The Current Practical HRM Issues Organizational Performance

Question: Discuss about the Case Study for The Current Practical HRM Issues and the Impact on Organizational Performance. Answer: Introduction: There is an increased competition among the organizations so that a larger market share can be captured which would help in increased sales and more number of customers. The higher level of competition is due to the advancement of the information systems, stemming of globalization and many other factors (Minbaeva et al. 2014). Some of the goals are the cost reduction, increasing the number of customers improvement of the quality of the product, achieving the level of the sales, increasing the share of the market percentage and improvement of the quality of the product (Van De Voorde et al. 2012). All this can only be achieved through the management of the human resources in the organization. The success of the organizational performance lies due to the workforce. The most important source for the firms today is the human resources (Shaw, Park and Kim 2013). The human resources is important in an organization as they are the assets, helps in creating competitiveness and helps in the r ealization of the objectives. The expectation of the workforce must be comprehended by the organization so that the desired performance is achieved. The expectation of the realization will help in getting a desired behavior for the organization. The organization through the management of the workforce expects the cooperation of the employees with the managers, commitment, motivation, attitude, presence and the behavior of the employees (Savaneviciene and Stankeviciute 2015). The goal of the performance management is to create a high performance culture where the individuals and the teams they work together for the improvement of the process of business and achieving the target set by the managers. The perceived sufficiency practices of HRM helps in contributing the actual and perceived person job fit and perceived person organization fit. When the practices of HRM are deemed to be sufficient then they are a better fit to the organization and the job (Park and Shaw 2013). The main pu rpose of the HRM is to improve the performance of the business through the management of the people. The organizations to achieve the objectives and the goals need needs to manage the human resources The literatures on HRM has mainly focused on satisfaction of job , effectiveness in the organization. The fit between the organization and persons and persons and the job is an area that is neglected. With the goals of the HRM practices, there is a sense of fit, which is suggested from the target that is expected (Giauque, Anderfuhren-Biget and Varone 2013). It is very interesting to study whether there are positive views of the employees about the HRM practices and making them fir for the job that they undertake. Statement of the problem: There are a number of issues that are faced by the organizations, which might hamper the performance of organization and the employees as well. The company could be facing the retention of the workers in the organization, which has result in the greater out flow of the workers to a competitors organization (Alfes et al. 2013). Without a department of HR, the process of recruitment is very slow; the company does not know how to attract the right pool of candidates to their organization (Knies et al. 2015). The department of HR they know the way to screen the candidates and knows whether they are fit for the organization. The levels of the productivity help a business to grow efficiently. When there are lower levels of productivity then there will be a need for the HR to check for the problem that might be caused due to the lack of resources or the poor practices. The employee after joining the company they are not able to work on the floor there is a need of training, which would help them to get accustomed to the job that is done (Vermeeren, Kuipers and Steijn 2014). The member they are able to learn about the job during the course of the training. There are variety of problems like discrimination and diversity, health and safety, discipline, pay roll that is looked after by the HR department. Aim and Objectives: The main aim of the research involves analyzing the role of HRM in an organization and sees the effect of it on the performance of the organization. The impact and the demonstration is investigated through the HRM of the service sector. The follow objective, which would be considered Identifying the impact of the employees engagement on organizations and see the way system of HRM effect employee engagement Examining the practices and the policies of HR and their impact on their performance of the organization Identifying the challenges that are faced by the HR for sustaining the competitive advantage Justification of the research: The management of the Human Resources in an organization is an indispensible part. The HR helps in maintaining and controlling of the efficiency and enhancing of the performance of the employees. The knowledge of HR helps in the improvement of the bottom line of the company the way the human capital will affects the success of the organization. HR managers will helps in the correct staffing and help in the projection of the business. The compensation structure designed by the department of HR is realistic and is of the competitive structure (ALDamoe, Yazam, and Ahmid 2012). As per the financial status of the organization, the department of HR conducts the extensive survey as maintains the wages and salary as per the currents standards. The HR development helps in resolving the issues related to the development and training, liability, recruitment which tends to affect the organization performance. Potential Output of the Research: The management of the performance involves the systematic form of improving the performance of the organization. This