Chapter 1: Introduction 

1.1 Introduction

HR practices that are associated with training, selection, performance appraisal, compensation, and employee participation are significantly as well as positively related to organizational performance. Human Resource Management is considered to be the most important asset of an organization. HR is not only limited to a few roles in the organization but it offers its support to organizational objectives and goals.

The practices of HR should be aligned towards providing motivation and satisfaction to the employees so the organization can grow towards being productive. The practices of HR play a vital role to present the organization with a competitive advantage and an environment for achieving the targets.

1.2 Background

The concept of Human Resource Management was developed by the workers who worked in the USA in the 1960s and 70s. In places like Europe and Australia, the idea associated with Human resources as a part of an ideological framework that can assist and effectively manage labourers and any managerial professional gained importance during the 1972s.

Since then the concept of Human resource management is being adopted across the globe. The present competitive business environment has led much organizational management to embrace the significance of HR practices. Overall it can be understood that the HR practices are associated with the cognition of the employees like turnover intentions. The HR practices are important as they contribute to improving employee’s skills and knowledge while enhancing courage and motivation.

1.3 Research Problem

The HR departments of an organization are responsible to meet the demands of a fast-paced and digitally derived environment where the employers are constantly meeting with the new and distinct challenges of the upcoming new years. Implementing motivation, encouragement, and P

Productivity in an organization is not an easy task this leads to numerous problems that HR has to face daily like problems in engaging with the workforce, managing relationships, attracting talents in the workforce, failure of recruiting eligible people, lack of proper implementation of effective training and development strategies, unable to manage change, many employees fail to adapt with the new technological changes.

Often the HRs fail to attract new talent to their organizations. Another big problem that HR has to face is the problems associated with diversity and inclusion. All these problems directly affect the work output of an organization which is why the researcher decided to evaluate these problems concerning the research topic.

1.4 Research Aim

The research aims to identify the impacts of the HR practices on organizational performances

1.5 Research Objectives

The objectives of the research are:

  • To identify the significance and the role of HR in an organization
  • To examine the relation between HR and employee performance
  • To investigate the risks and challenges associated with HR managing organizational performances
  • To identify the effective HR strategies in managing organizational performances

1.6 Research Questions

The following research questions are:

  • What are the roles and significance of HR in an organization?
  • What is the relationship between HR and employee performance?
  • What are the risks and challenges associated with HR managing organizational performances?
  • What are the effective HR strategies that can help in managing organizational performances?


2.1 Role of HR in an Organisation

HR management in an organisation (human resources department) is a department that is responsible for the search; selection, recruitment, and training of job applicants as well as for the administration of employee benefit programs (Pradhan and Jena, 2017). The critical role of managers and human resource experts is to guide each employee’s work following the organisation’s best interests. The position of HR in an enterprise may be summarised as follows.

Recruiting and Training

It entails hiring the proper type of humans on the proper type of time within the organisation. When hiring, duties and areas of responsibility are formulated for every worker and legal contact is established between employer and employee by a set code of behaviour in the organisation (James and Baruti, 2021). If necessary, they also offer employee training based on job requirements.

Performance Measurement

Human resource management encourages and motivates employees to maximise their potential for the company’s best interests, make recommendations and guide them to upgrade their performance.

Maintaining the Working Environment

HRM is responsible for ensuring that a good working environment is provided for employees and ensures there is no discrimination within the organisation for any reason. If a dispute occurs between an employer and an employee, HRM is responsible for effectively resolving such issues.HRM is responsible for organising various seminars, conferences, conferences, and other companies to establish wholesome relationships (Malik, Madappa and Chitranshi, 2017).

In recent years, the role and importance of the unit of time human resources department in a company has been deepening and expanding because people play a vital role within the success of the organisation, which is why many companies pay special attention to assembling a solid and economic unit of time team.

Every part of the company depends on down to people, and by managingthem, organisations are a lot more profitable, run more effectively, produce complete loyalty and do higher work.

