SHR081-6 International and comparative HRM Assignment Sample
Module code and Title: SHR081-6 International and comparative HRM Assignment Sample
Introduction
HRM is one such department of business and department greatly helps to grow the business. This HR department helps to retain every employee and it is the responsibility of this department to see the good and bad of every employee. Another responsibility of this HRM department is to maintain the productivity of the company and the bonding between all the employees of the company. Another responsibility of HRM department is to maintain the organizational structure and keep an eye on the company to increase their market growth.
If the working environment of the company is good and if the relationship between each employee is good, it should be looked at equally also. For the company to stand up well and to provide good service to the customers, this HRM department has to play a very good role. It can be said that HRM depends on this mine department just as any company has to rely on employees to increase its market growth.
Literature review
HRM department is one of the most responsible departments in the business and like every country in this Sri Lanka too this harem department is highly prioritized like this. This HRM Department is a responsible department for any company in any country like Sri Lanka the HR department plays a vital role in any company in terms of employee engagement and cultural diversion (Boon et al. 2018).
Any company that hires employees of any type and those employees who come from other cultures also have job satisfaction issues and it is the responsibility of the HR department to ensure that all those employees do not cause any inconvenience in the company also. As per the author Boon et al. (2019), the reason why the administration is at the highest p-percentage is that the HR department has a lot of responsibilities, and as a result, the HR department is the most important part of any company. Theoretical concepts:
Several theoretical concepts have been used in the conduction of this study. Some of them are present in this story in a descriptive manner. These theoretical concepts represent some powerful outcomes this project can have for a positive outcome. Some theoretical concepts include “contextual theory”, “Indigenous theory”, “Universal theory” etc. All these theories re[presnts the description of this research area (Chams and García, 2019).
All these upper mentioned concepts have been used in this theoretical study to convey the positive outcome of this literature review. This literature review is based on the management of human resources and its ability in the matter of a concerning company6. In addition, the role of contextual theory is used as a critical theoretical concept to conduct a descriptive literature review. The world pof management is difficult to understand and especially the management of Human resources (Kim et al. 2019).
Thai management follows any instructions and proceeds with disciplinary traditional media as well as modern disciplinary plans. The management of HRM follows many variables. However, it doesn’t follow the ideology and mindset. The co-existing ideology is equally responsible for the HRM project.
Thai includes, as an example, western ideology and the organization. In HRM research, it is required to have more knowledge of the possible chances of problems happening and to provide proper and sustainable solutions rather than accepting the pre-existing question from the westy and applying the theory with a new theory (Mahapatro, 2022).
In addition, there are many other roles of the theoretical concepts that take place in producing a literature review and giving it proper knowledge to the readers. HRM management is one of the essential management that an organization can have to grow its business in a global market. These may assist the building theory and research activity that enhances HRM practices. The risk here in the descriptive typologies can consume exclusive meanings (Pham et al. 2019).
The concepts in HRM can be described by many theoretical concepts that have been mentioned earlier. The HRM invention has been prescribed by new organizations in western countries. As an example, This theory can take an example of work from the home method. The human management resources can do their work by their home and incorporate with them. Working from home is to make work easier and faster for an individual person connected with the management of human resources.
However, the cause of the application of thai theory is to build a proper investigation of human resource management and the concepts regarding that. In the manner of description in HRM, This literature review tends to give a proper idea about the arrangement that happens on human resources. Human resource management (HRM) in Asia is the biggest example to take.
Asian value systems are one of the advanced cultural beliefs that work with one’s physical and psychological boundaries (Singh et al. 2020). Furthermore, the HRM system in the Asian culture focuses on the true happiness of their management and recruits traditional cultures and their work management.
Methodology
The methodology used in this article for the study of the role of the HRM in term of the research perspective is the “highly sophisticated research methodology”. This article focuses on “international business and management research” and focuses on the “conservative commitments in terms of ontology, ethics, epistemology, methodology, and the politics of research practice’.
