Literature Review: Human Resource Management

Discuss about the Literature Review for Human Resource Management.

Literature Review

Introduction

The Human resource management is the function for the organisations to handle the maximised performance of the employee which is set in concern to the people management. The focus has been on the policies and the systems where the units undertake the designs and the training and development. The performance appraisal and the reward is set to manage the pay and the benefit systems which concerns to the change in organisation as well as the industrial relations. There is a need to balance the requirements with the collective job designs and analysis and the workforce planning, recruitment and selection, training and development. (Mathis et al., 2016). The human relations have been set to create the efficient business value with the consideration to handle the technological advancement with talent management and succession planning. The policies and the practices are directly impacting the behaviour and the attitude of the performance. This has been important for achieving the competitive advantage. There has been challenging technology advancement with the effective management process. The HRM relates to the organisational practices and activities which ensure that there is a need to refer to the approach of the employment management along with seeking the competitive advantage through the deployment of the skilled workforce. With the management, the focus has been on the recruitment, training and maintaining the employee relations with the benefits. The focus has been on the training and the development which ensure that the employees are trained with the development through the different training programs and performance evaluations. The employee relations have been set to develop the compensation structures with the family programs and other business diversity. (Berman et al., 2015).

For the different companies, the HR duties are for performing the functional group with the staff specialisation in the different tasks of HR and the leadership engagement in the strategic decision making process. HRM refers to the assurance that the employee is set to the fulfilment of the goals of the company with the deployment of a highly committed skilled workforce. This is mainly through the set of the array of techniques and the resource management. The business has been set through the use of the employment engagement technology along with completely lowering the turnover with the advancement in the employee engagement. There have been change in the advancement of the employee engagement that sets on retailing the talent and the knowledge which has been held by their workforce. (Berman et al., 2015). There have been different functions which relate to the staffing, human resource development, compensation and benefits along with handling the employee and the labour relations. The human resource management has been to determine the needs of the staff with the temporary staff to hire the employees and supervise the work. The harmonisation of the relationship is between the company and the workers to manage the employee relations with the collective bargaining. This will ensure the higher performance and the management of the employee payroll, benefits and the compensation. This will ensure the equal opportunities which deal with the different issues of the performance and the motivation for the employees. (Shields et al., 2015).

As per the analysis, the human resource management planning and the strategy concept has been important for the achievement of the goals and the mission. This will direct to the HRM functional areas. (Brewster et al., 2016). The strategic planning includes the wider range of the HR management which links to the holding of the missions along with ensuring that there is a need to organise the goals and work on the plans which are not common but are important for the development plans. Even the small organisation could be able to develop the strategic HR plans with the decisions to support the directions of the organisation along with the budgetary point of view with the factors of the recruitment, training and the operating budget. (Lussier et al., 2015).

The HRM strategies have been set to guide the personal decisions with the concept to match the HRM strategies. This works on the culture, organisation people and the HR system where the company focus on the best assets of the business along with the different methods of the employee satisfaction. (Berman et al., 2015). The overall purpose is to make sure that there have been adequate human resources inorder to meet the strategic goals and the plans for the right people who have the right skills at a particular time. There is a need to keep the goals with the economic, legislative and the technological trends which have a major impact on the human resources. This will help in maintaining the flexibility with the prediction to set up the analysis along with the different human resources and the external labour market. The analysis is based on operational planning where the strategy is set for the assessment of the current HR capacity and the forecasting of the HR requirements, gap analysis and the development to focus on the organisational strategies. HR is the in charge for the organisational leadership and the cultural development. This ensures that is a hold of the collective agreement which will serve the employee’s representatives. The HR is engaged in the lobbying efforts with the different governmental agencies. (Harzing et al., 2015).