2.2 Effect of HR Practices in Employee Attitude

Human resources are considered the foremost significant plus of associate degree organisations; however, only a few organisations can achieve their full potential. Human Resource Management comprises policies, applications, and systems that affect employee behaviour, attitudes, and presentation (Kalargyrou and Costen, 2017). Unique to Human Resource Management is a significant demand of any organisation.

The practices and process of human resource management is a part of human resource management in anassociation. Several human resource management practices can be improved and maintain the employee’s performance. Human resource management practices have a continuous and significant impact on employee performance.’

Workers face change, reorganisation, and the ubiquitous and often damaging effects of technology. Additional human resource management practices should not be static. Practices must be continually reviewed to effectively address the challenges posed by the changing environment in the organisation (Audretsch and Korosteleva, 2021).

Human resource management practices are unremarkably developed in an associate in an integrated manner. They are to be per the structure ways to realise the goal and the organisation’s objectives. These practices are necessary to ensure the quality of the working life and high commitment performance by the organisation employees.

2.3 Innovation through Productivity and Improving Employee Perspective

Human resource innovation introduces new ideas, methods, and technologies better to meet the organisation’s changing needs and employees. This is about predicting future needs and conditions, not just finding answers to the constantly changing current conditions (Maslakci and Sesen, 2019).

For a reliable productivity plan to be effective, companies must recognise reaching destiny desires via techniques that enhance worker productivity. Human sources can assist hold expertise with the aid of imparting energy, gaining knowledge of and a running environment, making personnel happier and more efficient.

More broadly, it allows personnel to take part in broader innovation at some stage in the company. Create a robust feel of teamwork and community, and make sure that personnel actively recognise and make investments with inside the organisation’s desires and strategies.

2.4 Impact of Employee Attitudes on Organisational Performance

It is vital to pick out the variables related to the worker, and organisational environmental elements are their effect on worker overall performance. Employees count on the fact that businesses far have to beautify their overall performance through the proper schooling programs.

Their expectancies play a critical position in mindset development (Savic and Dariescu, 2020). Overall performance: the impact of mindset on overall worker performance. An employee’s hiring has the potential to influence their interactions with others and their job performance.

Attitude impacts an employee’s reactions to others, such as co-workers, supervisors, and customers; the attitude influences how you perceive your job and its value to the company. When an employee’s job duties involve working with others, their attitudes can affect the group’s fulfilment or failure.

Some signs of employee negativity include idle thinking, excessive generalisation and labelling, personalisation and guilt, hasty conclusions, and attention to negative emotions. These characteristics are examples of thinking patterns that influence employees’ attitudes toward work and their social relationships with others (Baporikar, 2020).

If leaders observe negative thinking patterns in a team environment, they may want to know what kind of thinking affects each employee. HR can also help group members explore their attitudes so that they can focus on positive thinking. The internal factors that affect employees’ attitudes towards organisational change are work-related values, self-efficacy, threat assessment, stress perception, and work attitudes (organisational commitment, job satisfaction, and billing).

Professional work-related characteristics include ability choice, task identity. Managers must inspire and apprehend personnel with beautiful attitudes and excellent or above-common overall performance (Daskalaki, 2019). Employees contribute to supportive workplaces and have a positive impact on professional ethics.

They are often overlooked because people with negative attitudes or poor performance need more time to get from the manager. Recognition will enhance your positive qualities and drive further success.

2.5 Maslow Motivation Theory

One of the most famous and desires theories are Abraham Maslow’s Hierarchy of desires, which indicates that motivation is the result of a person’s efforts to meet five fundamental desires: physical, protection, social desires, respect, and self-realisation. Meet the desires of society (Bergs and Lub, 2020). The physiological goals in this Hierarchy consult with the essential human goals.

Employees need to get the proper access to critical services and opportunities simultaneously as at artwork to revel in their most essential goals being met. Workers won’t get proper access to a restroom, a place to get ingesting water, breaks to consume meals and snacks, and a comfortable working environment.

