Facebook Pixel Code
x
We use cookies to create the best experience for you. Keep on browsing if you are OK with that, or find out how to manage cookies.

Human Resource Management and Performance Essay Example

Show related essays

Human Resource Management and Performance

This is a preview of the 15-page document
Read full text

The approach above was later followed by the ‘behavioural science movement’ whose main proponents were Maslow, Argyris, and Herzberg (Budhwar & Sparrow, 1997, p. 34). These researchers main concern was the ‘value’ side that human resources (HR) presented. They advocated for improved quality and more developed working conditions for employees in the organization. Subsequently, the human resource accounting theory (HRA) was conceived. This approach was the result of a number of progressive advances in the area of HRM (Budhwar and Aryee, 2008). Moreover, this late approach is thought to be the foundation of HRM as a well-defined school of thought (Budhwar & Sparrow, 1997, p. 28). HRA was of the view that human resources were important assets to every firm (Hendry & Pettigrew, 1990, p. 17).  
It is important to understand the strategic functions of HRM, particularly performance management and reward management. All these functions are part of the management’s strategy to enhance productivity and employee efficiency in the organization.
Performance Management
            Performance management entails a series of measures put in place in order to gauge the performance levels of employees in the organization. It is basically the process whereby the managers and the employees have a mutual understanding of the work prospects and objectives.  The process entails getting performance responses, recognizing training and enlargement openings and assessment of performance outcomes. The human resource department is tasked with the responsibility of reviewing the performance of its employees. The performance management process has a number of aims that it seeks to meet. The process is vital in creating a work setting that values constant development, inspires inventiveness, and encourages training and specialized improvement. The performance management has a set of distinct sub-processes that constitute a whole.

This is a preview of the 15-page document
Open full text

Bibliography

Andersen, T., Eriksen, B., Lemmergaard, J., & Polvsen, L. 2005. Is strategic human resource

management strategic? - The fit between strategy and strategic human resource management

Becker,.E., & Gerhart, B. 1996. The Impact of Human Resource Management on

Organisational Performance: Progress and prospects. Academy of Management Journal, 39: 779–801

Boxall, F., 1992. Strategic Human Resource Management: Beginning of a new theoretical

sophistication? Human Resource Management Journal, 2(3): 60–79

Budhwar, P.,& Sparrow, P. 1997. Evaluating Levels of Strategic Integration and

Devolvement of Human Resource Management in India. The International Journal of Human Resource Management, 8(4): 476–494.

Cutcber-Gersbenfeld, J., 1991. The impact on economic performance of a transformation in

industriai relations. Industrial and Lahor Relations Review, 44: 241-260.

Delaney, J., & Huselid, M., 1996. The Impact of Human Resource Management Practices

on Perceptions of Organisational Performance. Academy of Management Journal, 39: 949–969.

Greer, C., 1995. Strategy and Human Resources. Englewood Cliffs, NJ: Prentice-Hall.

Hendry, C., & Pettigrew, A., 1990. Human Resource Management: An agenda for the 1990s.

International Journal of Human Resource Management, 1(1): 17–43

Holbeche, L., 1999. Aligning Human Resources and Business Strategy. Oxford: Butterworth-

Heinemann.

Huselid, M., 1995. The Impact of Human Resource Management Practices on Turnover,

Productivity, and Corporate Financial Performance. Academy of Management Journal, 38: 635-672

Kay, J., 1993. Foundations of Corporate Success: How Business Strategies Add Value. New

York: Oxford University Press.

Mello, J., 2006. Strategic Human Resource Management. South-Western, Thompson.

Miller, P., 1991. Strategic Human Resource Management: An assessment of progress. Human

Resource Management Journal, 1(4): 23–39

Pfeffer, J., 1994. Competitive Advantage through People. Boston, MA: Harvard Business

School Press.

Price, J., 1997. Human Resource Management in a Business Context, Thomson Learning.

Schuler, R., 1992. Linking the People with the Strategic Needs of the Business. Organisational

Dynamics: 18–32.

Schuler, R., & Jackson, S., 1987. Organisational Strategy and Organisational Level as

Determinants of Human Resource Management Practices. Human Resource Planning, 10(3): 125–141

Stroh, L. & Caligiuri, P., 1998. Strategic Human Resources: A new source for competitive

advantage in the global arena. International Journal of Human Resource Management, 9: 1–17

Close ✕
Tracy Smith Editor&Proofreader
Expert in: Human Resources, E-Commerce, Management
Hire an Editor
Matt Hamilton Writer
Expert in: Human Resources, Macro & Microeconomics, Business
Hire a Writer
preview essay on Human Resource Management and Performance
  • Pages: 15 (3750 words)
  • Document Type: Essay
  • Subject: Human Resources
  • Level: Ph.D.
WE CAN HELP TO FIND AN ESSAYDidn't find an essay?

Please type your essay title, choose your document type, enter your email and we send you essay samples