For looking and considering the Human Resource Management, there have been different functions of the staffing, training and the development which will help in motivation and the maintenance. The assessment is based on the skills inventory process where there is a need to hold the positions with the forecast of the HR requirements. (Punnett, 2015). The major step is to handle the realistic forecasting which handles the demand and the supply management. The skills sets will help the people as per the needs along with assessing the challenges inorder to meet the staffing needs as per the external environment requirements. For determining the external impacts, there have been current economy which affects the work and look for the changes in the community with the changes in the future. The Gap Analysis is the best step to determine the organisation wants and identifying the different numbers of the staffs and the skills which are based on the abilities to hold the different situations. (Wilton, 2016). The system is based on identifying the practices which could help in the improvement of the organisation capacity with the jobs and the skills. The needs and the HR management practices will direct for the different adequate needs along with the restructuring strategies, training and the development strategies, recruitment and the outsourcing strategies with collaboration. (Gatewood et al., 2015).

The recruitment strategies have been to handle the reduced staff with the termination or the attrition, with the regrouping of the tasks to create a well-defined job structure and reorganise the work. The assessment is based on the assessment which holds the viability of the options on how to handle the staff. There have been companies which set the strategic planning with their customers and the employees to handle the different methods of the satisfaction for the employee. There are different opinions where the HR strategy is able to provide the information to the customers of the strategic planning in the organisation. The examinations are based on the top support management with the hold of the fostering in the business culture where there is a proper working and the rewards. (Stone et al., 2015).

The recruitment process and the selection by the human resource is based on the business setup with the proper organisational goals. The entire influence is based on the people to handle the basis of the timely access with the efficient qualifications. The adequate techniques are needs for the recruitment and the selection of the candidate for the hiring in the company. The process of the recruitment is based on the globalised challenges which helps in handling the selection process along with holding the organisational mission with the strategic objectives. There is a problem related to the recruitment of the staff with the appropriate skills and the abilities in the organisation. There is a need to consider the options which will help in promoting the different openings of the job along with applying the suitable candidates. (Riccucci, 2015). For the HR planning, the strategic recruitment is based on handling the different perspectives which have a new fundraiser to plan the events. The organisation works on moving through the events with the planned outsourcing strategy. This is through the use of the external individuals and the organisations for the task completion process. The organisations look for the staff pooling and the contract for the skills. The accomplishment is based on the different specific patterns and the tasks with the full-time work development. (Jamali et al., 2015). The organisational outsourcing is based on the HR activities with the appropriate project work and the bookkeeping. The collaboration is based on working for the different types of the courses along with offering the educations institutions with the other organisations.

The development of the recruitment and the retention strategy is based on the discussions which are with the social workers. There is a need to consider the working arrangements along with contracting with the on-needed base structure and the professional development with increased skills and opportunities. (Abdullah et al., 2015). The pay scale is based on working for the identification of the vacancy with the evaluation of the needs and developing the position description plans. The development of the recruitment plans is based on handling the search committee along with reviewing the applicants to develop and conduct the interviews based on the finalised recruitment process.

The employee relations have been important for the HRM practices in the different business scenarios where there are industrial development relations. The information related to the same is to work on the framework of the recruitment and the selection making process. The strategy is to determine the issues along with seeking the problems and working effectively to solve the same. The issues of the ER in HRM also provides the counselling and the coaching to the employees which will solve the issues related to the same. There is a need to carefully evaluate the changes with the performance of the tasks. This is based on the leading responsibility and the working hours to conduct a proper job analysis and tailoring the ensured classification process. (Jabbour et al., 2016). The essential job functions are for the determination of the jobs and the duties with the adequate responsibilities of the position. This is important for the occupying the time of the employees with the specialised skills for performance. The function is based on the complexity level with the description to attract the inter-related accomplishments.

The human resource information system can easily post the jobs and track the applicants through e-recruiting process. This will help in holding the recruiting portals that allows them to attract with the World Wide web. The diversification in the workforce leads to the increase of the organisation worth along with the handling of the industrial rivals. (Warner, 2016). The world and the technology has been able to setup the highly skilled and the creative people. the demography is based on properly managing the workforce with the diversity to hold the management. The workforce theory is set with performance of the organisation along with effectively handling the people management techniques. The research is based on the different opinions with the construction that is inclined to narrow the description of the cultural groups. The diversification involves the people with the perceptions through interaction and communication with adapting the change. The diversity is based on holding the immediate action plan to manage the diversity with the increased adaptability of the organisations which employee to the workforce to solve the problems of the different service programs. There have been broader service ranges which allow to provide the services to the customers with the variety in the viewpoints. (Berman et al., 2015). There has been communication based on the perceptual, cultural and the language barriers to overcome for the diversity. The resistance to the change will help in handling the social and the cultural makeup of the workplace where there is a proper implementation of the armed assessments of the employees and the research data. The successful management is for assessing the diversity with the development plan. This will hold the organisations to help in the determination of the different challenges and the obstacles.

