Contemporary HR issues Blog #1 - Introduction

Human resource management is a process which is related to handling employees of an organization.

This process includes acquiring, training, appraising, compensation, labor relations & health & safety.

It is very important for all executives to have a proper knowledge on HMR & executives should concern about giving equal opportunities to subordinates, health & safety of their subordinates, handling grievances & labor relations.

By having fair knowledge on above HRM tips executives will be able to avoid problems like; hiring a wrong person, higher staff turnover, lower employee performance, useless interviews, discriminatory actions, unsafe practices, unfair labor practices, employee dissatisfaction. (Dessler, 2013)

Every organization has a responsibility towards their stake holders to maintain the performance of the organization at a higher level. Since the Human resources play a major impact on performance of an organization, HRM has a higher importance in any organization. (Armstrong, 2009)

According to Storey et al (2009) HRM practices & policies of an organization have direct impact on employee performance. It can be influence the attitude & the behavior of employees in the organization. Hence it is very important for an organization to have proper HRM policies & practices in order to ensure the employee performance.

As an example, according to the research done by Guest et al., (2000) by analyzing samples from 2,000 work places using data obtained from about 28,000 employees, they identified that there is a strong relationship between HRM & both employee attitude & workplace performance.

If an organization has a better work environment with better HR practices, ultimately the employees of the organization will have better performance & less HR issues. There is a positive relationship between employee performance & HR practices of an organization. (Tessema and Soeters, 2006)

Since HRM is a very important for the performance of an organization it is necessary to have a proper control on HR issues. Now day’s with changing technology & various human needs organizations face so many HR issues.

References

Armstrong, M. (2009) Armstrong’s handbook of human resource management practice, 11^th edition, London.

Dassler, G. (2013) Human resource management, 13^th edition, United States of America: Pearson Education,Inc.

Guest, D E., Michie, J., Sheehan, M. and Conway, N. (2000) Employee Relations, HRM and Business Performance: An analysis of the 1998 workplace employee relations survey, CIPD, London.

Storey, J., Wright, P M. and Ulrich, D. (2009) The Routledge Companion to Strategic Human Resource Management, Abingdon, Routledge.

Tessema, M., Soeters, J., (2006) Challenges and prospects of HRM in developing countries: testing the HRM-performance link in Eritrean civil service, International Journal of Human Resources Management.