Key Issues Relating To Human Resource Management †Free Samples

Question: What Is The Key Issues Relating To Human Resource Management? Answer: Introduction Three key issues relating to Human Resource Management in an organization are selected for this task. The issues selected are Performance Management, Employee Health and Safety and Employee Wellbeing. Performance management is the tool used by managers and Human Resource Department of the company to improve overall productivity of the firm while contributing to their work objective (Cascio 2014). Employee Healthcare, Safety and Wellbeing relates to his mental and physical health. It involves providing facility and infrastructure which enhances their health (Fabius et al. 2013). Table Outlining Academic Sources Title Mains Points (3 Bullet Points) Source Of Research Data Validity Of Article Useful Page References Your Thoughts Leveraging employer branding, performance management and human resource development to enhance employee retention Employer branding differentiates an employer from another Appropriate feedback, development and compensation ensure better performance management Innovative methods revolving around digitization and internet shall be adopted to train and involve employees secondary data, meta analysis Valid, Authentic source of data 122-127 The author discusses various aspects well and has valid source of data to make his study relevant. Performance Management: Perceiving Goals As Invariable And Implications For Perceived Job Autonomy And Work Performance Perceiving goals as invariable is negatively related to job autonomy which affects performance of employees Employees with higher education and higher level are more discrete about perceived invariable goals and job autonomy. provide job autonomy to enable employees make discrete judgement when goals are redundant Primary data, survey, Hypothesis study. Valid, Human Resource Management Journal 401-410 The research has been conducted on the basis of surveys and hypothetical study has been conducted which makes the research useful and adds to the study of employee performance management. The Relationship Between Line Manager Behaviour, Perceived HRM Practices, And Individual Performance Level of employee engagement is positively related to line managers behaviour. HRM shall focus on deployment, development and training of line managers. HRM impact on employee performance is thus indirect Secondary Primary Data, Hypothesis Study Valid, Department of Human Resource Studies, Tilburg University 840-855 The research links between HRM practices, line managers and individual performance and concludes the individual performance depends on managers. The research sets base for further research on same grounds. The Link Between Workforce Health and Safety and the Health of the Bottom Line Focus on well being improves performance and reduces health care cost Provides competitive advantage that benefits the investors Investment on employee health helps drive more revenue per employee Meta Analysis, Primary Data. Valid, data collected from authentic sources, Journal of Occupational and Environmental Medicine 993-999 The report concludes link between employee well being and increased productivity which shall be adapted by all the organization keeping in mind the deteriorating health of workforce. Workplace Mistreatment Climate and Potential Employee and Organizational Outcomes Better psychological climate leads to less mistreatment, emotional strain and better job attitude. Supportive work environment reduces mistreatment. Lower focus on mistreatment lead to higher focus on job and related task. Secondary, four empirical data Valid, Journal of Occupational Health Psychology 1-21 The researcher has linked how workplace mistreatment can affect its employees productivity and how managers can overcome such situation. How the impact of HR practices on employee wellbeing and performance changes with age Association between HR development practices and well-being weakens with age Association between HR maintenance practices and well-being strengthens with age Association between HR enrichment practices and job performance strengthens with age Primary, Hypothesis Testing, employees of three organization of UK Valid, Human Resource Management Journal 18-35 The report aimed at analysing the relation between employee well being and job performance with their age and where company should invest its effort and resources. Workplace resources to improve both employee well-being and performance Intrinsic motivation: resources may fulfil basic requirements Extrinsic motivation: resources may help employees thus perform better Resources are associated with well