Pohler and Willness 2018). The process of Human Resource Planning (HRP) helps in creating a venture team to create a balanced team of the right people in the organization. The strategy of HRP is related to hiring and the development and training of the employees.
  • Risk Management in the Workplace: The function of HRM is to protect the employees and their prime focus is to be more responsive about the issues related to the employee health and wellbeing and also do the necessary recovery of the planning (Tselyutina et al.2019).
  • Employee Relation: The relationship between the employee and management has to be handled with delicacy. The employee must be having a proper handbook of HR policies and legal regulations. The relation of labor categorically denotes the relationship and interaction with the trade union leader. Here the main function of HR lies as they have to negotiate for the charges of wages and also service facilities provided by the organization.
  • Staffing for New Hiring: Here staffing stands for the supply of new talent as per the requirement of the organization. Job analysis is a part of that process that helps the organization to focus on their job advertisement (Idrees et al.2018). It can also be called a job description so that employees must know their job roles and responsibilities. The process of HRP mainly focuses on the staffing process of the organizations.
  • Talent Management: Talent management starts with the induction process and continues with the training and development programs. The induction process helps the employees to adjust themselves within the organization's culture. Whereas the training and development process of the organization tries to make the employee capable of performing their job role and responsibilities with more efficiency and effectively (Collings et al.2019).

The HR program of performance appraisal encourages the employee for taking risks and also promotes them to take innovative and creative decisions in the organization.

There are several obstacles to current understanding of what works in terms of workplace interventions to improve employee well-being, as well as understanding of workplace well-being in general. As stated in the 'call for papers,' the changing workplace provides a variety of ongoing, as well as some new, issues for HR professionals to manage, as well as for the long-term well-being of existing and future employees. The major role of HRM is to initiate new plans and policies and design the programs by the optimum use of the workforce of the organization. The prime objectives of the HRM role in the organization can be described as; such as optimum usages of the manpower of the organization, maintaining peaceful and equal relationships within the employee from every level, and lastly focusing not only on the development of the organization but at the personal level. According to Dave Ulrich, the role of HRM can be categorized into 4 types Role of strategic management, the role of employee management, the role of changing agent, and the role of administration (Singh et al. 2021).

  • Changes in Role of Administration: The role of the administration is related to the essential paperwork and handling of the legal issues, recordkeeping of the individual employees, and work related to policies implementation. The administration work of the HR department has been largely influenced by hi-tech technology and method of outsourcing. The web-based technology has been to improve the effectiveness of HR and their responsiveness towards the employees (Lawler 2020). The outsourcing role of HR inculcates activities like assisting the employees, payroll management, benefits of retirement plans, and many more.
  • Changes in Strategy Management HR: The strategic management of the HR department is the traditional work area and it denotes the proactive nature of the HR towards the business world and also understanding the business need and forecasting the growth of the organization and according to that take strategies in the operations of the organization (Collins 2020).
  • Changes in Change-agent HR: The changing-agent of the HR department is considered to be the operational work of the HR in the organization. The role of operational HR makes them communicate with several departments and coordinate with the upper-level managers and supervisors to take necessary steps and policies implementation for increasing the effectiveness of the organization.
  • Changes in Employee Management HR: The role of employee assistance of the HR department can be named as employee advocacy (Men and Yue CA 2019). Here the HR department works as the voice for the employees and it helps to establish equitable behavior for each employee and also promotes a healthy working environment in the workplace.

Human Resource Management has become more essential for the Gen Z generation as the rising competitiveness in the market demand the organization to be high of excellence. To compete with this, the organizations have to focus on the learning objective, career growth planning, teamwork activities related to HRM factors (Chin and Yean 2021). The HR department's importance lies to reform the organizational structure to achieve the paradigm swift. The HR department tends to change the policies and agendas of the organization so that they can value their customer's need, employee demands and also attracts investors. The HR department helps the organization to face certain challenges due to globalization in the business arena. The role of the HR department nowadays has become making strategies and making them turn into action and also maximize the efficiency level of the employees by using the optimum resources. Thus, it can be stated that the HRM of the organization is continuously working for maintaining the company’s existing culture and make essential changes and remodulation in the company leadership and culture not to change the workplace all at once. The role of the HR department is not to change the organization but to make indispensable changes to improve the overall performance of the organization. The role of the HR department is to make the employee understand their job roles and responsibilities. For that matter, the vision and mission statement of the organization should be well articulated so that it works as the intrinsic motivational factor for the organizational employees.

