You are required to compile an Annotated bibliography of 5 peer-reviewed journal articles.
Step 1. Select an industry sector. Read the Assessment 3 Essay task and identify which sector you will study for Assessments 2 and 3 (e.g. agriculture; construction; financial services; health care; hospitality; manufacturing; mining; retail; transport).
Step 2. Undertake research of the recent academic literature since 2010. Identify five (5) academic peer reviewed journal articles relevant to the Assessment 3 Essay topic. It is suggested that you align your selected articles with the unit themes from Weeks 3 to 5 (e.g. job design, HR planning, recruitment and selection). It is recommended that you undertake your research via the online ‘search’ of CQUniversity Library. You cannot use articles from your Assessment 1 presentation for Assessment 2.
Step 3. Write 2 paragraphs on each article (400 words) For each journal article, you are to write approximately 400 words in two paragraphs. The first paragraph will summarise the main ideas of the article, identifying the hypothesis, purpose, research methodology and conclusions. The second paragraph will identify how you will use that article in relation to the Assessment 3 Essay.
Step 4. Use an appropriate format Present your Annotated bibliography in a format similar to that provided below. For more information, see the library guide for writing an annotated bibliography.
Answer:
Introduction Management of human resources is known as human resource management and it is very necessary element for an organization. It helps the organization to attain adequate success and growth by effective utilisation of the man power resources along with the other resources. Generally, every organization maintains a human resource department in order to undertake functionalities of an organization in an appropriate manner. Human resource department is majorly accountable and responsible for fulfilment of the organizational needs in terms of man power. Their major duty is to fill the empty place with the right candidate.
Article 1 Tiwari, P., & Saxena, K. (2012). Human resource management practices: A comprehensive review. Pakistan business review, 9(2), 669-705.
Key words: Human Resource Management, Organization Role, Employee Involvement, Training Development, Work Practices, Rewards, Manufacturing Industry.
Employees’ efficiency describes organizational performance. Human resource department is responsible for providing adequate training to the newly appointed candidates in relation with organizational policies, rules and regulations so that the desired objectives could be accomplished. Apart from this, it has also been noticed by the authors that human resource management shows the right path to the employees so that the desired goals and objectives of the organization could be attained. Another role of human resource management is analysis of the appointed candidates’ capabilities so that right task could be allocated to the right candidate. Authors have also described that HRM department should allocate the challenging tasks to the employees in relation with enhancing the efficiency and capabilities of organization. Ultimately, this will help the organization to determine the potential of its workforce along with the accomplishment of the desired objectives in an appropriate manner. In relation with this, employees’ issues and challenges should also be considered in an appropriate manner. This is necessary because men power is the most crucial element for an organization and they are the people who practically execute the plans made by the top level management.
In terms of manufacturing industry, sundry roles and responsibilities of human resource department are appointing appropriate candidates with required skills as per the manufacturing industry’s requirements, providing training and guiding them to accomplish the tasks of the organization in relevance with the rules, regulations, policies and methods of the organization. In order to make employees feel motivated towards the organization, it is required for the organization so that the necessary tasks could be accomplished along with the attainment of desired goals and objectives of the organization.
Role of organizational management in relation with attainment of desired goals and objectives are to manage the actions of men powers. The main objective of every manufacturing organization is to enhance the productivity. In order to uplift the productivity, it is required for the human resource department to analyse unique and effective measures. Along with the analysis of unique measures, appropriate training and development sessions needs to be conducted for the employees in terms of the effective management of human resources along with the attainment of organizational desired objectives. For motivating employees, human resource management needs to invite employees in decision making procedures. This is necessary to build up confidence amongst the employees as well as it will also develop a ray of trustworthiness amongst them towards the organization.
Article 2 Francis, A. U. (2014). Human resource management practices and employee retention in Nigeria’s manufacturing industries. International journal of scientific and engineering research, 5(2).
Human Resource as an asset for the organization, competitive advantage, effective HRM system.
