Relationship B/W Line Manager Behavior Perceived HRM Practices

Discuss about the Relationship B/W Line Manager Behavior Perceived HRM Practices.

In the current business scenario, there are number of difficulties and challenges being faced by the contemporary business organizations in their business operation. This is mainly due to the reason that the external environmental factors for the contemporary business organizations are more fluctuating and diverse in nature. Therefore, it is becoming more important for the business organizations to have favorable internal resources and management in order to effectively deal with the complex external factors. One of the major and most effective factors that are being initiated by the business organizations is human resource management. Initiation of the human resource management helps the business organizations to enhance their productivity and effectiveness (Alfes et al., 2013). However, there are number of factors or aspects that should be considered by the business organizations in initiating their human resource management strategies.

This essay will discuss about the ways by which human resource management contributes in enhancing the organizational efficiency and effectiveness. Moreover, this essay will also discuss about the importance about recruitment and selection along with discussing about the importance of training and development for the employees. Lastly, this essay will also discuss about the different strategies that can used in managing the issues with performance appraisal.

There are number of benefits that can be gained by the business organizations from the initiation of the human resource management. All these benefits help the business organizations to enhance their efficiency and effectiveness. One of the major contributions of the human resource management for the business organizations is the employee engagement. According to Albrecht, Bakker, Gruman, Macey and Saks (2015), initiation of the human resource management helps the business organizations to promote employee engagement in the organization. As per the authors, if the strategies related to the human resource management can get implemented effectively in the organization, the welfare of the employees will be more concentrated. Thus, the more will be the welfare of the employees, the more will be their engagement in the workplace. This will help in enhancing the organizational effectiveness due to the reason that engaged employees will be able to work more effectively and efficiently in the workplace.

According to Kehoe and Wright (2013), another major contribution of the initiation of the human resource management for the organizational effectiveness is the employee attitude and behaviors. This is due to the fact that having favorable strategies of human resource management will determine the change in the behavior and attitude of the employees. If the employees are having favorable and positive benefits in terms of finance and other forms in their workplace, then it is more probable that they will follow more positive behavior and attitude in their workplace. Less issue will get emerged in the organization related to the employees. The authors have also stated that positive attitude and behavior of the employees will help in providing effective and quality customer service. Thus the competitiveness of the organization will get increased. It is concluded by the authors that initiation of the effective approaches of human resource management will help the organization to gain competitive advantages in the market with the help of their employees with having positive behavior and attitude.

Importance of recruitment and selection

Another major contribution of the initiation of the human resource management strategies in enhancing the organizational effectiveness and efficiency is regulating the rate of employee turnover in the organization. This is due to the reason that employee turnover is a key challenge that is faced by the contemporary business organizations. The more will be the rate of employee turnover, the more will be the cost of the organization in inducting new employees along with losing out in terms of the competitiveness of the employees. However, according to Long and Perumal (2014), initiation of the effective strategies of human resource management helps the business organizations to provide perks, facilities and benefits to the employees, which will create the positive impression among the employees. In addition, it is also being stated by the authors that this positive impression of the employees will help in reducing the rate of turnover. Thus, the organizations will have less cost involved in selecting new employees along with maintaining the competitiveness with having same employees in place.

Recruitment and selection are one of the major aspects of the human resource management. This determines the effectiveness of the organization in attracting and retaining employees. This is due to the reason that the more effective will be the process of recruitment and selection, the more will be the probability of having right set of employees in right place (Breaugh, 2013). It is discussed by different authors that having the effective strategies of recruitment and selection will help the business organizations to have correct and accurate sources of talent pool from where the new employees will be selected. Thus, the more will be the talent pool, the more will be the options to have potential candidates for selection. Business organizations will thus get more potential candidates for selection process. It can be further concluded that having more availability of the talent pool will ensure that right employees are selected. Thus, having the right employees in place will ensure that retention ratio will be more. This is due to the reason that if the rightly skilled employees are selected that they will face less challenges in dealing with the organizational requirement and thus they less tend to change their organization. It will lead to the increase in the retention of the employees in the organization.

In attracting and retaining employees, recruitment and selection are also important due to the reason that if the right set of steps in the recruitment process is being followed then the attractiveness of the entire process will also get increased. This is due to the reason that if the steps followed in the process of recruitment and selection are being followed, and then it will help the business organizations to shortlist and select right employees for the right place (Chow & Chapman, 2013). The process of recruitment and selection also determines the first impression of the new employees in the organizations. Thus, it is important for the process of recruitment and selection to have positive vibe among the new employees. In the long term, it will help in retaining the employees.

Role and importance of organizational training and development

Selection process will also be effective enough in order to select the right employees. This is due to the fact that the there are number of factors being maintained in the selection process. The more effective will be these process in the selection process, the more will be the probability of the selecting the eligible employees. Eligible employees are less tend to change their employer and thus the positive ratio of employee retention can be maintained.

Organizational training and development is one of the important aspects in the human resource management. This is due to the reason that initiation of the process of training and development will help the business organizations to have trained and equipped employees in place (Sung & Choi, 2014). Thus, one of the major roles of providence of training and development is to better equip the employees in order to make them deal with the current business scenario. This is due to the reason that the current business and market scenario is frequently changing in nature. Thus it is important for the employees to have the training regarding the change in the business scenario. The more effective will be the training and development process in the organization, the more equipped will be the employees to deal with the current organizational situations.