being and performance at all levels. Meta Analysis, Secondary data. Valid, International Journal of Work, Health Organisations 1-20 The research links between available workplace resources and employee well being at all level. Optimising Employee Mental Health The extent of job crafting affects the extent of satisfaction of psychological needs. Job crafting helps employees correlate their work objectives and personal goals. This promotes their well being and performance. Primary Data, Job Crafting Questionnaire, Need Satisfaction Scale, Mental Health Continuum Valid, Data from Authentic Sources 957- 970 The research provides base for studying how job crafting can influence employees well being and performance in the organization. Engaged, Workaholic, Burned-Out or Just 9-to-5? Work investor depends upon employees capacity to work. Heavy work investors: workaholic and work oriented Soft investor: less energetic, 9-5 workers Primary and Secondary Sources. 786 respondents. Valid, Authentic sources of data. 71-80 Depending upon the work investor, the well being can be influenced on the level of work. The moderating role of rumination on the relationship between organizational politics and employee attitudes, well-being, and performance Politics has direct and negative effect on employee outcome Rumination exacerbate the effect of politics Ruminators are less likely to cope with politics. Primary data, varied employees for particular study. Valid, Authentic data source 177-185 The research successfully relates various concepts and gain comprehendible results. Assessment 2 Plan To write an essay in assessment two, the three key issues of Human Resource Management in the organization will be introduced and explained in detail. The three issues selected for the assessment are Performance Management, Employee Health and Safety and Employee Wellbeing. Further, the available literature on the three topics will be reviewed thoroughly to analyse the existing study on these issues. Further, the challenges faced by the management of the company relating to these issues will be analysed. Various journals and researches mentioned in the table will be analyzed and summarized in the essay to provide all round knowledge on the subject. Finally, the essay will be concluded with recommendations for management to improve these issues in an organization.; References Alfes, K., Truss, C., Soane, E., Rees, C. and Gatenby, M., 2013. The Relationship Between Line Manager Behavior, Perceived HRM Practices, and Individual Performance: Examining the Mediating Role of Engagement. Human Resource Management, 52(6), pp.839-859. Cascio, W., 2014. Leveraging employer branding, performance management and human resource development to enhance employee retention. Human Resource Development International, 17(2), pp.121-128. Fabius, R., Thayer, R., Konicki, D., Yarborough, C., Peterson, K., Isaac, F., Loeppke, R., Eisenberg, B. and Dreger, M., 2013. The Link Between Workforce Health and Safety and the Health of the Bottom Line. Journal of Occupational and Environmental Medicine, 55(9), pp.993-1000. Kooij, D., Guest, D., Clinton, M., Knight, T., Jansen, P. and Dikkers, J., 2012. How the impact of HR practices on employee well-being and performance changes with age. Human Resource Management Journal, 23(1), pp.18-35. Kuvaas, B., Buch, R. and Dysvik, A., 2014. Performance Management: Perceiving Goals as Invariable and Implications for Perceived Job Autonomy and Work Performance. Human Resource Management, 55(3), pp.401-412. Nielsen, K., Nielsen, M., Ogbonnaya, C., Knsl, M., Saari, E. and Isaksson, K., 2017. Workplace resources to improve both employee well-being and performance: A systematic review and meta-analysis. Work Stress, 31(2), pp.101-120. Rosen, C. and Hochwarter, W., 2014. Looking back and falling further behind: The moderating role of rumination on the relationship between organizational politics and employee attitudes, well-being, and performance. Organizational Behavior and Human Decision Processes, 124(2), pp.177-189. Salanova, M., Del Lbano, M., Llorens, S. and Schaufeli, W., 2013. Engaged, Workaholic, Burned-Out or Just 9-to-5? Toward a Typology of Employee Well-being. Stress and Health, 30(1), pp.71-81. Slemp, G. and Vella-Brodrick, D., 2013. Optimising Employee Mental Health: The Relationship Between Intrinsic Need Satisfaction, Job Crafting, and Employee Well-Being. Journal of Happiness Studies, 15(4), pp.957-977. Yang, L., Caughlin, D., Gazica, M., Truxillo, D. and Spector, P., 2014. Workplace mistreatment climate and potential employee and organizational outcomes: A meta-analytic review from the targets perspective. Journal of Occupational Health Psychology, 19(3), pp.315-335.