Human Resource Management Practice
Some theories have been put forward that can be adopted in organizations. The Maslow theories and Hezberg’s theories explains the reactions of employees to reward systems and they therefore help an organization to know the kind of theory to adopt, depending on the goals and objectives and the individuals/employees of the organization. If an organization has good rewarding systems in its business, it creates an attractive cooperate image and a better organizational culture both to the internal and external environment. However, the basic question is which employee should receive how much.
This calls for a need to have a pay processes shown below Figure 2 Process Used to Establish Ba...
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...se Wages and Salary Structures in an Organization Job evaluation determines the monetary value of several jobs in the organization. Whenever job evaluation is done, some employees many receive more money than what they have been receiving while others may receive less. Money as a form of compensation motivates and demonstrates employees. Tesco thus has high compensatory systems to its employees. This has been motivating its employees and this can be said to be the reason why Tesco UK has been named to be one of the high income Earners in the UK.
With the dynamics of the global market, organizations need to be more flexible and innovative to match the demands of the market world. Training systems in an organization are meant to improve the performance of the employees and to improve their skills and knowledge. This can be done by establishing learning departments and knowledge management in the organizations. Employees also need to keep on adjusting to the changes through training and this makes them to be attractive to their employers. Training is thus aimed to promote employee and hence organizational development.
The main challenge in this in this process is to match the organization’s strategic plans and achieving the set goals and objectives and at the same time meeting the employees needs. The other challenge is creating a learning-friendly internal environment; whereby all the people in the organization can participate in the practice to create a pleasant cooperate image. Training can also be said to mean getting smart in the business world because it updates the employees and directors. It empowers them and equips them with knowledge and skills.
Training is also related to compensation because it motivates the employees; it is an effective input that produces high and attractive output. Training is also a development strategy to the employees. Spending money to train employees can make. Training also leads to great cooperate development and it is the only best way an organization can be able to handle growth in the business world and it also reduces cases of injuries in the organization since it creates knowledge and knowledge is power. Tesco advanced training methods to its employees and this has resulted to high performance by the employees.
(b)Evaluation on Human Resource Management Systems In conclusion, organisations have been able to employ the above-mentioned Human Resource Management systems successfully and this is why it has succeeded in achieving its objectives and goals. It is evident from the above discussion that these HRM systems are crucial in organizations. However, they have some drawbacks. The recruitment process for instance cannot be entirely depended on since some methods used cannot exactly tell the individual’s nature and skills.
The organization recruitment, working conditions and compensatory system that an organization offers to its employees may also affect the recruitment process. For instance, if the business has a bad reputation people will not apply to work and this affects its objectives and goals . There is also high competition in the job market and this is a challenge to organizations. Performance appraisals have also not been embraced by many employees and it has therefore been a challenge to the line managers. The appraisal system is complex and time- consuming to implement.
Currently, the performance appraisals that have been put in use are poorly constructed and are not effective. This means this system is not constant; it is subject to criticism and changes depending on the changes on the business environment. While compensation can be important to a business, it is also risky because some individuals themselves with other individual. Linking pay and performance because it may take more time and resources to implement and the employee may exploit loopholes that may exist.
Finally, all these systems are necessary if any organization has to talk about development and achievement of goals. Human beings need to be managed and the above system cannot be isolated from Human Resource Management.
Armstrong, M, Human Resource Management Practice, London and Philadelphia, 2006. Brown, A, Organization Culture, Trans-Atlantic Publications, 1998, pp 11 – 12 , 431. McKenna, E, & B NIC, Human Resource Management: A Concise Analysis, Financial Times Prentice Hall, 2002.