Safety is every other critical want that could affect average activity satisfaction. It is herbals attend to your protection. For example, one in every priority can be presenting one’s circle of relatives with a certain region to live in (Mansaray, 2019). So transforming is tough to satisfy this want. The love and experience of belonging in Maslow’s Hierarchy are barely specific with inside the administrative centre from different regions of his life.


Figure 1:  Maslow Motivation Theory

(Source: Baddah, 2017)

Appreciation is the perception that contributing to a better motive and those contributions could be recognised. In the workplace, it is critical to experience growing, shifting forward, and getting outcomes, which can be spotting the one’s outcomes.

The final degree of Maslow’s Hierarchy of desires is self-actualisation, which means maximising one’s capability at work (Pradhan and Jena, 2017). In the end, this man or woman desires to experience that they may be doing what they can do in their position, assist them in keeping their careers, and self-satisfying personnel experience empowered and trustworthy, consequently encouraging boom and participation (James and Baruti, 2021).

A wholesome and engaged pressure is stuffed with humans who’ve reached the very best degree of Maslow’s Hierarchy of Needs. Employers with low engagement charges commonly have better turnover charges and issues with low morale and unhappy personnel. By financing inside the usual happiness of its personnel, an enterprise will boom delight while boosting engagement and motivation that, in the end, affects productivity.

2.6 McGregor’s X and Y Theory

In the 1960s, social psychologist Douglas McGregor developed contrasting theories that described how managers’ beliefs about what inspiration of their people would have an impact on their management style. HR categorised the ones Theory X and Theory Y. These theories stay critical even today. X and Y Theory are a part of incentive theory (Kalargyrou and Costen, 2017).

These theories are very distinct and are utilised by executives to inspire employees. One of the critical assumptions on this method is that the typical worker no longer likes the process and could do something it takes to keep away from it. Another assumption of Theory X is that personnel need to be threatened or pressure dtoattain the corporation’s dreams and should keep away from duty, and bosses should oversee each step of the way.

In a corporation that follows Theory X, control additionally follows an authoritarian fashion. There are some critical assumptions beneath idea Y (Audretsch and Belitski, 2021). Employees are more proactive, no longer depend on control, and try and clear up troubles themselves. This management fashion is a more critical, not unusual place than idea X. With this management fashion, even small personnel can participate in the decision-making process.


Figure 2: McGregor’s X and Y Theory

(Source: Maslakci and Sesen, 2019)

Theory X

The concept assumes that personnel are inherently unmotivated and no longer want to work, which encourages an authoritarian management fashion. According to this concept, control should act decisively to get matters done. This control fashion concludes that employees – discriminate towards work (Manoharan and Singal, 2017). Give up obligation and want to be directed.

They should be controlled, coerced, and warned to supply what is wanted to have a look at that Type X employees are certainly on the whole a minority, and but in mass groups which includes large-scale production environments, control of Theory X can be essential and probable inevitable be.

Theory Y

This theory explains a participative leadership style, i.e. distributive, which concludes that employees like to work, are motivated and creative and like to work with more responsibility (Savic and Dariescu,2020). HR believes that workers willingly take responsibility and are encouraged to work.

Fulfilling Assigned Goals Explore and take responsibility and don’t need much guidance. Perceive work as a part of life and Use creativeness to resolve work problems. In Type Y organisations, humans at decreasing degrees are concerned in decision-making and feature greater responsibility. The management style of Theory X is widely regarded as low-level; it has found its place in mass production processes and unskilled production lines.

Theory Y is widely used in different organisations that value and incentivise wealth management (Daskalaki, 2019). The Y-type theory applies to intellectual work and licensing services. License service organisations naturally develop Y-type theory due to the nature of their work, including highly structured knowledge structures, such as centres of excellence.

2.7 Literature Gap

The literature exploring the reasons and outcomes of this hole does now no longer constitutes a finely dependent discourse; it has targeted analysing the space from the practitioner side, and its miles primarily based totally on reviews and theoretical discussions instead of empirical proof. Loss of resistance with inside the employee, as a result, the failure happened.