The Human resource management is for the proper job performance and the evaluation which helps the organisation to analyse the capabilities of the employees. (Lin et al., 2016). There have been different metrics which will help in understanding the strengths and the weakness of the employee along with helping them to improve their learning skills. The trained employee is able to bring good and effective results to the organisation with the improvement in the work quality. The strategic human resource management has been for a complete diversification in work along with supporting the different recruitment challenges and the skills that will help in the employee retention and the satisfaction. (Berman et al., 2015). The setup is based on handling and achieving the goals in the organisation which is only possible through proper determination and the work consistency. This will help in improvement in the working of the organisation along with effective development. The major strategy is to focus on the different strategy of the recruitment through the human resource management. The reliability is based on understanding the procedure and looking forward for the overall development of the employee with the diversified workforce.

Reference

Mathis, R. L., Jackson, J. H., Valentine, S. R., & Meglich, P. (2016). Human resource management. Nelson Education.

Berman, E. M., Bowman, J. S., West, J. P., & Van Wart, M. R. (2015). Human resource management in public service: Paradoxes, processes, and problems. Sage Publications.

Brewster, C., Mayrhofer, W., & Morley, M. (Eds.). (2016). New Challenges for European Resource Management. Springer.

Harzing, A. W., Pudelko, M., & Sebastian Reiche, B. (2015). The bridging role of expatriates and inpatriates in knowledge transfer in multinational corporations. Human Resource Management.

Wilton, N. (2016). An introduction to human resource management. Sage.

Kessler, I. (2015). Exploring the relationship between human resource management and organizational performance in the healthcare sector.

Stone, D. L., Deadrick, D. L., Lukaszewski, K. M., & Johnson, R. (2015). The influence of technology on the future of human resource management.Human Resource Management Review, 25(2), 216-231.

Jamali, D. R., El Dirani, A. M., & Harwood, I. A. (2015). Exploring human resource management roles in corporate social responsibility: the CSR?HRM co?creation model. Business Ethics: A European Review, 24(2), 125-143.

Jabbour, C. J. C., & de Sousa Jabbour, A. B. L. (2016). Green human resource management and green supply chain management: Linking two emerging agendas. Journal of Cleaner Production, 112, 1824-1833.

Shields, J., Brown, M., Kaine, S., Dolle-Samuel, C., North-Samardzic, A., McLean, P., ... & Plimmer, G. (2015). Managing Employee Performance & Reward: Concepts, Practices, Strategies. Cambridge University Press.

Lussier, R. N., & Hendon, J. R. (2015). Human Resource Management: Functions, Applications, and Skill Development. SAGE Publications.

Punnett, B. J. (2015). International perspectives on organizational behavior and human resource management. Routledge.

Gatewood, R., Feild, H. S., & Barrick, M. (2015). Human resource selection. Nelson Education.

Riccucci, N. M. (2015). Public Personnel Management. Routledge.

Abdullah, L., & Zulkifli, N. (2015). Integration of fuzzy AHP and interval type-2 fuzzy DEMATEL: An application to human resource management. Expert Systems with Applications, 42(9), 4397-4409.

Warner, M. (Ed.). (2016). Changing workplace relations in the Chinese economy. Springer.

Lin, C. H. V., Sanders, K., Sun, J. M. J., Shipton, H., & Mooi, E. A. (2016). From Customer?Oriented Strategy to Organizational Financial Performance: The Role of Human Resource Management and Customer?Linking Capability.British Journal of Management, 27(1), 21-37.