Nature of HRM and the Employee relationship.
The extrinsic behavioral possibilities are effective determinants of behavior ‘s motivation for employees. Indeed, each type of motivation has its own literature and description. Every Organization categorize their reward process and the way of communicating them to the employees.
ORGANIZATIONS APPLY THEORIES FOR HR
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EMPLOYEE RELATIONS | HRM DECISIONS
Human Resource theories are strategies used by business owners and managers to manage employee policies and procedures, influencingemployee behavior positively or negatively. Understanding these theories can optimize productivity, reduce turnover, and foster creativity(Guest and Conway 2011).
IDENTIFICATION OF ISSUE: poor principles in developing and conserving HR
APPLIED THEORY::Warwick models
PRACTICAL THEORY:: understanding the strategic corporate direction
LINKED THEORIES:Guest and Warwick models
SOLUTION: “Utilizing metrics to determine effectiveness of a shift from perceiving HR’s role.
To put HR theories into practice, organizations can customize their strategies based on these theories to fit their goals and unique needs.This involves training employees using theoretical insights, designing effective performance evaluations, and adapting policies for a positive work environment. Leadership development programs and regular employee feedback, guided by HR theories, also contribute to creating a motivating workplace.(Melewar and Akel 2005)
What challenges might organizations face when implementing HR theories?
When implementing HR theories, organizations may face challenges like resistance to change, trouble fitting theories into real situations, and not enough resources for new HR practices. At times, the complexity of HR theories and the time it takes to make them work can be obstacles(Keka, 2022)
Resource-based theory highlights the importance of valuable resources, especially Human resources as crucial factors for gaining a competitive edge. A company’s resources encompass materials, skills, organizational processes, systems, and information(Guest and Conway 2011).
In simpler terms, if a company effectively uses its resources through innovation and strategic positioning, it can achieve and maintain a competitive advantage in the market.
“If resources and capabilities of a firm are mixed and deployed properly, they can create a competitive advantage for the firm. Eventually, only companies themselves can achieve and sustain competitive advantage through innovation and strategic position in the market” (Mweru & Muya, 2015, p. 217)
A theory of ownership structure for the firm, drawing on property rights theory, agency theory, and finance theory. Jensen and Meckling (1976) define agency costs, investigate their nature, and demonstrate who bears these costs. They also provide a new definition of the firm and analyze factors influencing the creation and insurance of debt and equity claims.(Walker & Wing, 1999)
The firm is not a theory of the firm, but a theory of markets in which firms are important actors. Property rights determine how costs and rewards will be allocated among participants in any organization. Agency costs are the sum of monitoring expenditures by the principal, bonding expenditures by the agent, and residual loss. The firm's boundary is the range of exchanges over which the market system is suppressed and resource allocation is accomplished by authority and direction(Schmaltz & Tucker-Smith, 2005).
Principles of Human Resource Management- Key Principles
Key Principles of HRM: Human Resource Principles are a fundamental truth established by research, investigation, and analysis. The following can also be considered as the key principles of Human Resource Management:
1. Principle of Individual Development: To offer an equal opportunity to every employee to realize his/her potential and capability.
2. Principle of the Scientific Selection: To place the right individual in the job.
3. Principle of the Free Flow of Communication: To open & encourage upward, downward, formal, and informal communication.
4. Principle of Participation: To associate with employees at each and every level of decision-making.
5. Principle of a Fair Remuneration: To pay fair and equitable wages & salaries to talented employees.
6. Principle of an Incentive: To review the performances of the employees and to reward them.
7. Principle of the Dignity of Labor: To treat each and every employee with respect and dignity.
8. Principle of Labor-Management co-operation: To promote industrial relations and labor laws.
9. Principle of Team Spirit: To ensure co-operation & teamwork amongst the employees.
10. Principle of Contribution to National Prosperity: To provide a higher work purpose to all the employees and to contribute to the national prosperity and integrity.
The Human Resource Management (HR) department has evolved from a task-oriented administration to a strategy-focused extension of every firm. It focuses on three core principles: commitment, competency, andemployee recruitment. Commitment ensures job security, while competency supports a company's growth and development. HRM provides training opportunities and orientation programs to improve employees' skills, knowledge, and competency.