The agency continually seeks powerful approaches with fewer personnel (Baddah, 2017). It creates stress and pressure with inside the personnel. It reasons low-degree overall performance and lower productivity of the agency. The impact of alternate control at the mental country of the personnel changed into now no longer highlighted well in this dialogue.

The inner resistance electricity of the personnel could be hammered because of the alternator in control. The reputation of a brand new technique and execution electricity additionally decreased. The failure of the plan at once influences the fulfilment of the agency (Maslakci and Sesen, 2019). The private imaginative and prescient of the personnel and imaginative and prescient are significant factors with inside the context of alternate control.

These specific gaps of the dialogue want greater awareness to solve. It suggests regeneration and development for higher overall performance.

Chapter 3: Research Methodology

3.1 Introduction

Research methodology is nothing but the description of research methods which are followed by the researchers to collect, scrutinize and analyse the project data relevant to the topic. The researcher has chosen interpretivism philosophy with deductive approach with descriptive research designing which is suitable for the topic.

3.2 Research philosophy

Research philosophy truly deals with the characteristics, sources, framework and development of knowledge which often refers to the collection of data, analysis, allocation, scrutinisation of them for research work. Basically there are four types of research philosophies namely Positivism, Pragmatism, Realism and lastly Interpretivism.

However, the researcher has selected interpretivism philosophy which is a special type of research philosophy that assumes reality through social construction (Ryan, 2018). The researcher has chosen this philosophy to gain in-depth insight into the lives of the respondents to gain an empathetic understanding with close understanding.

This type of philosophy is basically quite a naturalistic type of approach and they are strongly related with the qualitative types of research where descriptive data is more respected than thoroughly collected data. This philosophy is applicable and suitable here as the paper discusses the HR practices and effects of their attitude towards employees because the philosophy does propose the idea of interconnection between social elements.

This is considered one of the basic concepts of HR management and their attitude towards the employees. This philosophy has been most helpful in order to understand relevant topics.

3.3 Research Approach

There are mostly used two types of research in the field of research namely Deductive and Inductive. Deductive approach basically deals with constructing a paper using an existing theory. In this paper, deductive approach is chosen because it seems to be most suitable for the topic and researcher.

It deals with a related hypothesis which is totally based on observation and testing of sources repeatedly in order to reach the goal. This approach has been helpful for accessing the abundance of relevant research and resources within a short period. This approach has helped the researcher to access and frame different important data and information.

3.4 Research design

There are four main types of research designs used which are popular among researchers. They are Descriptive, Correlation, Quasi experimental and experimental Research Design. In this paper descriptive research design has been followed to understand the nature of the topic.

This design also gave the researcher the opportunity to recognize the faults and limitations of research. This descriptive design is very useful for describing and observing particular topics from secondary data sources as the researcher needs to elaborately understand and discuss the idea from the existing research article. This data has been discussed to understand the attitude of HR effectiveness (Pham, 2018).

3.5 Data collection

Researchers mainly follow two types of data collection process namely primary and secondary data collection. Secondary data collection deals with collecting different data from authentic and legal journals, websites, government web pages and other institutes rather than collecting raw data for research works (Johnston, 2017).

They are basically known to be readily available to the researcher compared to primary data and it simultaneously requires little research. In this project, secondary types of data are collected from different authentic journals with descriptive designing for elaborately describing the process of collection and frameworking of the received sources and information.

This type of data collection consumes less money and time as researchers do not need to conduct raw surveying and interviewing. Many journals have been followed for gathering descriptive information and understanding the ideas of relation between an HR and employees, the attitude of HR towards the employees along with relevant observations and data.

3.6 Data analysis

The researcher has followed qualitative data analysis with secondary data sources as the research philosophy taken by the researcher is interpretivism (Alase, 2017). As this project is based on the topic of attitude and relation of HR, qualitative data are used for better observation and assertion.

When the researcher is using pre-collected data in this paper, obtaining the desired goal implementing qualitative methodology is considered to be beneficial.  Data obtained from different websites and organizations taken to assess the theory related to the topic of the paper. Through this researcher has gained success in broad qualitative data patterns by relating to descriptive data.

