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Critical Evaluation of HRM and Organisation Behaviour Theories Frameworks - Coursework Example

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The research starts with the enactment of HRM and organizational behavior contemporary themes in the management of individuals in contemporary organizations demonstrates assumptions underpinning the way in which HRM and organizational behavior theories and frameworks have been propagated…
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Critical Evaluation of HRM and Organisation Behaviour Theories Frameworks
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"Critical Evaluation of HRM and Organisation Behaviour Theories Frameworks"

Download file to see previous pages The paper explains that human resource management is a broad spectrum of professional mandate that has to do with anything that deals with the handling of people (human resource). As far as the people are concerned, human resource management caters for “compensation, hiring, performance management, organization development, safety, wellness, benefits, employee motivation, communication, administration, and training”. Human resource management has been given a theoretical framework by the Business Ball whereby it is related to the psychological contract. It is said that “The Psychological Contract' is an increasingly relevant aspect of workplace relationships and wider human behavior.” This means that human resource management is considered a necessary phenomenon not just because of the fact that it is needed to lead to the growth and development of an organization but then because it is needed to be in place to protect the basic relationship that needs to exist between the human workforces in the organization. 
This makes human resource management an aspect of organizational management that is needed to have a more permanent basis. It is in this regard that human resource management has always been discussed along with the lines of organizational behavior – because the organizational behavior has a more permanent stake in all organizations. Organizational Behavior has been explained as “the study and application of knowledge about how people, individuals, and groups act in organizations” (Clark, 1998). This means that organizational behavior can lead to a better comprehension of the type of human resource management that should be in place at a workplace or a given organization and this is the reason why the two concepts are always treated hand in hand. Assumptions underpinning the way in which HRM and organizational behavior theories and frameworks have been propagated Rank (2011) notes that human resource management and organizational behavior has existed with humankind since time immemorial. The only difference is that these two phenomena of management have been through a lot of changes and transitions. The good news is that handling of both human resource management and organizational behavior has been improving with time. There is indeed exists a chain of assumptions underpinning why and how theories and framework of human resource management and organizational behavior all came about. Rank (2011) attributes the conception of the two theories and framework to the emancipation of human rights such that the need to promote the well-being and welfare of all people - regardless of whether they are employees or employers was deemed necessary.  ...Download file to see next pagesRead More
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