Discuss about the Impact Of Human Resource Management On Adam Internet.
Human resources are the individuals or employees of the organization also known as a workforce. Employees are an integral part of the organizations as they carry out the business activities. On the other hand, human resource management can be defined as the system which intends to manage the human resources of the organization. The research is conducted to analyse the impact of human resources on the organization. Hence for the research, an organization is being selected i.e. Adam Internet.
The main purpose of the research is to evaluate the impact of human resource management on Adam Internet. Besides this, the specific purpose of the research is to evaluate the practices of the organization in regards to human resource management; the benefits derive by the organization through managing human resources and the approaches follow by the organization to manage its human resources. This purpose could facilitate in analysing the importance of human resource management for the businesses,
This research has a vast scope, as though the research benefits of managing human resources in context to the businesses could be identified. In addition to this, the research will enable in understanding the importance of human resource management for the organization and the role played by human resource management in enhancing the efficiency of the organization.
The research is limited with certain limitations and the actual results of research can be hampered by it. Firstly, the time which has been provided for conducting the research has limitations; the data has not been collected from a large sample. A particular organization has chosen for the research which limits the collection of huge data. The actual results of the whole population cannot be provided due to a small sample of respondents. It can give biased answers which may hamper the overall results of the research.
The research follows primary research method. A methodology is followed to carry out the research effectively; this research methodology includes data collection and its analysis to reach conclusion.
The research question is used to be set in the research so that purpose of the research could be fulfilled. The research questions are set in a manner relating the research purpose. The primary research question is-
“What is the impact of human resource management on the organization?”
This research question is determined at the time of data collection. All the data for research was collected in relevance to the research question.
The human resource management can be defined as the function of an organization which concentrates on recruiting the employees also managing and directing the people who are working in it. It mainly deals with that issues which are related to the compensation, organizational development, performance management, benefits, wellness, safety, training and employees motivation and so many (Kumar, 2010). For managing the people the human resource development plays a strategic role, it also manages the culture of workplace and environment. If it seems to be effective then it can greatly contribute to an overall company direction, for its goals and objectives.
The bottom line of the company is proved by the HR through its knowledge skills that how the success of the organization is affected by human capital (Bratton & Gold, 2012). The leaders who are expert in a strategic management of HR can take part in a corporate decision-making which motivates present staffing appraisal and projection for future employees and it desires to be found on a business demand.
The specialists of HR compensation develop the structures of sensible compensation as it sets to wages of the company which are competitive with the other business area and in the same industry or companies which are in competition for employees with same skills. The extensive wages and salary surveys are conducted by them for maintaining the cost of compensation in line with the present economic status of the organization and anticipated revenue.
The cost of the company can be reduced by the benefits specialist as related to turnover, hiring, attrition and replacement of workers. Due to their skills, employees are important for the organization and expertise are essential for negotiating the group benefits packages for employees, it is limited to the organization`s budget and consistent with economic conditions (Lange, 2010). They are recognizable with the benefits of employees mainly for attracting and retaining the workers. The cost of the company can be reduced by them which have an association with the turnover, attrition and hiring replacement workers.
There can be obligations to the employees for providing safe and secure conditions for working. The safety of workplace and risk management is important for which belongs to human resource area (Kumar, 2010). The accurate work logs and records are maintained through the occupational safety and health administration regulations and these developing programs are reducing the number of injuries at workplace and fatalities. The specialists of workplace promote the engaged employees for promoting the wakefulness and safely handling of risky equipment and harmful chemicals (Lee, 2013).
The specialists of HR employee relation minimize the exposure of organization and the liability related to allegations of unfair practices of employment. They are responsible for identifying, investigating and for resolving the issues related to the workplace which are left unattended and can be a spiral out of control (Bacal, 2012). It also embroils the legal matters of organization pertaining to federal and state anti-discrimination and harassment laws.
