The issue I have chosen is the relationship between HRM and organisationa,l and individual performance within the NHS. I have used two academic research based journals Baluch et al, (2013) in the Journal of Human Resource Management and Hyde et al, (2013) in the Journal of Health Organization and Management. Despite researching a similar field of study, the authors used different research methodologies.
HRM and performance is part of a wide-ranging area of study in this field. The advancement of theory and research on links between HRM and performance started in the 1980s.There has been a lack of consensus in developing a theory of HRM and performance, (Guest et al, 2012). Boselie et al, (2005) determined that up until his review RBV
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(Baluch et Al, 2013)
The methods used to conduct the research consisted of a sample of combined data from three sources. Two were cross sectional surveys, one of which was the National Staff Survey; another was The NHS Acute Inpatient Survey and finally Department of health archival data. The sample was taken from of all 167 trusts in England, each trust consisting of up to 10 different hospitals in their geographical area. From this, a random sample was drawn from each trust. The overall response rates from the Surveys was 51 to 53 %, which equated to over 400 responses per trust. (Baluch et Al, 2013) Key advantages of these methods are the volume of information that can be gathered and the data can be easily compared (Anderson, 2005,) however cross–sectional surveys can only represent what the respondent was thinking at that particular time, it is simply a snapshot. (Stacks, 2010), thus, it is not possible to infer causality (Legge, 2005). Controls were put in place to mitigate against common method bias as it is seen as a key threat to the validity of quantitative research findings on which inductive theory relies. (Reio, T. G. 2010).This was done by having the source of the dependant variable differ from that used to measure the HR system. (Baluch et al, 2013)
Hyde et Al (2013) used an interpretivist inductive approach using primary research, interpretivist researchers are concerned with perceptions of individuals, and it is more
The HR department officials in most organizations perform as they should. In most cases, they also focus on achieving the right things. Human Resource departments focus organizing, controlling, and hiring employees in organizations. When organizations apply HR practices, the results are great client satisfaction, a good net margin, and reduced sickness absence (Richard and Johnson, 2001). Vermeeren et al. (2014) posit that there is a great relationship between performance and HRM. Most organizations use the human resource department to ensure that operations run smoothly.
The purpose of this reflective paper is to show my understanding along with what I have learned about HRM (human resources management) and the different way HRM impacts the success behind every business, along with the rules and regulations that go with it. Over the last five weeks I have learned quite a bit about HRM and will reflect on that throughout this paper. “Human resource management is the managing of human skills and talents to make sure they are used effectively and in alignment with an organizations goals.” (Youssef, 2012). I will be including the things I learned throughout the last five weeks in this
Human Resource plays a key role in designing the performance management framework. Human Resource role is manifold and each of these roles well played can be highly beneficial to the organization. However, as it is now, the people in the department do not seem up to par. In the article, "Why We Hate HR," written by Keith H. Hammond, the author portrayed a negative stance on the department. He listed four reasons describing what is wrong with the Human Resource people. Based on those four main criticisms, three individual interviews were conducted to see either Hammond’s point of view is agreeable or not. The interviewees also have given their personal experiences and opinions when comparing their
Critically compare and contrast the ‘best fit’, BP and RBV models of HRM strategy – explain how EACH approach is argued to contribute to improve organizational performance.
Indicative Content: Understand key contemporary business issues affecting the HR function within private, public and third sector organisations. Types of organisation; the role of management within them; ways in which HR is delivered; the main functional areas of management; the search for sustained organisational performance, business
2. Leatherbarrow, C., Fletcher, J. & Currie, D. (2010) Introduction to Human Resource Management. 2nd Edition. London: CIPD
Anderson,. V, (2009) Research methods in human resource management, 2nd ed. London: Chartered Institute of Personnel and Development
Of course, the disciplines of organisational sociology and human resource management are vast and the aims of this paper are modest. It is impossible to treat the literature on these subjects in great depth here. The main aim of this paper is to identify a number of “landmark studies”, defined as frequently cited review articles, that try to make sense of the burgeoning literature on organisational performance. These studies could contribute to the development of theory in this area. A second aim is to identify variables at different levels of analysis—individual, organisational, and environmental—that could be used in future models of hospital organisation and quality of patient care.
M. Marchington & A. Wilkinson, 2008, Human Resource Management at Work 4th Edition, London, CIPD
Human Resource Management (HRM) is the terminology used to illustrate formal systems devised for the management of people within an organization. It is the method of managing an organization or company that is directly related to the employees of that particular organization. The success of a business often rely heavily on the performance of managing human resource. Maximizing the desires and benefits of an organization and helping a business grow by rewarding employees to help motivate and push them in their performance is one of the main aim of HRM. By doing this, it will have a positive impact on both the company and it’s entire organization.
CRITICALLY COMPARE AND CONTRAST THE 'BEST FIT', 'BEST PRACTICE' AND 'RESOURCE-BASED VIEW', MODELS OF HRM STRATEGY AND EXPLAIN HOW EACH APPROACH IS ARGUED TO CONTRIBUTE TO IMPROVED ORGANISATIONAL PERFORMANCE.
The Human Resource Map (HRPM) was developed by the CIPD it was created by generalists and specialists within the CIPD/HR environments to explain how HR add value to any organisation within the UK and around the world. The (HRMP) is a guideline/benchmarked on line tool which can help individuals and organisations identify immediate and future development needs. The purpose of this (HRPM) is to capture the key skills required for the successful and effective Human Resource Function. The HRPM gives direction and shows what needs to be done, what the individual needs to know and
Whether an organization consists of five or 25,000 employees, human resources management is vital to the success of the organization. HR is important to all managers because it provides managers with the resources – the employees – necessary to produce the work for the managers and the organization. Beyond this role, HR is capable of becoming a strong strategic partner when it comes to “establishing the overall direction and objectives of key areas of human resource management in order to ensure that they not only are consistent with but also support the achievement of business goals.” (Massey, 1994, p. 27)
As the world is turning out to be more aggressive and unstable than any other time in recent memory, producing based enterprises are looking to increase upper hand at all cost and are swinging to more inventive sources through HRM practices (Sparrow, Schuler, & Jackson, 1994). HR practices has been defined by (Smallbusiness.chron.com, 2016) as “the means through which your human resources personnel can develop the leadership of your staff.”