As per the understanding of Curadoet al. (2022),the data related to this topic has been selected from an “MNC conducted in Sri Lanka”.Under the methodology, the conceptualization as a means of “continuation of post colonialism” in international business research has been discussed. The “poly contextualization” method in terms of the operation of the “kaleidoscopic” approach”
The key challenges in terms of HRM research in terms of Asian context gets noted in terms of western development concepts, theories and methodological tools (He et al. 2022). The methodology used in this article helps boost the research and the sophistication of the method used was hard to apply but it has ensured more reliability in the findings and the results of the research.
Findings
This significant study has some critical findings that have influenced the total theory. The findings in the theory are corresponding with the work management system as the HRM. This particular study has extracted some major issues concerning HRM management. Factors and issues like political, economic, and social have been found in the relevant context in this theory and it has been reflected in the HRM responsibilities and implemented their motives and effects as well as perceived by the employees (Yong et al. 2019).
This significant research has found that many theoretical concepts are connected with the matter of HRM of an organization. Critical concepts ensure an understandable and positive outcome that the theory can have. These findings have helped the theory to have a clear focus on all the upcoming procedures of any theory (Zaid et al. 2018). This study has utilized the internal and external factors related to the management of HRM in an organization and how it can affect a company’s growth.
This significant study has the proper knowledge of HRM management and the proper management tools to use in management. Literature review refers to the concepts related to this theory that has been practiced. In this particular theory, it has been found that HRM management of any company should follow the Asian cultural management as an example. In addition, the contextual theory is a complicated process to follow. Despite this, this study finds elementary theories to connect within the HRM management of an organization which eventually have an impact on any organization.
Discussion
It needs to be mentioned that HRM can be divided into two basic parts namely micro-level HRM and macro-level HRM. As opined by Sunaina and Bhattacharya (2022), the MNCs in terms of their operation and focus on managing human resources as they feel that it is the way through which they can ensure that the performance of the organization boosts up.
As per the views of Anjum and Md (2022), human resources are considered the best resource that can help an organization meet its goals and objectives. Maintaining the human resources within an organization is not an easy take, as it needs many specializations, provision of different remunerations and more.
Therefore, it needs to be mentioned that the organization through the means of maintaining a proper supply chain ensures that the resources are well maintained which is essential in order to meet the requirements for necessary resources by the employees that help in boosting the efficiency of the organization. As commented by Cayrat and Boxall (2022), in the US the firms are noted to show their concern for the Maintenance of the HRM in order to enhance the environment and culture of the organization.
The HRM field which is “increasingly OB and quantitative oriented” helps in examining the popular trends of “sophisticated quantitative studies”. “conceptualisation to discuss the imbalance of a “western-centric state of affairs” within the HRM research has been discussed in this article (Castillo-Vergara et al. 2022). The concept of de- contextualisation has also been discussed over here that is positively linked to the management practices within an organization.
In this article, the discussion that has been made also sheds light upon the layers of HRM.
It needs to be mentioned that the layers of HRM are three in number. The role of CSR has also been discussed and the country taken into consideration for the study includes Sri Lanka under the US. The maintenance of HRM is essential as it helps in ensuring the satisfaction of the employees, and keeping the employees safe, which helps in engaging the employees and motivates them to contribute positively towards the organization (Fang et al. 2022).
CSR helps in ensuring that the brand images are developed because of this. It also helps in ensuring attractiveness to customers, investors and employees. It also proves helpful in terms of talent retention as well as ensuring business success. It helps in ensuring that 90 % of the customer engagement maintains sustainability in the work.
As per the views of Zabalaet al. (2022), staff shortage is a common problem that has been noted within the organization and this can on;y be reduced with the means of proper HRM tools and techniques. The management must come forwards in order to ensure that the HRM practices help in boosting the performance of the employees and that the goals and objectives of the organization are met.
Conclusion
The conclusion that can be derived from the article is that CSR helps enhance the brand image and the safety protocols and the remuneration allowed helps in boosting the organization’s performance and enhances the efficiency of the workers. The management of human resources is considered crucial in order to attain a competitive advantage over the set of competitors.
