impact of human resource management on an Organization's Performance Case Study
Key Learning Outcomes
By the end of the case, students should be able to:
- Define the term human resource management and discuss its importance in an organization's success
- Discuss the link between human resource management activities and business performance
- Discuss the relationship between business strategy and human resource strategy
1.0 INTRODUCTION
According to Torrington et al (2017), all organizations require a range of resources in order to succeed and achieve their goals and objectives. Of these resources, human resources are so important for the mere survival of a business as they offer organizations with ideas, know-how, and manpower. In today's competitive market economy, how a company effectively and efficiently manages its relationships with employees determines its overall success. Armstrong and Tayler (2017) stipulated that the scarcer a resource and the more critical it is to an organization’s operations, the greater the skill, time, and effort needed in order to manage it. In today's increasingly tight labor market, organizations are focusing more on boosting employees’ engagement and organizational commitment.
It has become vital for organizations to adopt human resource systems that optimize the workforce and enable organizations to gain a competitive advantage in today's global economy. In order to create a competitive advantage through human resources, human resource managers must pay close attention to practices that best leverage these resources. Appropriately designed human resource practices have the ability to boost an organization's performance as they influence employee work attitudes and behaviors (Nishii 2008). Human resource practices including recruitment, training, and reward system performance appraisal among others have an immeasurable impact on the performance of organizations and these contribute to the positive link between human resource management and the performance of organizations (Osman, 2012). According to Raji and Jackson (2011), training enhances employee efficiency and effectiveness, job security boosts honesty, and reduces turnover.