HOW ORGANIZATIONAL PERFORMANCE EFFECT ON HUMAN RESOURSE MANAGEMENT

 

HOW ORGANIZATIONAL PERFORMANCE EFFECT ON HUMAN RESOURSE MANAGEMENT

Introduction

The economic environment is rapidly changing, and this change is speeding up. Characterized by events like as globalization, shifting customer and investor needs, and ever-increasing product-market competition To compete successfully in this climate firms continuously need to enhance their performance by cutting costs, developing goods and processes and enhancing quality, efficiency and speed to market.

Human resources, or the people that make up an organization, are regarded as one of the most significant resources in today's businesses. People and how they are handled are becoming increasingly crucial as many other drivers of competitive success become less powerful. Recognizing that the basis for competitive advantage has shifted is critical for developing a new point of reference for considering human resource management and strategy concerns. [1] Traditional sources of success, like as product and process technology, protected markets, economies of scale, and so on, can still give competitive advantage, but human resources are increasingly important for an organization's long-term viability (Wright, Patrick , Dunford, Benjamin, Snel & Scott 2007).

Human resources are regarded as an organization's most valuable asset, yet relatively few firms are able to fully realize their potential. Human resource management (HRM) is described as the rules, procedures, and systems that affect employee behavior, attitude, and performance. Paying close attention to human resource management is a must for any organization. HRM procedures and processes are part of the organization's human resource management. Several human resource management approaches have the ability to improve and sustain organizational performance (Paul & Anantharaman2003).

 

Ways of HRM Deal with Organizational Performance

  • ·         Ensuring that proper practices and policies among others personnel or human resource planning.
  • ·         Reward or compensation and benefits are put in place and will help the company achieve its business success.
  • ·         To invest in people through the introduction and encouragement of learning processes designed to increase capability and align skills to organizational needs.
  • ·         To encourage people to engage wholeheartedly in the work they do for the organization.
  • ·         To gain the commitment of people to the organization’s mission and values.
  • ·         Recruitment and selection, training and development, employee loyalty, employee motivation, performance appraisal.

Conclusion

Human resource management does not just have a restricted role in the company, but, it is to support the organizational aim and goals. Its purpose is to guarantee that HRM procedures and practices are aligned with employee motivation and satisfaction in order for the business to thrive and be productive. HRM procedures and processes must also be successful in order to give the business with a competitive edge and an atmosphere conducive to meeting the goals specified.

References

Comments

  1. Venushka BandaranayakeMay 8, 2022 at 9:24 AM

    Performances of an organization is purely based on employee performance in organization. HR is having a huge responsbility in providing suitable environment for employees to perform. Good Luck.

    ReplyDelete
  2. Mahinda HerathMay 8, 2022 at 9:37 AM

    Human resource management supports organizational development, success future goals, and organizational objectives. HRM procedures and practices are aligned with employee motivation and satisfaction for the business to efficient and be productive. Grete in the blog.

    ReplyDelete

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