Every organization performs its functions in order to attain organizational goals and objectives. In relation with this, it is required from various elements to ensure that every task is being performed as per the organizational consideration. Necessary elements include employees’ performance, technology involvement, other resources, etc. In order to manage all these elements, Human Resource department plays crucial role. Another primary objective for every organization is to attain competitive advantage and making this objective a reality, organization requires talented, experiences and skills employees. Thus, authors have described that human resource management is significant for every organization it is also known as an asset for the organization. Under this article, various practices in relation with human resource management will be discussed along with the determination of organizational goals and objectives. Human resource department is also responsible for maintaining adequate relations amongst employer and employees. In relation with this, Human Resource department focuses over three major functions like planning, implementation and evaluation. Under the planning function, rules, regulations and policies are developed in order to perform the tasks in an appropriate manner. This procedure also involves appointment of appropriate and right candidates at right place. In accordance with the organizational requirements and strategies, development and training sessions is being performed in the development function and it is implemented with the objective of attainment of desired goals and objectives in an appropriate manner.
Human resource department’s other functions includes controlling employees’ activities so that the desired tasks could be accomplished in an effective manner. For example: top level management of a manufacturing company issues the orders in the organization to enhance the productivity and for the same, all required techniques and measures have been made available for the other departments. In this regard, human resource department will help the organization to adopt appropriate techniques so that the available resources and techniques could be made available for the employees who are majorly responsible for enhancing the productivity of the organization. Apart from this, it is necessary for the human resource management to change employees’ behaviour by providing them feedbacks over their performances, by providing employees appraisals, incentives and discipline. Human resource department is also responsible for fulfilment of employees’ requirements as well as to resolve their issues and challenges.
Article 3 Butt, M. A., & Katuse, P. (2017). International Human Resource Management Practices in Automotive Industry in Pakistan: Implications for Economic Growth.
International Journal of Business and Management, 12(2), 136.
Key words: HRM, design, functions of HRM in manufacturing industry, management practices.
Effective human resource system plays crucial role in terms of attainment of the goals and objective for a manufacturing industry. Major objectives of a manufacturing organization are to enhance productivity by effective utilisation of available resources. Along with this, manufacturing organization also focuses over reduce the cost of production and for this, they adopt various measures and effective techniques. In relation with, it is a significant duty of human resource department to retain key employees, enhance employees’ efficiency by providing them appropriate training measures, and fulfil their requirements in monetary as well as in other forms. In order to enhance organizational performance, it is necessary for the organization to develop effective workplace environment. This is an essential element for making the HRM system an effective approach and effective approach helps the organization to attain competitive advantage in the competitive market.
HRM system should be sound enough so that the requirements of the organization could be fulfilled. Apart from this, it is necessary for the organization to develop and maintain effective HRM system. In relation with this, best practice and high performance measures needs to be adopted. With the help of these measures, adequate HRM planning could also be done. HRM plans mainly involves four primary activities i.e. acquisition, development, compensation and maintenance. HRM department is responsible for managing the balance between employer and employee. This requires effective communication system along with adequate interactive sessions.
Manufacturing industry requires utilisation of available resources in an effective manner so that the strategic objectives of the organization could easily be accomplished. HR department is majorly concerned with the recruitment and selection of crucial candidates, managing them as per the requirement of the organization and implementing effective measures to retain the potential employees. This is necessary for the organization in terms of fulfilment of organizational goals and objectives along with the development of adequate organizational behaviour. These activities are necessary in terms of fulfilment of organizational goals and objectives along with enhancing organizational productivity.
Article 4 Lamba, S., & Choudhary, N. (2013). Impact of HRM practices on organizational commitment of employees. International Journal of Advancements in Research & Technology, 2(4), 407-423.