Main functions of HR include employee recruitment, which identifies talent gaps and finds the right people to fill roles. The process includes job analysis, sourcing, screening and selection, and onboarding. Employeeorientation, or onboarding, teaches new recruits the necessary skills and behaviors to transition to the company effectively. HRM conducts this process through various methods, including lectures, meetings, videos, mentoring, and team-building exercises(Meyer and Smith 2000)
REFLECTION
A company can achieve and maintain a competitive advantage in the market by effectively using its resources through innovation and strategic positioning. A firm's ownership structure is based on property rights theory, agency theory, and finance theory. The firm's boundary is the range of exchanges over which the market system is suppressed, and resource allocation is accomplished by authority and direction. Key principles of Human Resource Management include individual development, scientific selection, free flow of communication, participation, fair remuneration, incentive, dignity of labor, labor-management cooperation, team spirit, and contribution to national prosperity. The Human Resource Management department has evolved from a task-oriented administration to a strategy-focused extension of every firm, focusing on three core principles: commitment, competency, and employee recruitment. Commitment ensures job security, while competency supports a company's growth and development. HRM provides training opportunities and orientation programs to improve employees' skills, knowledge, and competency.
References
AIHR. (2023,
March 11). Academy to innovate HR . Retrieved from
learning-and-development: https://www.aihr.com/blog/learning-and-development/
Keka. (2022,
August 2). Glossary Keka.com. Retrieved from HR Theories:
https://www.keka.com/glossary/hr-theories
Guest, D. and Conway, N. (2011) “The Impact of HR Practices, HR Effectiveness and a ‘Strong HR System’ on Organisational Outcomes: A Stakeholder Perspective”. International Journal of Human Resource Management [online] 22 (8), 1686–1702. available from <https://doi.org/10.1080/09585192.2011.565657>
Melewar, T.C. and Akel, S. (2005) “The Role of Corporate Identity in the Higher Education Sector”. Corporate Communications [online] 10 (1), 41–57. available from <https://doi.org/10.1108/13563280510578196>
Schmaltz, M., & Tucker-Smith, D. (2005). LITTLE HIGGS THEORIES. Annual Review of Nuclear and Particle Science, 55(1), 229–270. https://doi.org/10.1146/annurev.nucl.55.090704.151502
Wright, P.M., McMahan, G.C., Snell, S.A., and Gerhart, B. (2001) “Comparing Line and HR Executives’ Perceptions of HR Effectiveness: Services, Roles, and Contributions”. Human Resource Management [online] 40 (2), 111–123. available from <https://doi.org/10.1002/hrm.1002>
Walker, A., & Wing, C. K. (1999). The relationship between construction project management theory and transaction cost economics. Engineering Construction and Architectural Management, 6(2), 166–176. https://doi.org/10.1108/eb021109
Impressive insights Amesha! Resource-based theory highlights human resources' pivotal role in gaining a competitive edge. However, leveraging it effectively demands a deep understanding of internal capabilities and market dynamics. How can organizations align HR strategies with resource-based theory for sustainable advantage? Excited for your thoughts!
Employee relations theories encompass various perspectives, including Unitarist, Pluralist, and Marxist, which assume common goals, recognize diverse interests and values, and address various aspects of employee relations.
To adapt strategies for achieving organizational goals, this blog highlights the importance of applying HR theory into practice. It addresses problems such as lack of resources and opposition to change. It also explains resource-based theology, stressing the need to use human resources to gain a competitive edge through innovation and strategic placement.
Employees can increase their bargaining power through voluntary action, with the state supporting them. Trade unions provide bargaining power, promoting employee rights and ensuring satisfaction, ultimately improving employment relations and organizational productivity.
Adding somethings to the post.. Embracing the philosophy of treating business like war while leading like a peace is akin to mastering the delicate balance between strategy & empathy. As discussed in the blog in the battlefield of commerce, it's essential to be strategic, agile and decisive, just as in war.
