The key task of the human resources management (HRM) is to deal with numerous approaches in order to manage the people of the organisation.The approach is practical and there is greater tendency to change towards an informal individualistic direction…
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The approach is practical and there is greater tendency to change towards an informal individualistic direction (Salaman & Et. Al., 2005). In the international context, HRM issues are quite prominent and therefore an in-depth understanding of such issues is quite significant. Various theories and frameworks of HRM are present which can be applicable for managing the people working in the international arena (Lucas & Et. Al., 2007). Best Practice HRM is considered as the notion that human resource practice tends to work in an effective way if they are introduced in correlated and equally reinforcing bundles (Redman & Wilkinson, 2009). The literatures on human resource management suggest that the policies and the procedures related to the functions of human resource must be coordinated with the business strategy (Rollinson & Et. Al., 1998). On the other hand, the term ‘organisational behaviour’ (OB) implies the study and the application of knowledge regarding how the ‘individuals’, ‘people’ and ‘groups’ behave in the organisation....
Changing Landscape of HRM and Organisational Behaviour It has been mentioned by Jamrog and Overholt in their study that since last 100 years there has been continuous shift in the role of the human resource professionals and there has been addition of more responsibilities in the work of these professionals. According to the research of the authors, there has been major shifts in the functions of HR and it has developed through numerous stages starting from medieval time to industrial revolutions, from scientific management to human relations movements and finally to current strategic business partner model. In the ancient times, the HR has mainly tried to focus its attention towards the administrative facets of the human resource management. However, in the recent times, the strident call forced the HRM to become a strategic business partner. It is quite significant to comprehend the differences between the Human Resource Management (HRM) and the Strategic Human Resource Management (SHRM). When the traditional HRM is taken into consideration, it is noted that traditional HRM is generally transactional in nature and aims at providing administrative support to the people working in the organisation in terms of staffing, compensation, recruitment and benefits. It has been paradigm change from the administrative facets of the human resource management that has led to the development of SHRM. In SHRM, a new set of value added roles and responsibilities have been inculcated to functions of the HRM. The prime importance of the SHRM is that of the strategic business partner. It is the SHRM that helps the companies to achieve competitive advantage and therefore assist the business managers to plan
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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.
It is an interdisciplinary field that includes sociology, psychology, communication and management” (Lamb, 2010). It was originally treated as a part of the field of Psychology for its high focus on observation and analysis of human behaviour. However, it rapidly emerged as an independent field due to the complexities and unique nature of workplace settings, integrating the studies of sociology, communication and management as well.
In an attempt to accomplish this study, the details of the events that occurred at work during the week have been noted down. The approach of noting down the various events taking place in the workplace would facilitate the process of understanding the theoretical concept of organisational behaviour, as it is very practical and beneficial.
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.
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.
According to the report the responsibility of supervising the newly recruited employee through this process of customization of skills and competencies normally rests with the HRD. The performance of an employee in an organization is fundamentally governed by the extent to which he/she is learned and skilled to deliver the work of the required nature.
y especially in the context of every day life and events, and even where it appears to be clearly demonstrated by such global entities as JF Kennedy and Nelson Mandela, we find on analysing these ‘leaders’ that they have little in common in terms of education, character or
urring in the external environment of the firm, changes in the demographics of the workforce, greater emphasis on the growth of profitability of the business, changes in technology, intellectual capital and also other never ending transformations occurring around organisations
Therefore, a leader is a person who has capabilities to influence a group to work willingly. An effective manager in an organization should be a good leader to lead and guide the other subordinates towards
6 Pages(1500 words)Essay
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