Another major importance of training and development is related to the level of motivation of the employees. This is due to the fact that the more effective will be the training and development process, the more probability of having motivated employees. According to some authors, if the employees are being given proper training facilities, then they will be more equipped to deal with different organizational situations (Lamba & Choudhary, 2013). Thus, according to the authors, if the employees are equipped enough to deal with the organizational challenges, then they will be more motivated in their workplace and thus the organizational effectiveness will further get enhanced.

With the help of training and development for the employees, the competitive advantages of the organizations will also get increased. This is due to the reason that the core role of providence of training and development is to enhance the skill and expertise of the employees. Thus, enhancement of the skills and expertise of the employees will lead to the development of competitive advantages for the organizations. This is due to the reason that if the employees can have more diverse set of skills and expertise then it will help the business organizations to initiate more innovative ideas and strategies (Shaw, Park & Kim, 2013). Another major importance of initiating training and development process is to increase the organizational commitment of the employees in their workplace. This is due to the reason that if the employees are well equipped and trained in their workplace, then they will be more motivated to take up more diverse roles and responsibilities in their organizations. In addition, it will also help the business organizations to enhance the performance of the employees with having the same level of available resources.

One of the major issues being faced by the business organizations in initiating the process of performance appraisals is inconsistent process and rating of performance appraisals. In number of cases, it is seen that inconsistent ratings given in the process of performance appraisals is one of the major reasons of emergence of issues. Thus, the most effective strategy in this case is the initiation of 360 degree process of performance appraisals (Espinilla et al., 2013). This will help in having ratings and reviews regarding the performance from the peers, subordinates and superiors. Thus due to the fact that the ratings will come from different and diverse sources, the probability of having inconsistent ratings will be less. Moreover, this will also help in having overall and holistic process of ratings for the employees.

Another major issue being emerges in the process of performance appraisals is lack of training for the managers. There are various cases where the poor training of the managers in conducting the performance appraisals process causes ineffectiveness. This is due to the fact that if the managers are not trained enough to conduct the process of performance appraisals, then it will be difficult for them to review the performance of the employees effectively (Aggarwal & Thakur, 2013). Thus, in this case, one of the most effective strategies that can be initiated to overcome is initiation of training and development program for the managers. The approach of the training program should be initiated for the managers also apart from only for the employees. If the managers are being given training about conducting the performance appraisals, then they will be able to initiate the process more effectively and efficiently. These strategies will help to overcome the most common issues generated in the process of performance appraisals.

Conclusion

Thus, it can be concluded that human resource management is having multiple benefits for the business organizations. This essay discussed about the benefits that can be gained by the business organizations from the initiation of the effective strategies of human resource management. It is evaluated that the overall productivity and performance of the organizations will get increased with the initiation of the effective process of human resource management. In addition, it is also being discussed about the importance of recruitment and selection process in attracting and retaining employees for the organizations. There are number of factors being identified in this essay. The role and the importance of the organizational training and development process are also being discussed in this essay along with discussing the strategies to manage the issues in performance appraisal process. It is concluded that human resource management strategies will help the business organizations to have a favorable internal management in place.

Reference

Aggarwal, A., & Thakur, G. S. M. (2013). Techniques of performance appraisal-a review. International Journal of Engineering and Advanced Technology (IJEAT), 2(3), 617-621.

Albrecht, S. L., Bakker, A. B., Gruman, J. A., Macey, W. H., & Saks, A. M. (2015). Employee engagement, human resource management practices and competitive advantage: An integrated approach. Journal of Organizational Effectiveness: People and Performance, 2(1), 7-35.

Alfes, K., Truss, C., Soane, E. C., Rees, C., & Gatenby, M. (2013). The relationship between line manager behavior, perceived HRM practices, and individual performance: Examining the mediating role of engagement. Human resource management, 52(6), 839-859.

Breaugh, J. A. (2013). Employee recruitment. Annual review of psychology, 64, 389-416.

Chow, S., & Chapman, D. (2013, October). Gamifying the employee recruitment process. In Proceedings of the First International Conference on Gameful Design, Research, and Applications (pp. 91-94). ACM.

Espinilla, M., de Andrés, R., Martínez, F. J., & Martínez, L. (2013). A 360-degree performance appraisal model dealing with heterogeneous information and dependent criteria. Information Sciences, 222, 459-471.

Kehoe, R. R., & Wright, P. M. (2013). The impact of high-performance human resource practices on employees’ attitudes and behaviors. Journal of management, 39(2), 366-391.

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.

Long, C. S., & Perumal, P. (2014). EXAMINING THE IMPACT OF HUMAN RESOURCE MANAGEMENT PRACTICES ON EMPLOYEES'TURNOVER INTENTION. International Journal of Business and society, 15(1), 111.

Shaw, J. D., Park, T. Y., & Kim, E. (2013). A resource?based perspective on human capital losses, HRM investments, and organizational performance. Strategic management journal, 34(5), 572-589.

Sung, S. Y., & Choi, J. N. (2014). Do organizations spend wisely on employees? Effects of training and development investments on learning and innovation in organizations. Journal of organizational behavior, 35(3), 393-412.