This article effectively highlights the importance of applying HR theories in practice and the challenges organizations may face in implementation. Additionally, it simplifies the concept of resource-based theory and its relevance in gaining a competitive edge. Well-explained!
The pluralist theory views organizations as powerful subgroups with legitimate loyalties, objectives, and leaders. Management and trade unions are the predominant subgroups, with management focusing on enforcing organizational laws and persuading employees. Trade unions represent employees and resolve conflicts through collective bargaining. The state has developed protective laws and dispute settlement mechanisms to protect employees' interests and maintain a positive image in the labor market.
Applying HR theories in practice helps organizations optimize their human capital management practices, mitigate risks, enhance employee engagement and performance, and achieve strategic objectives effectively. Highly informative article of applying HR theories in practical and the challenges. Nice work done.
Yes that is right! The results of the correlation analysis showed that there were significant positive correlations between work engagement, job performance, and psychological capital, and this indicated that there may also be positive relationships between work engagement, job performance and psychological capital.Its a challenge
This article actually features the significance of applying HR speculations by and by and the difficulties associations might look in execution. Furthermore, it improves on the idea of asset based hypothesis and its significance in acquiring an upper hand. All around made sense of!
Yes and also This type of environment is built on critical thinking, experimentation and problem-solving. Much of the work in this environment involves gathering evidence, studying information and learning as well as making conclusions. Employees who are “thinkers” can thrive in these environments, which are often found in careers like healthcare, engineering and technology.
Agree. Organizations use theories like human capital theory and contingency theory in their HR procedures to maximize the value of their staff for long-term success, optimize performance, and adjust to changing conditions. Organizations can tailor their tactics based on HR theories to meet their own objectives and goals in order to put these theories into effect.
Yes and to understand further it measures the knowledge, skills, education, abilities, and attributes of the workforce that people acquire through education, training, and experience. It is a key driver of economic growth and development. The more human capital a country has, the more productive its workforce will likely be.
KOLB'S LEARNING CYCLE THEORY 1984 I DENTIFICATION OF ISSUE : The improvement in personal growth APPLIED THEORY : Kolb's Learning Cycle theory PRACTICAL THEORY : Understanding the process of working LINKED THEORIES : Kolb's theory and Reflective observant SOLUTION : Engaging in new activities with the Organization. David Kolb's approach to reflection focuses on the learner's process as they engage with an event or training session. This experiential learning cycle, derived from Lewin, Piaget, and Freire, emphasizes the value of experience in learning. Kolb's model is unique in that it incorporates reflection into a broader set of processes, making it suitable for use alongside other reflection-specific models(Kayes et al., 2005). CONCRETE EXPERIENCE OBSERVATION REFLECTION FORMATION TESTING IMPLICATIONS Kolb's 1984 learning styles theory emphasizes p...
EMPLOYEE RELATIONS 1. I DENTIFICATION OF ISSUE : challenges of training limitations 2. APPLIED THEORY : Visual, Auditory, and Kinesthetic (Tactile) 3. PRACTICAL THEORY : Employees learn through sense channels. 4. LINKED THEORIES : VAK AND VARK 5. SOLUTIONS: Interactions with the way of inputs in work The VARK learning styles, a concept introduced by educational theorist Neil Fleming in 1987, are a set of four learning styles: Visual, Aural, Read, and Kinaesthetic, which help individuals better retain new information and adapt their learning practice s (Pashler et al., 2008) . T he theory is one prefers to learn through one of these sense channels. interactive whiteboards, and hand-outs. During a lesson or classroom d learners often prefer to take detailed notes to absorb the information(Auguste et a...
