In present society, it is recognized that there HR Resourcing strategy is more and more important for industries and business because of marked increase competition between firms. However, in the past, Human resource management practices are generally considered that it could not provide the economic value for a company. Charles J (1984) points out that it is important to have an accurate inventor for HR stock nowadays. Because reward, manpower, employees training, performance management could have directly affect employees’ motivation and their ability and thus affect the customer service. Recently, more and more companies consider it is worthy to make effort on HR resourcing to enhance competitiveness. As we know external environmental factors may hugely influence a company. For a simple example, a doctor cannot give the prescription before he discovers and analyzes the patient’s symptoms (Invancevich, 2003:35). HR Resourcing is like the doctor, it plays a strong link between individual employees and the organization which could have influence on the outcomes through practice. Therefore, HR Resourcing stands on the front line in organizations and it then plans strategies to ensure the company to an efficient organization.
The following essay, we will examine four practices of HRM factors in turn in terms of its espoused aims as a function against what some would regard as the reality of organisational life in a neo-liberal market environment. Then we will discuss whether best HR Resourcing practice equal to the best fit or not.
Human Resource Management Practice
Recruitment and selection
Recruitment is the process whereby organizations attract candidates to fill the job vacancies. Gatewood (2008) defines recruitment could affect the number of membership and the type of candidates who apply for a job position and also influence the decisions whether or not organizations for their job openings will be accepted by candidates.
Selection is a process of identifying candidates’ knowledge, expertise, capacity and other characteristics. Robert et al. (2008:3) give the definition of HR selection as follow:
Selection is the process of collecting and evaluating information about and individual in order to extend and offer of employment. Such employment could be either a first position for a new employee or a different position for a current employee. The selection process is performed under legal and environmental constraints and addresses the future interest of the organization and of the individual.
When a company implements different strategies, they may need different types and number of employees to assist the company in achieving goal. Recruitment and Selection, on an unbiased view, plays an important role in an organization. It ensures appropriately compliant staffs are employed in the organization. Therefore, the implement of a strategy for a company could have a direct impact on recruitment and selection.
Education, Training and Motivation
Employees are the greatest property for the organization. Giving employees education makes them feel the company cares about them. Also, the organization installs some concepts and skills in employees through educating and training in order to let employees get much familiar to their work. Training is a plan to promote employees to obtain the knowledge which is related to the work, professional skills and behavior. According to Jyothi and Venkatesh, one of the benefits for corporations that train employees is that having training in the organization can enhance an individual’s loyalty. (Jyothi and Venkatesh 2006:173) Moreover, since changing strategies often need to change the type and level of skills, acquiring the skills related to strategies is an indispensable factor to implement tactics. For example, recently, many companies pay much attention to product quality and deiced to execute the Total Quality Management method to promote their quality. However, this plan needs a large-scale training for all employees understand the method and philosophy of the total quality management and also improve the quality in other professional skills.
In terms of motivation, a company can make a profit if its employees work hard for them, however, if there are many tasks to do in one day, employees who work for such a profitable company would be easily feel stressful. Motivating could make employees feel they are valuable for being a part of an organization so that people would much eager and willing to contribute their effort for the company. Thus, it is stated by Ivancevich that motivation inspires responsibility from employees and urges the individual to enhance their job performance. (Ivancevich, 2003:258)
Salary, Reward and Performance management
The salary structures play an important role in the implementation of the strategy. Comparing to other competitors, if a company is willing to pay a higher salary or providing good welfare, it could ensure that the company can attract and retain high quality employees. However, it might also cause a negative impact on the company’s labor costs. Also, reward management and performance management may be seen as the means for ensuring employee compliance with organisational objectives and strategies. It is crucial for an organizating to have a clear reward and appraisal. Waltons (1985:78) notices that Frederick Taylor, the father of scientific management, found that a proper corporation would have a long effect between management practices and the progress of the labor. And he observed a method of increasing the productivity of an American steel company, which was to use financial rewards for employees, in the 1880s. (Dessler and Tan 2006:304) People feel honored and excited to be rewarded or promoted. Once people are rewarded, they have confidence to do their job. Reward could be giving bonuses, scholarships, giving the talented employees empowerment or incentive holidays. For example, on the traditional Chinese New Year, the Chinese employees could have incentive holidays. In addition, performance management is used to make sure that whether staff activities and results are consistent with organizational goals and a proper appraisal could let employees recognize their achievements they have performed then could help them develop further. In the long-term, they will be motivated by appropriate appraisal and reward and will demonstrate a better performance.
Regardless of whether a company has joined the Union or not, having a strong relationship with staffs is very important because it may strongly effect on their potential to gain a competitive advantage. Although, it is a difficult issue to have a relationship between an employer and employees, people could be motivated once building a good relationship, because employees would feel having responsibility for the company. It is similar to the relationship between parents and children. Parents have a responsibility to raise their children, and it is their own responsibility to make them feel motivated to bring up the children. In this way, companies need to cultivate all employees to have a responsibility to the company. A good relationship should not only be about material needs, but about the bigger concerns such as mental needs. The above things are likely to produce a psychological contract. A psychological contract is more like a rational relationship; it takes more seriously employees’ mental needs such as employment security, communication, and added values.
making the workplace sufficiently attractive to keep talent in the organisation, in other words, retention.
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