The specialists of HR training and development coordinates the orientation of new employees which is an essential step towards a relationship between an employer and employee (Kumar, 2010). The training and development area is also providing a training which gives its support to the fair employment practices of the company and the development practices to the employee for preparing aspiring leaders for supervisory and management roles (Price, 2011).
The specialists of employee relations in HR provides the help to the organization for achieving a high performance, satisfaction and moral levels throughout a workforce, it is through creating a way for strengthening the relationship of employee and employer. They are administrating the opinion surveys of employees, conducting the focus groups and seeks the employee’s input related to the job satisfaction and the ways through which employees can sustain the good working relationship (Sayeed, 2016).
The process of employment is managed by HR recruiters through screening the resumes for making the schedule for interviews it is related to the employees processing (Lee, 2013). They hardly determine the effective methods for recruiting applicants it includes the Assessing as the tracking systems of applicants are proven best for the needs of the organization.
The professionals of HR are working closely with hired Managers in order to affect the good hiring decisions which are according to the need of the workforce of organization (Jackson, 2013). Guidance is provided to managers who are not familiar with the HR or standard hiring processes for ensuring that the company is extending the offers to suitable candidates.
It has been ensured by the workers of HR that the organization complies with federal state employment laws (Frey & Osterloh, 2013). They complete the necessary paperwork for documenting that the employees of company are eligible for doing work in the U.S. With the applicable laws they monitor the compliance, it is for the organization which receives the federal or state government contracts, it is done through maintaining the applicant flow logs, written positive action plans and distinct impact analyses (Sayeed, 2016).
The human resource management is basically based on utilization which is effective for employees for achieving the main two goals. It is within a corporation or can be of another type of organization. The first goal focus on making the use of the talents and abilities of employees in an effective manner in order to achieve the operational objectives which are an ultimate aim of an organization.
Enterprises are allowed to automate the different aspects of human resource management by HRMS, it is with the dual aspects of benefits for the reduction of the workload of HR department, it also increases the department efficiency through the standardizing process of HR (Iqbal, 2011). The present key modules of human resource management system are following –
This organization module can be termed as the structure of an organization like location, department, company, employees group, designations and changes in an organization such as resignation, termination, promotion, transfer.
The pay process is automated by the payroll module. It includes the gathering of information on time and employee`s attendance, inference and taxes through the calculation, generating the sporadic pay cheque and tax reports of the employee (Bratton & Gold, 2012). The data is fed in general from the human resources and modules of managing time which are used for calculating the routine deposit and physical check of writing capabilities. All employees can be encompassed by the module related to the transactions along with integrating with the existing financial management systems.
The work of this module is to automate the processes of time tracking and to enhance the performance of an organization by eliminating the process of manual processes and paperwork related to the attendance requirements (Horngren, 2014). The complicated module is helping to systematize the labour data effectively, step up for the workforce management and to lessen the fault in attendance policies enforced by the company.
A system for the organization to administer and for tracking the participation of the employee in benefits program is provided through this module. It typically encompasses the insurance, compensation, profit sharing and retirement.
This module can be defined as a constituent who cover up the other aspects of HR such as- application to retirement. The basic demographics, address data, development and training, selection, capabilities, scheduling record, skills management, compensation and other allied activities are covered by this system. The aptitude to understand applications and entering of applicable data is provided by leading-edge systems (Iqbal, 2011). It is applicable for database fields or for notifying employers; on the other side, it provides position control and position management and which are unfilled. The various functions are included in human resource management such as placement, recruitment, compensation, recruitment and employee’s development within an organization (Kumar, 2010).
Recruiting
The way of online recruitment has to turn out to be the primary method which is generally practised by HR departments (Bratton & Gold, 2012). It is to garner the candidates who are potential for accessible positions within the organization. The system of talent management usually encompasses the following –
In order to maintain the organized recruitment exertion, the cross-posting process within an organization and from corner to corner industry or the general explicit job boards, the significant costs proven incurred. The aggressive revelation of availabilities is used to be maintained and has prearranged the augment to the development of a keen Applicant Tracking System module.
