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Topic: Management Words: 2000 Pages: 8
Table of Contents
Introduction
Proper management in the modern business environment is a significant criterion that largely
determines the success of a particular organization and its recognition in the market. One of the
aspects of heads’ work is the control over personnel, in particular, the distribution of immediate
duties. The significance of this practice lies in the fact that talented and professional employees
are able to solve a wide range of useful and valuable tasks, which is a priority for most
enterprises, and both individual and teamwork is essential in the context of all operations.
This work is aimed at describing the key features of HRM as a separate activity in the framework
of the modern business environment. The goals are to determine the importance of this practice
in relation to today’s organizations, describe the merits of this activity for enterprises and
employees themselves, as well as classify the key issues that HRM specialists face in their
everyday work. As sources for substantiating specific theories and assumptions, relevant
academic resources will be engaged to justify particular ideas. HRM is the field of activity that
directly affects the success of business organizations in view of the importance of hiring and
retaining professional and talented employees, as well as coordinating and distributing the
workforce in accordance with firms’ current needs and market interests.
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Maintaining a stable and efficient employee management system is essential not only from the
perspective of production goals but also some aspects of internal work. Albrecht et al. (2015)
note that organizational climate largely depends on how HRM techniques are focused on
ensuring subordinates’ comfort. Those requirements presented by the management to employees
may be formulated differently, and the quality of interaction between leaders and the team
directly determines the mood in the collective and employees’ willingness to realize their
professional potential comprehensively. Consequently, both the production and organizational
aspects of personnel activities are determined by those HRM principles to which leaders adhere.
Based on the importance of HRM practices for today’s organizations, one can note the variability
of approaches to personnel control. As Albrecht et al. (2015) state, those guidelines for HR
practices that affect various aspects of interaction with personnel, for instance, selection,
training, socialization, and other nuances, make it possible to maintain the operating mode that is
relevant at a particular stage. Thus, the importance of HRM activities in today’s organizations is
explained by a number of reasons, in particular, setting goals, coordinating the microclimate, as
well as choosing different staffing solutions.
One of the significant aspects of HRM work in relation to maintaining the well-being of
subordinates is the variability of the approaches that exist today. Guest (2017, p. 23) mentions
“the growth in employment flexibility” and argues that due to the valuable practices of
management interaction with employees, the latter have an opportunity to plan their work-life
balance more efficiently. Creating conditions for productive activities allows workers to
concentrate on fulfilling their assigned charges and realize their professional potential
comprehensively, without being distracted by third-party tasks that are not included in the
spectrum of immediate responsibilities.
As Guest (2017) remarks, based on academic findings, this mode of operation leads to
subordinates’ higher productivity and stimulates their interest in achieving higher goals.
Therefore, the benefits that employees receive through appropriate HRM practices are associated
with skill growth and the implementation of professional competencies.
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Stable capital accumulation and the achievement of favorable market positions are not the only
advantages that HRM practices provide. According to Boon et al. (2018), competent personnel
management is the key to cost reduction by allocating time and money for training employees
reasonably. The author also notes that business organizations will not have to face legal issues
and challenges caused by employees’ complaints regarding dissatisfaction with working
conditions (Boon et al. 2018).
Proper management provides for the absence of disagreements that, in turn, lead to low labor
efficiency and inhibit all operational issues. If the staff is satisfied with the current mode of
activities and is ready for flexibility in relation to the fulfillment of assigned tasks, this not only
brings profit to organizations but also serves as additional motivation and background for
engaging innovative approaches to improve work results. Thus, business leaders can benefit from
the use of appropriate HRM techniques.
Since personnel management involves creating and implementing appropriate hiring practices,
those in charge may encounter challenges in this work. According to Nasir (2017), issues in this
field include communication gaps between HR specialists and job seekers, insufficiently
advanced retention programs for talented employees, and some other nuances. In addition, the
author notes difficulties in promoting organizational culture as one of the challenges (Nasir
2017).
In accordance with the findings in the academic sources chosen for this research, the topic of the
importance of HRM in contemporary business organizations is extremely relevant, and its
analysis is the subject of many scholarly studies. The evaluation of hypotheses and assumptions
regarding the role of special approaches to maintaining productive interaction between managers
and subordinates allows stating the significance of HR specialists’ roles and their professional
competencies.
The qualifications of employees, the ability to carry out immediate tasks responsibly and
diligently, and following the provisions of corporate culture are the crucial aspects of most HRM
techniques promoted in business organizations. In addition to the challenges caused by
misunderstanding between staff and management, internal conflicts among colleagues may arise,
which is one of the consequences of the insufficiently advanced principles of the work process
organization. In general, the findings confirm that planning personnel management activities is
an essential task in a modern business environment.
The analysis of a specific working environment will provide productive interaction among team
members and will be a useful practice that may help prevent conflicts on different grounds. In
general, managers’ interest in developing and implementing principles for controlling
subordinates is an important aspect of activities due to a competitive environment, dynamic
customer demand, and constantly changing market needs. Creating conditions for the promotion
of HRM is an integral stage of organizational work in any company, and all stakeholders should
participate in implementing the provisions of this technique.
Reference List
Albrecht, SL, Bakker, AB, Gruman, JA, Macey, WH & Saks, AM 2015, ‘Employee engagement,
human resource management practices and competitive advantage: an integrated approach’,
Journal of Organizational Effectiveness: People and Performance, vol. 2, no. 1, pp. 7-35.
Boon, C, Eckardt, R, Lepak, DP & Boselie, P 2018, ‘Integrating strategic human capital and
strategic human resource management’, The International Journal of Human Resource
Management, vol. 29, no. 1, pp. 34-67.
Bratton, J & Gold, J 2017, Human resource management: theory and practice, 6th edn, Palgrave,
London.
Guest, DE 2017, ‘Human resource management and employee well-being: towards a new
analytic framework’, Human Resource Management Journal, vol. 27, no. 1, pp. 22-38.