Research Proposal - Assignment Example

4-5). This means that HR has broadened its function from the administrative work to the payroll processing, training and development and various others. This has led the managers and supervisors think about how to utilize maximally the employees with their competence that can significantly contribute to the accomplishment and flourishing of the overall enterprise (Mathis & Jackson, 2011, pp. 1-3). Therefore, the hypothesis statement with respect to this research proposal is "The effect of HR management on the success of organization", since it is one of the most imperative aspects to measure.

Brief Literature Review The human capital for any organization is the amalgamation of the skills set that they have attained from the duties and responsibilities, their attitudes, knowledge, training and experience (past and current) that sets the value of the employee within the marketplace. Therefore, the human management is not only a function, as the role of workforce has become vital in the contemporary times that add the competitive advantage for the enterprise. This has come under numerous research and investigations (Sims, 2002, pp. 2-5). According to one of the empirical studies, it has come to notice that those organizations have been more successful and thriving that value their employees (HR), in contrast to the enterprises, which have not given much importance to their employees and have considered them of negligible worth.

This is because when the employees feel that their participation and involvement towards a particular task is being recognized, the level of motivation amongst the employees boost, thus they tend to be more productive and efficient in producing the outputs, which facilitates in accomplishment of the company goals and missions (Sims, 2002, pp. 2-5). In fact, few of the research studies have concluded that the organizations that are generating more profits practice various universal things that include providing job security to the employees, having active participation from the workers, involving them in self-managed teams, training and educating the new and current staff.

Creating a collective organizational culture, sharing of sufficient company information with the members are also few of the aspects that the successful organization practice as their routine procedures (Pynes, 2009, pp. 23-26). Studies also indicate that the traditional role that the HR personnel enlightened was the acquiescence and fulfillment of the rules set by the organizational executives, where they kept the tracking of the records of the employees through simple matrices such as number of hired workforce, number of training hours completed by the employees and so forth.

However, this traditional role of HR transformed and now they have a broader vision and focus on outcomes and results of the employees and not just figures and compliance, which have come under evidence in the current researches. Indeed, investigations indicate that HR professionals also pursue the employees’ skills sets that they are using to the achievement of the company goals that can provide success and benefit to the overall organization and to their own personalities as well (Storey, 2008, pp. 153-156). To put it in nutshell, the organizations