3.7 Ethical consideration

The researcher has conducted the research process thoroughly within the research ethics without collecting any unauthorized data to increase the authenticity of the paper. The UK GDPR sets some key principles to be followed by researchers in order to keep the authenticity of any research paper intact (Arifin, 2018).

Lawfulness, fairness and transparency which are important point among all of them. Data used in this paper relevant with the topic is totally transparent and legal and all are collected for fair usage. This data is also used for limited purposes such as research, analysis and interpretation with HR attitudes with adequate limited relations with the topic.

Accuracy, which is another key principle is also maintained by choosing only fair research journals along with the limited identification of data which subjects for no longer than necessary which is considered as storage limitation. The researcher has used the data protection act 1998 and ensures that the data used is processed in a manner which associates with the security and confidentiality.

3.8 Research limitation

The research work could be more descriptive, deductive and qualitative if the researcher was given a bit of more time. Time constraint is proved to be a big limitation for the researcher. Maintaining the authenticity of journals and accessing the data and assessment form them, the researcher had to effectively work on different sides of HR data available online.

Though the researcher has faced a problem due to lack of qualitative analysis previously which made him bound to work with existing data with limited resources to HR attitude towards employees.

3.9 Timeline

TASKS Week 1 Week 2 Week 3 Week 4 Week 5 Week 6 Week 7 Week 8
Developing   objectives and aim
Identifying strategies and creating framework for planning  steps of the project
Literature review
Decision making based on the budget and time schedule
Research Methodology
Notation of the results
Making prepare for of  the final report
Table 1: Gantt chart

(Source: Created by author)

Chapter 4: Finding and discussion 

4.1 Introduction

Effect of HRM practices on organizational performance has become a vast topic of research and interest in modern times.  Results of  studies have  been showing time  and  again that  HR  practices  have a strong  impact  on organizational performance that eventually becomes responsible for the growth or the downfall of an organization.

4.2 HRs role in an organization

After analyzing the research theme, the researcher came across the findings that Human Resource Management in an organization is associated with chief activities like recruiting, screening, finding as well as training the job applicants along with implementing programs associated with employee benefits.

According to Pradhan and Jena, 2017, the key role of an HR professional is to channelize the efforts of the employees towards the best interests of the organization. The Human Resource is solely dedicated to define and drive the success factors in an organization.

On the other hand, the HR of an organization’s functions plays a major role in the growth of the bottom line and the success of the strategies of the business (Malik, Madappa and Chitranshi, 2017). The HR department aims in providing the best services and systems that can help drive both profits and the synergy of the teams.

The other researchers opined that Human Resource Management is originally a strategic approach towards the development, employment, and wellbeing of the people connected to the organization.


Figure 3: Tesco’s HRM strategy leading to growth in financial performance.

Source: (Pradhan and Jena, 2017).

For example the HR strategy that is being used by Tesco revolves around the development, training, consultation, communication, and rewards of the employees that are directly associated with achieving organizational targets and financial goals.

The company is known for following a triple-headed approach to retain as well as recruit well-motivated staff that can present a professional appearance towards the customers and are proud to work for Tesco.


Figure 4: Sainsbury growth in market value through HR strategy

(Source: Malik, Madappa and Chitranshi, 2017).

On the other hand, another UK-based company Sainsbury uses its HR strategies to develop its financial positions that will be utilized for recruitment and tactics for selection to provide job opportunities to the large population of people and opting for the best candidates for the right job through this selection process.

The HRM of the organization believes that it is important to choose the right candidates for the process of selection for the right job.


Figure 5: The growing importance of HRM across the globe.

Source: (James and Baruti, 2021).

Human resource management encourages performance management by motivating their employees to upgrade their performances. On the other hand, HR is also responsible for ensuring that three lays no discrimination and all employees are treated equally (James and Baruti, 2021). Additionally, they are associated with organizing conferences, seminars in collaboration with other companies.