would be helping in getting better results from the individuals, team and organizations for the managing and the understanding of the performance within planned goals and the standard competent requirements. The research will be performed on the employees of the service industry and the employees of the manufacturing employees to gather their opinion on the way the HR department functions. The skills, competencies and knowledge will help in realizing the performance of the organization. This helps in showing that the human resources will help in creating an impact on the performance of the organization. They are asked with two types of questions one that is related to the practical principle and performance of the organization and SHRM and whether there is a planned deployment of the human resources and the activities which would help the organization to meet the obje ctives. It is expected that maximum number of employees they are aware of the concept of HRM and knows the implementation of it in the organization. They know that there are specific strategies for the management of the human resources while there would be fewer organizations that are not familiar with the practices of HRM. When they employees were asked the whether there is a greater impact of HRM they would have said that this would lead to higher impact. Conceptual Framework and Research Hypothesis: There have been several researches on the HRM and the performance of the organization by the practitioners and the academicians. The publications and the study in the field of the HRM have helped in the designing of the concepts in terms of the practices of the individuals. The polices and the practices of HRM helps in influencing of the performance, attitudes, behaviour of the employees (Mitchell, Obeidat and Bray 2013). They are involved in the important practices, which help in creating a positive impact on the organization such as the planning of the human resources, selection, recruitment, training and development, management of performance, compensation and employee relations. Seven types of practices of HRM that helps in the enhancement of the organization and this will help the organization to avail a competitive advantage (Sani and Maharani 2015). The practices are employment security; selectively hire the new personnel, decentralized form of decision making and self managem ent teams , higher compensation contingent on the performance of the organization , training performed extensively, reducing the barrier related to the status like wage differences , language , dress , and arrangement in office (Jiang, Lepak, Hu and Baer, 2012). Moreover, the sharing of the information related to performance and finances throughout the organization. A conceptual framework diagram is built showing the link of HRM with the performance of the employees. The model helps in showing the detail and the reflection of the strategies of the business to the performance of the organization that is measured through the financial indicators (Alfes, Shantz and Truss 2012). The model suggests that the performance is linked to the ability, motivation and opportunity. After the creating, the business strategy there is going to be development of the human resources strategy. Prior to the formulation of the business strategy there is a need for the analysis of the competences of the staffs , the way they are motivated , the skills and the knowledge they possess (Den Hartog, Boon Verburg and Croon 2013). This workforce will be achieving the performance indicators. The business strategy is realized through the clubbing of the opportunities of the workforce, their expectation and the factors that helps in influencing the in and out of the organization . There is an easy tracking of the strategy of human resources and adaptation of the strategies with the prior practices that would be followed for the implementation of the performance (Jensen, Patel and Messersmith 2013). The practices will be applied for achieving the performance of the organization for reaching the motivation of the employees and management of HR through producing better quality resources. The following is the conceptual diagram for the HRM practices and Organizational performance: Figure: Conceptual Framework of HR practices and Organizational Performance (Source: Peretz 2013) Research Hypothesis: In the research paper we consider, the following research hypothesis: H0: There is a significant impact of the practices of HRM on the performance of the organization. H1: There is no significant impact of the practices of HRM on the performance of the organization. Methodology: Research Methodology is a very important section for the researcher, as this will be helping the researcher to undertake the appropriate method for conducting the research. The methodology will help in undertaking a deeper analysis of the subject and providing some of the best results. Research Approach: There are mainly two types of research approach i.e. the deductive and the inductive approaches. The author will be using the deductive approach for the testing of theories. The method will be used for validating the theoretical understanding with deduction (Chandra and Sharma 2013). The respondents who are used in the research will help in the understanding of the deductive approach and coming to a right conclusion. The deductive method will be used as this will help in providing a strong base for the research on the subject. Research Design: There are mainly three types of research design i.e. exploratory, explanatory and descriptive. The research is conducted within the framework. The exploratory research will help in learning the newer avenues of the research and there is no structured hypothesis (Buglear 2012). The explanatory research involves there are some occurring that are repetitive in nature and this can occur at any point of time. The descriptive research will help in carrying out of the research