In different situations, the market is saturated and under such a scenario they need to step into the global market and are thereby exposed too much competition. The HRM helps in boosting the performance of the organization and helps in engaging the employees. The indigenous theory, and universal theory, ‘Institutional theory” helps in boosting the performance of the organization which has also been discussed by this report with the in-build concepts of its references.
It cannot be further concluded that all organizations need to shed their attention towards the different HRM tools and techniques in order to boost the morale of the employees, which has been critically discussed in this article. This is relevant, as it proves helpful for the organization in the long – run. This refers to the situation that the article also decides the track for development of further research related to CSR and HRM.
Reference List
Boon, C., Eckardt, R., Lepak, D.P. and Boselie, P., 2018. Integrating strategic human capital and strategic human resource management. The International Journal of Human Resource Management, 29(1), pp.34-67.
Castillo-Vergara, M.And De Lema, Domingo García Pérez, 2022. Creativity InSmes: A Overview And Agenda For Future Research. Brazilian Business Review, 19(4), Pp. 431-453.
Cayrat, C. And Boxall, P., 2022. Exploring The Phenomenon Of Hr Analytics: A Study Of Challenges, Risks And Impacts In 40 Large Companies. Journal Of Organizational Effectiveness, 9(4), Pp. 572-590.
Chams, N. and García-Blandón, J., 2019. On the importance of sustainable human resource management for the adoption of sustainable development goals. Resources, Conservation and Recycling, 141, pp.109-122.
Curado, C., Muñoz-Pascual, L., Oliveira, M., Henriques, P.L.AndJerónimo, H.M., 2022. Contribution Of Human Resources Management For Sustainability. Revista De Administração De Empresas, 62(5), Pp. 1-4.
Fang, L., Shi, S., Gao, J. And Li, X., 2022. The Mediating Role Of Green Innovation And Green Culture In The Relationship Between Green Human Resource Management And Environmental Performance. Plos One, 17(9),.
He, P., Sun, R., Zhao, H., Zheng, L.And Shen, C., 2022. Linking Work-Related And Non-Work-Related Supervisor–Subordinate Relationships To Knowledge Hiding: A Psychological Safety Lens. Asian Business & Management, 21(4), Pp. 525-546.
Kim, Y.J., Kim, W.G., Choi, H.M. and Phetvaroon, K., 2019. The effect of green human resource management on hotel employees’ eco-friendly behavior and environmental performance. International Journal of Hospitality Management, 76, pp.83-93.
Mahapatro, B.B., 2022. Human resource management. PG Department of Business Management.
Pham, N.T., Tučková, Z. and Jabbour, C.J.C., 2019. Greening the hospitality industry: How do green human resource management practices influence organizational citizenship behavior in hotels? A mixed-methods study. Tourism Management, 72, pp.386-399.
Roscoe, S., Subramanian, N., Jabbour, C.J. and Chong, T., 2019. Green human resource management and the enablers of green organisational culture: Enhancing a firm’s environmental performance for sustainable development. Business Strategy and the Environment, 28(5), pp.737-749.
Singh, S.K., Del Giudice, M., Chierici, R. and Graziano, D., 2020. Green innovation and environmental performance: The role of green transformational leadership and green human resource management. Technological Forecasting and Social Change, 150, p.119762.
Sunaina, C.K. And Bhattacharya, S., 2022. Inclusive Leadership: New Age Leadership To Foster Organizational Inclusion. European Journal Of Training And Development, 46(9), Pp. 771-797.
Yong, J.Y., Yusliza, M.Y., Ramayah, T. and Fawehinmi, O., 2019. Nexus between green intellectual capital and green human resource management. Journal of cleaner production, 215, pp.364-374.
Zabala, K., Campos, J.A. AndNarvaiza, L., 2022. Moving From A Goods- To A Service-Oriented Organization: A Perspective On The Role Of Corporate Culture And Human Resource Management. The Journal Of Business & Industrial Marketing, 37(6), Pp. 1197-1207.
Zaid, A.A., Jaaron, A.A. and Bon, A.T., 2018. The impact of green human resource management and green supply chain management practices on sustainable performance: An empirical study. Journal of cleaner production, 204, pp.965-979.
Know more about UniqueSubmission’s other writing services:
