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…
Download full paperFile format: .doc, available for editing
Extract of sample "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
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.
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.
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
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 research bring out the relevant framework and the tools that HR managers can apply to achieve enhanced performance. These tools and framework help the organization to cope with the changes in the work environment. Three HR functions and the practices have been discussed and it has been found that motivation is the most important tool.
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.
In this paper for the Strategic Task Force, CSR TV proposes to focus on developing an action plan to implement the first recommendation on avoiding food waste at source. This is considered to be the highest priority for waste management, as it is more effective to prevent and reduce food waste from a source in the food waste hierarchy.
35 Pages(8750 words)Research Paper
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
"Critical Evaluation of HRM and Organisation Behaviour Theories Frameworks"
with a personal 20% discount.