Hrm Practices And Outcome Performance Management Essay

HRM includes contingency theory. It implies that organizational strategy moderates the relationship between strategic HRM practices and company performance. HRM practice may influence company performance with other strategy while best practices approaches include formal training system, results oriented appraisals, employment security and participation. Within the best practice approach to strategic HRM, refers to the organizational empirical support for these approaches. It adopts and contributes to the current literature in three ways. It examines the strategic HRM practices using a large sample that will help to determine the measures of strategic HRM practices.

The t important tasks of the Human Resource department include legal requirements, contribution to organisation, fit with corporate strategy, human capital management and strategic HR Management. In alignment of HR it is studying, economic indicators following changes in supply and demands of labour and recognizing department and their present and future needs. HRM involves expert in organisational development and continuous process improvement. They can help the employees to have their knowledge between their task and goals.HR can make an open advice that is considerate of differing ideas that result in new and better opinions. They can acquire teamwork with high trust, highly common working relationship with other groups or departments.HR can make also the employees feel happy and upgrade their skills to coordinate the recruitment of new employees for new position. The primary role of HRM is to hear the ideas of employees and understand their views and allocating employees salary and recording leave. Due to high structures and processes in that organisation the impact on company are very complex and difficult to handle

In analysis of HRM framework we gain agreement at the highest level of decision makers means the approval of managers are necessary to agree or review of HR strategy also recognize key stakeholders and members of leadership group and familiarize the members of the group .If the agreement done from decision makers, leadership groups and technical team they can use situational analysis, planning, implementation, monitoring and evaluation to develop or review HRM strategic plans. Example Harvard Model they recognizes the element of mutuality in all businesses. Managers in an organization have their own concerns along with their groups and customers. Harvard framework demonstrate the economic rationale for investigating in women as well as man, Assists planners design more efficient project and improve productivity and emphasise the importance of information as basis for meeting the efficiency goal. And also it contains a series of checklist consisting of key questions to ask each stage of project cycle, identification, design, implementation and evaluation. Framework is best suited for project planning, rather than policy planning and for also baseline data collection the strength of Harvard framework is practical and hands on and it is easy to adapt to a variety of settings and situations. A framework for system analysis in one organisation was developed and applied to provide a clear structure and views in an organisation. The framework comprises views such as roles and responsibilities, information processing tools, business processes, communication, cooperation and team structure. It includes also levels of analysis such as organisational unit, staff member, overall organisation, and role task.

To develop HRM strategies in an organisation they use strategic direction and organisational design audits and developing people and performance/reward management system. In strategic direction includes vision, strategy and tactics. Vision means timeless and independent specific competition and it mention the customer even someone who doesn’t know and the best vision indicate whom organisation serves, provides and decide vision from other organisation and giving same product and services. While strategy is limited than vision but wide enough to guide organisation, structure, and hiring capabilities that will developed. Tactics are limited ideas and just part of an organisation and they are shorter term than strategy, involve executing capabilities and resources of the company. In conclusion vision and strategy only continue to drive tactics and the most significant tactics and moments of truth while vision sets direction and strategy ties to current situation that provide a compass in an organisation.

Strategic human resource management is a set of development, transformation, cultural management, knowledge management, developing trust, and reward. It has now become popular practice in Chinese enterprises that employee assign duties which are always given to know his/her compensation, reward or incentives from the company. The major goal of an organisation is to keep employees motivated so that they continually perform better at their given assignment. Chinese enterprises include also knowledge management which is also useful in management principles and method which is necessary for a modern organisation. Knowledge management is one of the core elements in an organisation and it is the basic modern contribution on their different aspect. It is the most important part o economic environment and it requires that employees should suggest effective knowledge. They should use their knowledge make some contributions to developing projects. The organization establishes employee performance measure systems which signify what performance they want to do. The aim of development strategy in enterprises is to move to a high authority. It will focus on customer needs to develop itself that communicates internally and externally and maximises the talent of its diverse workforce. Managers and leaders address new challenges and provide inspirational and engaging leadership that encourage people to go the extra mile Development strategy will succeed in an organisation if managers lead the workforce. Talent management is investing knowledge, skills, behaviour and attitude of manager and the purpose of developing their capability to perform and achieve better results. It will be more effective if they will encourage each other to share their talents in the company and also by coaching their employee to go further. The challenge for management is to choose or create an environmental context where the company’s distinctive competence and resources could produce a relative competitive advantage. The strategy of the organisations decides its future sustainability. The effective management of employees is done by HR management. If the employees are not able to manage properly, they will automatically converts as non-performers in the organization. And it lags behind in the competitive environment. So there is a need for HR manager to act as strategic HR and gives efforts to the organisations, to sustain in business.HR as a strategic business partner should be the driver of organization, to move the organization in right direction. To fulfil a strategic HR role, HR managers must understand the organization’s business and the environment in which it operates strategic planning process and the circumstances that could influence the progress of organization. The HR roles are broadening according to the changing business environment.

So it is significant to study the role of strategic HR side through Alignment of HR with business strategies, proactive HR practices, Leadership. These things build the HR to act as strategic business partner in the organisations of Chinese Enterprises.