Hrm Positive Organizatinal Performance
Zambia Catholic University. Faculty of Business, Management and Finance. Department of Business Administration.
FAMILY NAME: MWENDELA Student ID No: 100001 EVD Due Day: Assignment: 09-04-2013 HRM Essay
GIVEN NAME: DAIMON Course Code: Lecturer: No. of pages: BBA 250 Mr J.B Masiye 06
Essay Title: Discuss the view that effective Human Resources Management policies and practices can contribute to positive organizational performance
Introduction The Human Resources of an organization consist of all people who perform its activities. For the purpose of this essay, it is important to define further what human resource management is and what it is used for and to establish how it effectively contribute to the positive performance of an organization. "Human resource management (HRM) is concerned with the personnel policies and managerial practices and systems that influence the workforce. In broader terms, all decisions that affect the workforce of the organization concern the HRM function." (Bernadin,H.J.2007). Furthermore, (Armstrong.2006:4) defined it as a strategic and coherent approach of an organization 's most valued assets-the people working there, who individually and collectively contribute to the achievements of the objectives of the business. The term Human resource management is therefore also widely known as "Personnel Management" as a description of the process of managing people in organizations. In a constantly changing world, which requires flexible responses, with strong competition from nearly every continent, due to increased globalization, it is important for organizations to have some kind of competitive edge. Especially in the service industry, but more generally spoken throughout every industry, the human capital is the most contributing factor to being competitive and making a difference between customer satisfaction and general positive organizational performance. Main functions of HRM The main functions of
FAMILY NAME: MWENDELA Student ID No: 100001 EVD Due Day: Assignment: 09-04-2013 HRM Essay
GIVEN NAME: DAIMON Course Code: Lecturer: No. of pages: BBA 250 Mr J.B Masiye 06
Essay Title: Discuss the view that effective Human Resources Management policies and practices can contribute to positive organizational performance
Introduction The Human Resources of an organization consist of all people who perform its activities. For the purpose of this essay, it is important to define further what human resource management is and what it is used for and to establish how it effectively contribute to the positive performance of an organization. "Human resource management (HRM) is concerned with the personnel policies and managerial practices and systems that influence the workforce. In broader terms, all decisions that affect the workforce of the organization concern the HRM function." (Bernadin,H.J.2007). Furthermore, (Armstrong.2006:4) defined it as a strategic and coherent approach of an organization 's most valued assets-the people working there, who individually and collectively contribute to the achievements of the objectives of the business. The term Human resource management is therefore also widely known as "Personnel Management" as a description of the process of managing people in organizations. In a constantly changing world, which requires flexible responses, with strong competition from nearly every continent, due to increased globalization, it is important for organizations to have some kind of competitive edge. Especially in the service industry, but more generally spoken throughout every industry, the human capital is the most contributing factor to being competitive and making a difference between customer satisfaction and general positive organizational performance. Main functions of HRM The main functions of
References: List: Armstrong, M. (2006). A Handbook of Human Resource Management Practice. Ed. 10. London: Kogan Page. Airtel(Source:http://www.africa.airtel.com/wps/wcm/connect/africaairtel/zambia/ home/careers/how_to_apply/(accessed 01.04.2013) Bernadin, H.J. (2007) Human Resource Management, 4th Ed.,Chapter 1. Berkshire: Mc Graw Hill. Delaney, J.T., Huselid, M.A. (1996) The Impact of Human Resource Practices on Perceptions of Organisational Performance. Academy of Management Journal. Vol. 36, Nr.4., pp. 949-969. HRM Guide (5th August 2006) Human Resource Development: E-Learning reenforces staff loyalty at Hilton. See: http://www.hrmguide.com/hrd/hiltonuniversity.htm. (Accessed 02.04.13) Huselid, M.A. (1995) The Impact of Human Resource Management Practices on Turnover, Productivity and Corporate Financial Performance. Academy of Management Journal. Vol.38, Nr.3, pp. 635-872. Ichniowski, C., Shaw, K., Prennushi, G. (1994) The effects of HRM practices on productivity. Working Paper. New York: Columbia University. Society for Human Resource Management. (1998). SHRM survey explores the best in diversity practices. Fortune 500 firms outpace the competition with greater commitment to diversity. The Society for Human Resource Management (SHRM). Available on the World Wide Web at http://www.shrm.org/press/releases/ 980803.htm. (Accessed 02.04.13) Stem, K.(December 2006) Creating a work climate that motivates staff and improves performance. Managers Who Lead: A Handbook for Improving Health Services Global Health Technical Briefs. US Agency for International Development through the Management and Leadership Program. Chapter 3, award number HRN-A-00-00-00014-00. See http://www.msh.org/resources/publications/ LandM_handbook.html. (Accessed 02.04.13) (Chenzira Visagie 2013) Technologybanker Southern Africa Correspondent (http://www.technologybanker.com/mobile/rural-expansion-increases-airtelzambias-subscriber-base#.UVqZ5r-lo20) (Assessed 05.04.13) 7