Training
This system of the module is providing a system to the organization. It is to track and administer the employees training and developments efforts (Price, 2011). This system is basically known as Learning Management System, if it is alone standing for the product, it allows the HR in order to track the qualifications, education, skills of employees. It also outlines what training courses, CDs, books, web-based learning or materials and are made available for developing the which skills. In specific date sessions, the offers that can be offered, it is mapped to the delegates and resources for training and is handled within an identical system only. The learning management system which is very sophisticated allows the managers to endorse budgets, training and calendars with the management of performance as well as appraisal metrics (Horngren, 2014).
Self-Service to Employee
The module of Self-Service for employee permits the employees to query about the interrelated data of HR and to execute HR transactions over the system (Kumar, 2010). Employees can make an inquiry about the attendance record without asking HR personnel for the information. This could be done with the help of system. It also consents to the supervisors to grant the request for overtime from their subordinates and it can be done with the system without the congestion of the task on HR management.
Reports
It is a module which is providing a customized reporting according to the needs of employees and individuals. Through the process of choosing from the series of search criteria along with report field, any number of the file can be defined. The repetition of the task can be avoided by saving the report definitions (Bratton & Gold, 2012). In case the report is saved once then the report can be generated by providing the criteria of required data.
The various organizations have left the practices of traditional functions and effort to adopt or practice human resource management information systems which give facilitate for hiring, staffing, analysis for employee benefit, selection, job placement, selection, performance appraisals, security and safety, health, on the other side others assimilate on outsourced Applicant Tracking System which takes in the breaking up for the mentioned aspects (Bacal, 2012).
Research Nature
The research nature has aspects of primary research approach. Hence the methodology for this research is followed by considering the primary research. This methodology
Data Collection
This method has been done through approaching the organization- Adam Internet; in order to get their opinion and experiences, they have the human resource management. Through the method of collecting the qualitative data the primary research has been done (Sila, 2015). The collecting method of qualitative data has been done in the forms of detail and subject data which have been derived from the primary sources of data collection method.
Data collection methods
This is the method which has been referred to the ways and resources from where the data is collected with the purpose of completing the research. In this research, the data is collected from the primary sources of data collection method (Hair, 2015). The primary sources of data are termed as the data which gives the fresh and raw data but the secondary sources of data are termed as data which is used earlier by someone. In this research, interview method is approached as the primary source of data.
Interview
An interview was done with the manager of Adam Internet to gain information about the organization and its practices in context to human resource management (Wilson, 2014). For the interview, a questionnaire was prepared which included relevant questions referring to the topic of research. (Questionnaire is attached in the appendices). During interview ethical considerations were also considered.
Sample
The subpart of the total population used for collecting the data is termed as a sample. The data which is collected from the sample population is used to represent the opinion or responses which are getting from the whole population (Collis, 2013). Sampling is done in this research by the researcher’s convenience.
Data Analysis Technique
As the primary data in the descriptive form is collected for the research, hence the analysis of data is also done by descriptive analysis.
The data was collected from the interview. In which the interviewee was being asked a number of questions. The collected data could be analysed to reach a conclusion. The gathered data states that organization considers human resources as important part of the company. The activities such as handling customers, clients are used to be carried out by the employees only. In addition to this the business activities related to the production of product or service besides selling, marketing are also performed by human resources of the organization (Price, 2011). It could be also analysed from the data that company follows a number of practices to manage the human resources. Traditional approaches are used to be followed by the organization to manage the human resources. The traditional approaches of human resource management concentrate on functional activities for instance- performance appraisals, development and training, compensation management, recruitment and selection, job analysis and human resource planning. The organization lays concentration on ascertaining procedures and policies, guidelines and contracts and endeavour to drive the performance of employees and achieving the goals of the organization by making employees stick on to such cautiously crafted deeds. In an organization, the recruitment and selection of the employee are used to be done by strictly following the norms laid down by the management.