when there is already a hypothesis (Katsirikou and Skiadas 2012). The researcher would be using the descriptive research so that he able to get a detailed idea of the practice of HRM in the organization and see the competitive advantage. Literature Review: the researcher has focused on the collection of the secondary sources of data like the business journals , websites , magazines and many other sources so that he can get information on the topic depending on the past data. The sources that have been used as the Google Scholar, Science Direct, Research Gate and other journals those are freely available on the web. These articles will be helpful in analysis the performance of the organization with the practices of HRM. The secondary analysis data is a cost effective method than that than that of the primary collection of the data (6 and Bellamy 2012). The past scenario from the literatures and the actual scenario from the primary data collection will help in making a perfect analysis. Collection of Data: Sampling is a very important criterion for selecting the number of respondents for the research. Sampling is done to streamline the research, as the entire population cannot be taken up for the purpose of the research (Oakshott 2012). There are two types of sampling methods, which the probability sampling and non-probability sampling. The researcher will be using the probability based random sampling method for performing the research. This type of sampling will be free from biasness and would not be time consuming. Samples are collected from the secondary sources. The official statistics are gathered from the manufacturing industry and the service industry. The journals and survey will help the researcher to get relevant information for the research and analyzing the study to see the way the issues related to HR is resolved by the organizations. The technical reports are the account of work done on the research project. This reports are written to provide results from the colleagues , institutes and interested research. Various scholarly articles has been used as they have the original research by the renowned expert on the definite field. Focus Groups: There are mainly two types of groups that are focused into and they are the employees of the organization and the managers of the organization. Data Analysis: The analysis of the data for this research will be done in the perspective of the qualitative and the quantitative. Quantitative analysis involves the use of the statistical models, pie charts and the use of the Ms Excel sheets for the purpose of analysis (Supino and Borer 2012) There is a descriptive analysis done through the quantitative data. The descriptive statistics would include the mean median mode and standard deviation of the data. The Type I and Type II errors would help in the testing of the hypothesis. Regression analysis is performed whether the performance of the organization is dependent on the HRM. The researcher will be using secondary data for conducting the research. Organization of Study: The following is the organization of the study: Chapter One: This chapter explains the research proposal for the topic that is taken into consideration in the research. Chapter Two: This chapter would include the extensive study on the impact of the HRM on the performance of the organization and resolving of the issues related to HRM. Chapter Three: This chapter is the methodology that would be used by the researcher to perform the research. The methodology involves the literature reviews, collection of the data, key indicator observation and the data analysis for completing the research. Chapter Four: After the analysis, the finding and the discussion is made in the chapter, as this will be helpful in reporting. Chapter Five: This chapter will help in analyzing the overall result of the research topic and makes recommendations for improving the performance of the organization through the HR practices and policies. Gantt chart and Budget: The following is the timetable for the research: Main activities 1st week 2nd week 3rd week 4th+5th week 6th week 7th week Selection of topic Literature review and study of existing theories Research methodology Data collection- Scondary Analysis of data and interpretation Findings conclusion Final work and submission Budget for the Research: The budget for the research will be allocating 4000 dollars for completing the research. This allocation will be done as per the timetable set. The researcher apart from the free sources of journal and other documents has invested for purchasing relevant materials for the given topic. The cost incurred for buying the external sources is approximately 1000 dollars. Since the location of the organization is to far so the researcher has to travel so the overall cost of resources and travel 1500 dollars The accessing of the tables, charts and analysis of the data is done. The government data is also collected. The budget for this is 1500 dollars Conclusion: There is a competitive market created by the organizations for the management of the human resources for achieving the required organizational performance. The goals of the organizations are reduction of cost, increasing the level of sales, increasing the number of customers, improving the products quality, bringing innovation of the product and improving the productivity. The Human resources plays an important role for the performing of the indicators. The expectations should be realized by the organizations from the employees so that they are able to display their skills, behave and motivate so that the organization can achieve performance. HRM is very important and this should be linked to the overall strategy of the organization. The HRM department will be hiring those people who are relevant to the organization so that they are able to resolve the issues related to human resources. 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