Changing Perception of the Workplace

The biggest challenge for the HRM department is the problem of leadership development (Gill et al. 2018). The HR professional is currently facing issues in selecting the right candidate for the organizations and developing them with proper training to build up the future leader. According to the report of WFPMA, the HR department facing challenges in creating strategic initiatives so that they would be able to retain the right candidates for the organization. In the current scenario Covid-19, the HR professional put more importance on the training and development process of the employee as it is indispensable from obtaining growth and achievement in the business. Previously, the HR management took the process as an extra cost to the organization. The labor market is becoming highly competitive thus the HR professional is currently facing the problem of retaining the talent within the organization. Several pieces of research have been done on HR metrics and it has been found that the new hiring rate has been hiked up by 58% (Juarez Tarraga et al. 2019). The main focus of the HR professionals has become the well-being of the employee. Research shows that nearly 67% of healthy employees are more enthusiastic about their work and productivity got increased (Muñoz-Pascual et al. 2020).

Thus, it can be said that HRM is an indispensable part of the organization and it is used to change the organizational culture and structure to improve the productivity of the organization. In the current scenario, organizations tend to set their human resource management to implement a new market strategy. Human Resource Management is considered to be the managerial function that assists the upper-level managers to plan, onboard new employees, providing them with proper training and maintaining the working environment of the organization. The HRM function has primarily 4 objectives that mainly come under the category of functional, societal, personal development, and lastly organizational. It is the duty of every organization they should have some specified policies, well-structured principles related to employee advocacy and they need to ensure that these attributes do contribute to bringing stability in the organization not to change the organization.

References

Azevedo LM, Chiavegato LD, Carvalho CR, Braz JR, Nunes Cabral CM, Padula RS. Are blue-collar workers more physically active than white-collar at work? Archives of Environmental & Occupational Health. 2021 Aug 18;76(6):338-47.

Chin TL, Yean TF. Digital Platform Workers: Setting the HRM Research Agenda. InNinth International Conference on Entrepreneurship and Business Management (ICEBM 2020) 2021 May 9 (pp. 84-87). Atlantis Press.

Collings DG, Mellahi K, Cascio WF. Global talent management and performance in multinational enterprises: A multilevel perspective. Journal of management. 2019 Feb;45(2):540-66.

Collins CJ. Expanding the resource-based view model of strategic human resource management. The International Journal of Human Resource Management. 2021 Jan 19;32(2):331-58.

Gill C, Gardner W, Claeys J, Vangronsvelt K. Using theory on authentic leadership to build a strong human resource management system. Human Resource Management Review. 2018 Sep 1;28(3):304-18.

Idrees RN, Waqas M, Naqvi IH, Imran A. Strategic human resource management function and HR staffing: A case study of telecom sector. Paradigms. 2018;12(2):153-60.

Juarez Tarraga A, Santandreu Mascarell C, Marin Garcia JA. What are the main concerns of human resource managers in organizations? Intangible Capital. 2019;15(1):72-95.

Lawler E. Effective human resource management. Stanford University Press; 2020 Jul 20.

Manzoor F, Wei L, Bányai T, Nurunnabi M, Subhan QA. An examination of sustainable HRM practices on job performance: An application of training as a moderator. Sustainability. 2019 Jan;11(8):2263.

Men LR, Yue CA. Creating a positive emotional culture: Effect of internal communication and impact on employee supportive behaviors. Public relations review. 2019 Sep 1;45(3):101764.

Milot M, Borkenhagen E. Job stress in users of an Employee Assistance Program and association with presenting status. Journal of Workplace Behavioral Health. 2018 Oct 2;33(3-4):153-67.

Muñoz-Pascual L, Galende J, Curado C. Human resource management contributions to knowledge sharing for a sustainability-oriented performance: A mixed methods approach. Sustainability. 2020 Jan;12(1):161.

Opatha HH, Uresha KI. HRM and its impact on employee happiness: An empirical study on Sri Lankan employees. Asian Journal of Social Sciences and Management Studies. 2020;7(2):114-23.

Otoo IC, Assuming J, Agyei PM. Effectiveness of recruitment and selection practices in public sector higher education institutions: Evidence from Ghana. European scientific journal. 2018 May;14(13):199-214.

Schmidt JA, Pohler D, Willness CR. Strategic HR system differentiation between jobs: The effects on firm performance and employee outcomes. Human Resource Management. 2018 Jan;57(1):65-81.

Singh SK, Mazzucchelli A, Vessal SR, Solidoro A. Knowledge-based HRM practices and innovation performance: Role of social capital and knowledge sharing. Journal of International Management. 2021 Mar 1;27(1):100830.

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Taamneh A, Alsaad AK, Elrehail H. HRM practices and the multifaceted nature of organization performance: The mediation effect of organizational citizenship behavior. EuroMed Journal of Business. 2018 Sep 3.

Tselyutina TV, Timokhina OA, Vlasova TA, Maslova YV. Development of the personnel risks assessment and supply chain strategy as a basis of the risk management system of modern organizations. International Journal of Supply Chain Management. 2019 Aug;8(5):1030-8.

Uysal G. 3rd definition of SHRM: HR systems approach. Uysal, G.(2019). 3rd Definition of SHRM: HR Systems Approach. Management Studies. 2019 Jul 24;7(5):496-501.

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