As per the current position of the competitive business market, the role and the importance of the HR department in an organization are deepening and expanding as the employees play a vital role to bring success to the organization. This part of the findings is linked with the first topic of the literature review that states the role of HR in an organization.

4.3 Examining the relation between HR and employee performance

This fraction provides the linkage between all the six paths of an HRM practice like job rotation, training, compensation, autonomy, career, communication. Job rotation can be defined as the HRM practice of moving employees to work at different tasks or positions within the organization for a given period of time in planned ways through lateral transfers that allow employees to acquire a range of knowledge, skills  (Otto and Battaïa, 2017.)

. Effective job rotation practice also brings positive employee performance. Chacko and Conway (2019) defined training & development of employees as “the systematic process of acquiring and development of the knowledge, skills, and attitude that are required by the employees to adequately perform a given task or job or to improve performance in their job environment”. The study conducted by Dysvik and Kunvas concluded training workshops is a positive significant in performing task in Norwegian services.

Aza et al. (2017) stated communication as a HRM practice refers to the process of exchanging information from one person to another through signals or symbols in the organization.

When an employee finds amusement in proper communication in the organization, for example keeping informed about changes or providing with adequate feedback, then profitable organizational outcomes can be expected from the employees.

4.4 Investigating the risks and challenges associated with HR managing organizational performances

The combination of technology and proper communication capability operations in the multinational companies have gone through a huge transformation and paved the way for diffusion of global best practices in human resources.

According to Galanaki et al. (2019) information technology has taken up an important role working as a structural factor and an instrument that is transforming the architecture of organization, business process and communication which are increasingly integrated into HRM.

Sobaih et al.(2019) says that psychological contract governs the continuous development  of the employee and HR relationship evolving over time. Employee accountability can be defined to the extent that actions are evaluated by an external constituency believing to have rewarding and sanctioning powers.

Demmke, (2020) stated that a better understanding is important for managers to implement self-managed work teams. Employee accountability gives mechanisms through which coordination occurs.

Wang et al (2021) stated that job security and psychological satisfaction is affected at different individual levels on the basis of factors such as age, education, earnings and occupation.

From workers point of view job security is seen as a set of subjective feelings about the future security for the employment situation and theorizes as feelings based on real life experiences and situation in the labor market.

4.5 Identifying the effective HR strategies in managing organizational performances

Effective HR strategies can be divided into four term competitive strategies, required employee behaviors associated strategy, menu of HRM practices. According to de Azevedo et al. (2020)  the HRM can be in support of  the innovation strategy for better development of products in comparison to the fellow competitive organisation.

Frost Incorporated is a great example of innovative strategy. Quality Enhancement Strategy can be shown by the example of Honda Motor Manufacturing present in America which follows the idea of single plant manufacturing.


Figure 6: HR strategies in increasing organizational performance

(Source: Zakaria and Mehidi, 2021)

The Cost Reduction strategy is well presented by the UPS Corporation with low cost product. HRM can be used as a tool for shaping employee behavior.HRM must focus on the role behaviors associated with each of the three strategies instead of behaviors required by a specific set of tasks.

Role behaviors can be described as the requirement for the employees working in the social environment. The role behaviors of the employees turns out to be the main differences that are needed to implement the three major competitive strategies of innovation, quality and low cost. Recruiting effective staff, creating favorable working conditions, providing employees access to all working tools, employee retention, working on financial compensation and benefits of company while recruiting, coaching and development all falls under effective HRM practice.


Theme 1: Roles and significance of HR

HR is coined as an umbrella term used to describe the development, growth and management of the employees and resources in an organization. It is all about increasing the quality and performance of the organization. In modern day’s roles of an HR is becoming very versatile leaving behind the narrow restricted ways of HR practices of recruiting and firing. Updating policies is one of the major roles of HR along with the maintaining employee records.

Conducting beneficial analysis, conduct disciplinary actions, payroll processing, recruitment of the employee based on the role behavior needed for the job and also maintaining a healthy and employee friendly environment for the growth and production.HR is also have a vital role in legal and regulatory compliance, performance and management training along with business communication and interaction.

