What Is HRM, And Does It Matters HR And Organization's Performance Essay

What Is HRM, And Does It Matters HR And Organization's Performance - Essay Example Broadly, human resource management is referred as a rational and strategic approach for managing a firm's most valuable asset. This valued asset is employees who contribute to the organization in an individual and collective manner in order to reach its strategic goals( Armstrong, 2006, p.5).According to Storey (1989) HRM can be defined as a "set of interrelated policies with an ideological and philosophical underpinning"(cited in Armstrong, 2006, p.5).Storey(1989) highlights four aspects that constitute significant version of HRM, it includes: a specific collection of beliefs and assumptions; a strategic drive for informed decisions about people and management; line managers' central involvement; and dependence on a set of 'levers' for shaping employment relationship(cited in Armstrong, 2006, p.5).).Storey(1989) highlights four aspects that constitute significant version of HRM, it includes: a specific collection of beliefs and assumptions; a strategic drive for informed decisions a bout people and management; line managers' central involvement; and dependence on a set of 'levers' for shaping employment relationship(cited in Armstrong, 2006, p.5).... HRM deals with the achieving objectives' in areas that include: organizational effectiveness, human capital management, knowledge management, reward management, employee relation, meeting diverse needs, and filling the gap between rhetoric and reality (Armstrong, 2006, p.11). HR matters as it has influence on diverse areas of organization's performance. According to Purcell et al. (2003), HR can lead and contribute to the development and implementation of high performance work practices. In particular, the practices linked with job work and design, flexibility, resourcing and talent management, reward, employee development, and employee representation. It contributes to the process of formulation and incorporation of clear vision and values of organization; development of positive psychological association and means of increased motivation and commitment; creation of a perfect workplace; support and guidance to managers for the implantation or HR policies and procedures; and effectiv e change management. HR and Organization's performance HRM practice is based on the assumption that employees are key resource, and overall organizational performance is largely dependent on them. Therefore, appropriate HR policies and policies and their effective implementation can make substantial improvements in organization's performance. Several HR commentators identified the crucial need to establish that there exist an evident and positive association between HRM practices and organizational performance. It is not sufficient to prove that HR is a good thing, but the initiatives that ensure its effectiveness. It is the 'black box' exists between intentions and outcomes as