" LOOK FOR HOPE AND PURPOSE THROUGHOUT LIFE , NO MATTER WHAT YOU ARE FACING OR HOW BAD THINGS ARE ." Armstrong . (page, 2022) IDENTIFICATION OF ISSUE : Change management APPLIED THEORY: Armstrong's Theory Of Motivation PRACTICAL THEORY: W hat drives a person to work to achieve a goal LINKED THEORIES : Content motivation & Process motivation theories SOLUTION : Clearly communicate the benefits of change to all employees UNDERSTANDING MANAGEMENT AND RELATIONSHIP (Armstrong's theroy) Managing change in fast-growing organizations can be challenging, especially for HR departments. Key challenges include adapting HR processes, balancing employee needs with new ones, ensuring open communication, and handling negative feedback. Poor change management can negatively impact performance, staff engagement, and morale. Solutions include clearly communicating change benefits, implementing a clear change management process, en...
Impressive insights Amesha! Resource-based theory highlights human resources' pivotal role in gaining a competitive edge. However, leveraging it effectively demands a deep understanding of internal capabilities and market dynamics. How can organizations align HR strategies with resource-based theory for sustainable advantage? Excited for your thoughts!
ReplyDeleteThe strategies will be implemented by the HRM by Crucial identification if the correct capability
DeleteEmployee relations theories encompass various perspectives, including Unitarist, Pluralist, and Marxist, which assume common goals, recognize diverse interests and values, and address various aspects of employee relations.
DeleteTo adapt strategies for achieving organizational goals, this blog highlights the importance of applying HR theory into practice. It addresses problems such as lack of resources and opposition to change. It also explains resource-based theology, stressing the need to use human resources to gain a competitive edge through innovation and strategic placement.
ReplyDeleteYes we can clearly understand that the issues are because of the lack of change ...
DeleteEmployees can increase their bargaining power through voluntary action, with the state supporting them. Trade unions provide bargaining power, promoting employee rights and ensuring satisfaction, ultimately improving employment relations and organizational productivity.
DeleteAdding somethings to the post..
ReplyDeleteEmbracing the philosophy of treating business like war while leading like a peace is akin to mastering the delicate balance between strategy & empathy. As discussed in the blog in the battlefield of commerce, it's essential to be strategic, agile and decisive, just as in war.
Yes you have understood the concept and every business mind should understand the value of strategies being played in organizations
DeleteThis article effectively highlights the importance of applying HR theories in practice and the challenges organizations may face in implementation. Additionally, it simplifies the concept of resource-based theory and its relevance in gaining a competitive edge. Well-explained!
ReplyDeleteThe pluralist theory views organizations as powerful subgroups with legitimate loyalties, objectives, and leaders. Management and trade unions are the predominant subgroups, with management focusing on enforcing organizational laws and persuading employees. Trade unions represent employees and resolve conflicts through collective bargaining. The state has developed protective laws and dispute settlement mechanisms to protect employees' interests and maintain a positive image in the labor market.
DeleteThe importance of theories should be deeply understood by the concept of individual implementation
ReplyDeleteApplying HR theories in practice helps organizations optimize their human capital management practices, mitigate risks, enhance employee engagement and performance, and achieve strategic objectives effectively. Highly informative article of applying HR theories in practical and the challenges. Nice work done.
ReplyDeleteYes that is right! The results of the correlation analysis showed that there were significant positive correlations between work engagement, job performance, and psychological capital, and this indicated that there may also be positive relationships between work engagement, job performance and psychological capital.Its a challenge
DeleteThis article actually features the significance of applying HR speculations by and by and the difficulties associations might look in execution. Furthermore, it improves on the idea of asset based hypothesis and its significance in acquiring an upper hand. All around made sense of!
ReplyDeleteYes and also This type of environment is built on critical thinking, experimentation and problem-solving. Much of the work in this environment involves gathering evidence, studying information and learning as well as making conclusions. Employees who are “thinkers” can thrive in these environments, which are often found in careers like healthcare, engineering and technology.
DeleteAgree. Organizations use theories like human capital theory and contingency theory in their HR procedures to maximize the value of their staff for long-term success, optimize performance, and adjust to changing conditions. Organizations can tailor their tactics based on HR theories to meet their own objectives and goals in order to put these theories into effect.
ReplyDeleteYes and to understand further it measures the knowledge, skills, education, abilities, and attributes of the workforce that people acquire through education, training, and experience. It is a key driver of economic growth and development. The more human capital a country has, the more productive its workforce will likely be.
Delete