Human Resource Management Practice Essay Example | Topics and Well Written Essays - 1500 words

Human Resource Management Practice - Essay ExampleThe performance of an organization is root in the contributions of each and every person working in that organization. Performance therefore is the greatest motivation of HRM. It is however important to note that an organizations culture impacts on the performance of that organization (Denison, 1990). This therefore implies that performance and consequently HRM memory access of an organization takes cue directly from the organizations culture. Therefore each organization has embraced HRM approach that closely fits it found on its culture and culture being every aspect of the organization at every level i.e. from explicit manifestations of traditions to the underlying assumptions that drive a social club or organization (Schein, 2004). This paper seeks to explain why a given HRM approach closely and uniquely fits a cleaveicular organization. This is achieved, by choosing a side organization, identifying its HRM approach and explai ning why the HRM approach in that organization fits them.Before we choose the case organization it is important to highlight the major approaches to HRM. These include vision, commission, appraisal, agile structures and re branding. Vision needs to be communicated to the employees from the top. Commitment can be attained by using motivational approaches so that the personnel can have commitment to their work. In agile structures, there is redesign of organizational structures to embrace flexibility so as to stimulate employees to handle a variety of roles in the exploitation group dynamics with the aim of maximizing efficiency and output. In appraisal, the employees are evaluated to witness their progress and address areas where they need to be developed. Finally, re branding approach refers to the changing of the old names such as personnel department to HRM department with an emphasis that it is a department representing the most caring and considerate part of the company. To ge t an edge in the market through HRM it is important that the HRM function caters for planning, consistent design and management of workforce systems, strong policy on concern and manpower strategy, harmonization of HRM activities/ policies with the overt business plan/strategy and considering the workforce as a resource for attaining a competitive edge in the market. (Armstrong, 2006) allot Samsung Electronics Co. Ltd for instance. Samsung is an organization that deals within a fierce market competition. Therefore, to survive in such a market it is imperative to arrange and effectively utilize the humane resource at their disposal. Samsung believes strongly that despite the fact that human resource and technological development are two different functions their interaction creates a synergism that bears on success in the market rooted in internal quality management. It also believes that when good relations exist between the employees and when employees are happy doing their job s, then this is good for the organization. It is good because the employee is in good frame of mind and he/she has the motivation to beat deadlines, carry out responsibility without much watchfulness and above all feeling part of the organization. Therefore, Samsung tries to encourage good relations among employees for the purpose of highly motivated and competent workers.Human resource development is a very important and central aspect of human Resource Management. When an organization emphasizes on developing their