The findings of this research will provide insight to keep the employees motivated and committed to the organization which enhances individual as well as organizational performance. Motivation is the most important tool and that too intrinsic motivation is what the managers should strive to achieve…
Download full paperFile format: .doc, available for editing
Extract of sample "Evaluation of HRM and Organisation Behaviour Theories Frameworks"
Download file to see previous pages
The paper tells that the ever-changing business environment, increased opportunities and demand for career orientation requires a strategic approach to human resources management. The HR managers must be aware of the skills gap among their employees and identify the need for the essential skills. The success of the organization depends upon the capability of the staff to tap the talents and the skills of the staff. This demands a holistic approach to recruitment and growth and development of people. The difference between success and failure depends upon the recruitment and retaining the right people with the right skills in the right position. Recruitment methods can be formal and informal or active and passive. While the formal methods of recruitment include job centers and press advertisements, the informal methods include a recommendation from the existing staff as well as a personal network of existing employees and others. Word-of-mouth method of recruitment has its own distinct advantages as the existing employees that recommend new recruits would also ensure that these new recruits are immediately socialized. This is the preferred method of recruitment as it helps reduce employee turnover. The larger firms are more likely to employ the formal methods of recruitment while the smaller firms employ the informal methods of employment. The formal methods are cost-effective for larger firms as they hire in huge numbers. However, the managers are likely to face some adverse situation because those employed through informal methods are likely to receive higher performance appraisals because of the personal involvement (Tanova & Nadiri, 2005). Besides, the employees that are taken in through referrals obtain accurate information about the organization and the job role and hence they have realistic expectations. Nevertheless, the HR managers would need to evaluate the situation and make decisions based on the business environment as the formal methods have their own advantages.
...Download file to see next pagesRead More
The researcher of this essay aims to pay special attention to behaviour theories in the field of Human Resources Management. As a result of the changing HRM landscape, HRM practices and organizational behavior theories are said to be important and significant enough in as far as improvement of the performance of the employees and the organisation as a whole are concerned.
Among the most challenging tasks that business leaders encounter, change management stands out across the globe as a critical task which leaders need to be critical of, thus the reason for Morgan (2006) giving simple metaphors to guide on the same: organisations as an organism, machine, brain, psychic prison, political system, culture, instruments of domination and flux and transformation.
A Critical Evaluation of HRM and Organisational Behaviour Theories and Frameworks and Link with Performance Table of Contents Overview 3 Changing Landscape of HRM and Organisational Behaviour 5 Significance of HRM Theories and Frameworks 7 Significance of OB Theories and Frameworks to Manage Complexities 9 Assumptions of OB and Human Resources Management 10 Organisational Behaviour to Enhance Organisational Performance 12 HRM to Enhance Organisational Performance 13 Contemporary HR Themes in Contemporary Organisations 14 References 17 Overview The key task of the human resources management (HRM) is to deal with numerous approaches in order to manage the people of the organisation.
There are various human resources management (HRM) and behavioural tools such as leadership styles, ethics, learning, values, as well as attitudes of the employees can be used to improve the performance of the individual and the organization as a whole. Grobler (2006) argues that the performance of the employees is usually behaviour based and there are various measures that can be implemented in order to improve it.
Just what is the Joint Commission? It is an accreditation and certification agency that is an independent and not-for profit organization overseeing the quality of more than 15,000 health care organizations and programs in the United States (Joint Commission Website, 2011).
Conclusion 7 3(a) Summary 7 3(b) Suggestions 7 3(c) Recommendations 7 References 9 1. Introduction The assignment of tasks to employees is a critical challenge for managers in modern organizations. In many cases, employees do not have all the skills required for their role, a problem that may not be revealed during the hiring process.
The author states that by the end of 1980s and the mid-1990s the notion on the LO mounted to distinction and a substantial stuff of literature built up on the subject. The model of the LO provides an ultimate and, at first display as a minimum, greatly striking representation of organisational improvement.
This is critical for leaders to understand if they are to manage people effectively. Psychologists have embarked on a rigorous process of categorizing different people. This categorization has been done based on certain personality traits that people in each category
The Human Resources Management department has gone through many alterations since its inception in the early 1900’s. Begun as an effort to confront a workforce that required more attention as the industrial revolution was underway, many of the constituents on the Human Resource Management were coming into being.
The present research aims to present the changing landscape of HRM and organizational behavior rhetoric and evaluate the significance of the HRM and organizational behavior theories and frameworks in assisting managers coping with internal and external complexities of the business environment.
11 Pages(2750 words)Coursework
GOT A TRICKY QUESTION? RECEIVE AN ANSWER FROM STUDENTS LIKE YOU!
Save Your Time for More Important Things
Let us write or edit the coursework on your topic
"Evaluation of HRM and Organisation Behaviour Theories Frameworks"
with a personal 20% discount.