SUMBITTED BY

MAHNOOR MAZHAR
ROLL NO: 2400-BC-2018

SUMBITTED TO
MR. SADAQAT HUSSAIN

COURSE: BUSINESS RESEARCH METHOD

B.com (Hons.)Session 2018-22

Department of Commerce & Finance

Government College University,

LAHORE.
HRM Practices and its Impacts
1. The challenge for the HRM profession and its practitioners is to understand the avalanche of
forthcoming changes; to develop flexible long-,medium- and short-term strategies and plans to
accommodate them based on available data; to collaborate with line managers, outsourced and
in-sourced service providers and (where appropriate) unions in order to deliver responsive,
responsible and cost-effective HRM systems, and to account for their effectiveness in terms that
reflect business imperatives.

2. Managers should consider improving a firm’s training culture, in order to help employees to
acquire new job-related knowledge, skills and abilities which help them to be more proactive and
adaptive when faced with various job execution-related challenges.

3. Promoting transparency and publicity and an effective system of rewards, compensation and
salaries according to merit and contribution to work tasks should be promoted.

4. Organization's conditions and support for employee engagement affect to the individual, team
based and organizational based performance of the employees which ultimately enhance the
level of competitive advantage of the organization.

5. HR practices improve the competency of an organization to deal with existing and future
challenges, which it may face in a highly competitive environment.

Paraphrasing
1. The challenge for the HRM profession and its practitioners is to comprehend the onslaught of
upcoming changes; to formulate adaptive long-, medium-, and short-term strategies and plans to
meet them based on available data; and to work with line managers, outsourced and in-sourced
service providers, and (where appropriate) unions in order to provide responsive, responsible,
and cost-effective services. (Nankervis, Baird, Coffey, & Shields, 2019)

2. Managers should consider strengthening a company's training culture to assist workers in

learning new work-related expertise, talents, and abilities that will allow them to be more
responsive and adaptive when presented with a range of job execution-related challenges.
(Diamantidis & Chatzoglou, 2019)

3. Accountability and public knowledge should be encouraged, as should an appropriate scheme

of incentives, benefits, and wages dependent on merit and commitment to job assignments.
(Božović, Božović, & Ljumović, 2019)

4. Employee involvement is influenced by the conditions and resources provided by the

company, which affects employee success on an individual, team, and organizational level,
thereby enhancing the organization's competitive advantage. (Kerdpitak & Jermsittiparsert, 2020)
5. Human resource strategies enhance an organization's ability to cope with current and potential
problems that it can face in a highly competitive market. (Bhutta & Zafar, 2019)

References
Nankervis, A., Baird, M., Coffey, J., & Shields, J. (2019). Human resource management: Cengage AU.

Diamantidis, A. D., & Chatzoglou, P. (2019). Factors affecting employee performance: an empirical
approach. International Journal of Productivity and Performance Management.

Božović, J., Božović, I., & Ljumović, I. (2019). Impact of HRM practices on job satisfaction of
employees in Serbian banking sector. Management: Journal of Sustainable Business and
Management Solutions in Emerging Economies, 24(1), 63-77.

Kerdpitak, C., & Jermsittiparsert, K. (2020). The impact of human resource management practices on
competitive advantage: Mediating role of employee engagement in Thailand. Systematic Reviews
in Pharmacy, 11(1), 443-452.

Bhutta, Z. M., & Zafar, S. (2019). Impact of HRM Practices on Employee Engagement: Evidence from
Banking Sector of Pakistan. NUML International Journal of Business & Management, 14(2),
140-156.