Adam Internet motivates the employees to make them satisfied. This process not only enhances the satisfaction level of human resources but also encourages them to make improvements in their performance level (Egeni, 2011). The enhancement of performance level, in turn, makes a positive impact on the organization. Both intrinsic and extrinsic methods are followed by the organization to motivate the employees. The data analysis also states that organization focuses on the performance evaluation of employees. Certain techniques are used to be followed by the management to evaluate the employee`s performance. It could be analysed from the gathered data that motivation process helps in managing the human resources. There are a number of methods practised by the organization for motivating the employees (Kumar, 2010). Both types of methods are used to be followed by the organization in order to motivate its employees.
The organization also concentrates on the development of human resources. Prospects are delivered to the employees for developing their skills which could facilitate them in discharging their duties proficiently (Dossor & Mullins, 2013). The human resource management delivers benefits to the organization. It helps in increasing the productivity of business along with its cost management and other aspects as well. According to the data collected from the interview it can be analysed that human resource management has a positive impact on the organization because of the benefits delivered through this approach. The manager provided information that cost-effectiveness has been achieved by the means of human resource management. Other aspects of human resource management which has impacted on the organization are- a selection of appropriate talent for business, effectiveness in carrying out business activities, time management, utilization of resources in an effective manner (Bratton & Gold, 2012).
The word ethics is defined as something which determines the difference exists between good and bad, right and wrong. In the research process, the ethics are followed. The data collected from the respondents is kept as confidential and it is saved with the strong passwords, due to it, no one will be able to modify the original data (Hair, 2015). The questions are designed which are asked from the respondents, they are designed in such a way that they will not harm the sentiments of respondents.
Conclusion and recommendations
Conclusion
The overall improvement in the performance of human resources enhances their productivity which results as the increment in overall productivity of the organization. It can be concluded from the research that to manage the human resources in an effective manner it is important for the organizations to motivate them. The training processes followed by an organization not only facilitate the development of employees but also deliver benefits to the business. Through participating in the training program, employees get trained and also develop their skills which in turn assist them in their work. In addition to this, it could also be concluded that performance evaluation is crucial for the businesses. Through evaluating the performance of human resources or employees it could be analysed whether the employees are performing certain level or not. In case the employees are not performing well then certain actions could be taken by the management. This could also lead to the process of motivation. As to improve their performance level, management could focus on motivating the employees.
It can be concluded from the analysed data that company`s practices of human resource management by following traditional approach are outdated. As the traditional approach of human resource management stay behind a staff function and remains the responsibility of the department of human resource. Besides this, it can also be concluded from the research that motivation process facilitates in motivating the employees for making improvement and enhancing their performance or productivity level.
The human resource management delivers benefits to the organization such as- cost management, productivity enhancement, recruiting right individual at an appropriate position, managing control and changes etc. All such aspects enhance organization`s effectiveness and indicate the positive impact of human resource management in the organization. The cost aspects of the company have managed efficiently all because of effective human resource management practices. As for instance, through motivation employees perform well and their productivity also gets increases which in turn facilitates in managing the cost for business. Another impact on the organization of human resource management is the recruitment of talent. The recruitment and selection process of human resource management assist in recruiting an appropriate candidate for the job.
Recommendations
As per the goal of the organization is realized, it is ensured by the organization that an individual is satisfied with the both, the environment in which he is working and the compensation and benefits that are received by him or her.
It is also recommended for the organization to follow some innovative approaches to managing human resources. As innovative approach to human resource management could derive additional benefits to the organization. Use of technology can also be exercised for managing employees and HRIS is one of the innovative approaches which can be practised by the organization.
Strategic human resource management can also be approached by the organization. This approach lays concentration on programs related to people management; stresses interventions for organizational development; long-term solutions along with other aspects which make sure that employee adds value to the businesses. This modern approach will incorporate human resource management as a line function besides concentrating on developing employees. This will deliver benefits to the organization in comparison to the traditional practices of human resource management. The strategic human resource management will also respond to the changes in an external business environment more effectively. For that reason, it is recommended to the organization to consider the approach of strategic human resource management to upgrade the development of human resource and the organization.
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