Key words: Manufacturing management, human resource management, communication and transparency
Human resource management has evolved over a period of time and has grown to become an important part of an organization. This is specifically true for manufacturing industry. The increasing emphasis on this part of the business has allowed businesses within the manufacturing industry to improve overall performance and retain their employees for longer durations. Manufacturing industry requires employees to work on long term projects. Hence it is imperative that various steps are taken to ensure employee satisfaction.
Important changes that have taken place within the modern manufacturing industry and its HRM is led by an increasing focus on communication within the organization. Employees are encouraged to freely communicate within the organization and get their grievances addressed. Open communication within the team builds trust and improves performance. Managers are also encouraged to provide transparent feedback to all the employees which leads to growth and learning of an employee. The increasing focus on HRM in the modern manufacturing has also focussed on increased learning of employees. Employees are given additional trainings and opportunities for lateral transfers within the business so that they can widen their horizons and improve their work ethic.
Modern manufacturing organizations have also been putting additional efforts in retaining their employees within the business. Businesses are understanding employee goals and working towards aligning these goals with those of the organization. These efforts help in building a mutually beneficial relationship between the organization and its employees leading to an increased sense of ownership as well as improved organizational efficiency.
In relation with the manufacturing industry too, focus on human resource management is crucial and has always played a critical role in the growth of the industry at large. Manufacturing industry requires employees of the business to build positive relationships with their target customers. Therefore the employee’s long term retention within the organization is essential for long term mutually beneficial relationships with the customers as well.
Improved HRM practices of the firm also assist the firm in setting the right positioning in the minds of the customers. Increased employee satisfaction in the manufacturing industry leads to improved growth of the business. Manufacturing industry generally operates on long term projects. Therefore for the entire course of the project, it is crucial that team workers communicate transparently, allow feedback and address their grievances. This will lead to an overall improved team performance resulting in better outputs.
Article 5 ?ech, M., Yao, W., Samolejová, A., Li, J., & Wicher, P. (2016). Human resource management in Chinese manufacturing companies. Perspectives in Science, 7, 6-9.
Key words: Human Resource Management, HR professionals, functions of HRM.
HR professionals are responsible for certain crucial major areas including recruitment and selection, compensation and benefits, learning and training measures, labour and employees relations and organizational development. Along with the fulfilment of organizational requirements, it is necessary for the HR professionals to fulfil organizational requirements in terms of managing day-to-day work operations, managing employees concerns such as providing benefits, employees investments, pension plans for employees, etc. Their work may also include settling conflicts between employees or between employees and their managers. Duties of human resource department also includes hiring of potential employees and before appointing them appropriate checks needs to be implemented such as checking background, drug testing, etc. Managing employee separation process is another crucial task for HR department. This is necessary in terms of accomplishing the certain set of task in appropriate time period. Paperwork must be completed to ensure that the process was completed legally.
HR professionals are required to perform their duties under which the main concern is linked with motivating employees to perform their best and this is necessary in terms of attainment of organizational goals and objectives in an effective manner. Modern manufacturing also requires employees to associate with the business for different projects if the current collaboration deems effective. This long term association of employees over a span of different projects builds trust, improved coordination and leads to improved performance of the business as a whole.
References
Butt, M. A., & Katuse, P. (2017). International Human Resource Management Practices in Automotive Industry in Pakistan: Implications for Economic Growth. International Journal of Business and Management, 12(2), 136.
?ech, M., Yao, W., Samolejová, A., Li, J., & Wicher, P. (2016). Human resource management in Chinese manufacturing companies. Perspectives in Science, 7, 6-9.
Francis, A. U. (2014). Human resource management practices and employee retention in Nigeria’s manufacturing industries. International journal of scientific and engineering research, 5(2).
Lamba, S., & Choudhary, N. (2013). Impact of HRM practices on organizational commitment of employees. International Journal of Advancements in Research & Technology, 2(4), 407-423.
Tiwari, P., & Saxena, K. (2012). Human resource management practices: A comprehensive review. Pakistan business review, 9(2), 669-705.
