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Issues Connected to Human Resources Management - Assignment Example

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This paper "Issues Connected to Human Resources Management" discusses HRM practices that can be equally effective in educational institutions, which function differently and have different goals, would probably require a diverse perspective of viewing before impacting decisions can be made…
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Issues Connected to Human Resources Management
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Download file to see previous pages Notably, management professionals would agree, HRM system is an integration of various management practices with ‘people’ at its prime focus (Jackson, Schuler & Werner, 2008); and, the common factor between business organisations and educational institutions is ‘people,’ although their goals differ. This could be one main reason for attempting to implement HRM in educational institutions, although it is customized to organisational benefit.

Halachmi’s (2002a) extensive analysis on performance measurement clearly indicates the need for performance measurement in order to achieve the goals; and, it, in turn, establishes targets aligned to organisational goals and expectations; makes evaluation stable and valid; identifies early warnings of improvement requirements; verifies the effectiveness of corrective actions; compares the performance of peer organisations and departments; recognises outstanding performance; achieves sustainable improvement; and, promotes ongoing organisation-wide evaluation and improvement. Harbour (1997) argues that performance measurement purely constitutes the accomplished numbers and absolutely no work behaviour. Research by King et al’s (2002) indicated that there is growing concern among scholars that states may be adapting their behaviours to pass sometimes-arbitrary performance measures rather than improving public management per se (Halachmi, 2002a).

Armstrong explained that motivation is concerned with behaviour instigated by needs and directed towards the goals that can satisfy those needs (2002; p 69). The assumption that monetary benefits motivate everyone by default led to the emergence of PRP in the 1980s to drive performance. Although it worked for about a decade, challenges exploded eventually (Egan, 2009). Various factors responsible for these challenges or demerits of PRP were nature of work, control measures and audit systems to check performance, components or metrics of performance measurement, fluctuating economic condition of the market and differing values and changing needs of people. ...Download file to see next pagesRead More
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