The value of HR is not significant in startups or businesses with less number of employees as the business leader can handle it with ease making it cost effective for the organization. As soon as the growth of the business takes place the significance of the HR grows in the market for employee satisfaction.

The HR plays an important role for building up the work culture which eventually leads to improvement in employee engagement and productivity.HR is very significant for the employee wellness and personal development of an employee.

Theme 2: Examining the relation between HR and employee performance

Human Resources practices bring out a positive impact on employee performance. Employee performances have mostly two sides that HRM needs to deal with one of them is employee performance. As HR is responsible for the growth of the employees the higher the employee  experiences a growth in their personal behalf  they feel more embedded in the job environment.

The HR mostly focuses on the training, autonomy and technological enhancement which lead to a satisfactory HR and employee relationship. These three pillars of human resources practices are also used in study of impact on employee performance wher job satisfaction, organizational support and trust act as mediators.

Proper communication also plays an important role in the growth of HR and employee relationship. Employee receiving proper feedback and having healthy communication makes a employee embedded in the organization which in turn increases the productivity of the organization.


Figure 7: HR effectiveness in improving financial performance

(Source: Zamanan et al. 2020)

Providing training modules and workshops are also beneficial for the employees which in turn results in the development of the organization. The rewarding and sanctioning also plays part in the psychology contract established between the employee and the HR and also the job rotating practice for the further growth and the development of an employee’s skills and knowledge in their specified field keeping the relationship healthy for both  HR and employees. Zakaria and Mehidi (2021) stated that effective communication leads to more positive and profitable work among the employees.

Theme 3: Investigating the risks and challenges associated with HR managing organizational performances

Managing Human Resources can be one of the most complicated task that a HR can face. Technological growth has been the biggest issue of HR  remote working and keeping up with fast-paced software updates happening daily around them.HR management only becomes effective when time, resources and money are spent in the most cost effective manner.

Building a culture of continuous learning and development for the employees has become one of the most difficult challenges in a remote environment. Looking after the health and safety of each employee can also be considered as challenge in modern times. Enhancement in  quality and efficiency in the workplace, enabling organization for better production with less number of employees (Zamanan et al. 2020)

Compliance with Laws and Regulation can be a struggle .This can be considered as one of the most crucial challenges not having the correct policies in place an affect the growth and development of the company. Retaining top talents that truly affects the face and growth of the employees is also a work of the HRM which can eventually result in a challenge task to convince the employee to remain a part of the organization.

The HR must also put up a constant effort to increase the productivity which in turn needs quick, smart and consistent procedure.HRM also faces a challenge of keeping up with continuous changes of organization.

Theme 4: Identifying the effective HR strategies in managing organizational performances

Working HRM usually means regulating performance management of the employees of the organization. For achieving a productive and employee friendly workplace there is some HR strategies for better outcomes. Identifying the three most important factors of competitive strategy and guiding the employee according to their role behavior.

Technology advancement and performance management software must be used for the regular growth of the organization. Regular engagement with the employees of the organization should be made by arranging regular meetings. Asking peer reviews and also taking advices in the time of need.

Setting up a healthy communication with the employees and also having employee satisfaction..According to de Azevedo et al.(2020)  the HRM can be in support of  the innovation strategy for better development of products.

An HR must get a clear idea of competitive strategy and also about its proper implementation.HR must support the innovative strategy for the product-based companies and also maintaining the quality assurance strategy hand in hand which helps in the growth of skill and positive attitude of the employees and also uphold the image of the organization.

Most importantly the HR should also be well accustomed with the Low Cost strategy for keeping up the competition with the fellow organization. Providing a proper training and performance base compensation is also one of the most important job aspect of HR. This strategies of HR can help in organisational development.


HRM practices can influence employee satisfaction which in turn positively impacts the performance  of the organization .Impact of different HRM practices is different and finally leads to the enhancement of employees commitment and loyalty towards the organization which in return gives a positive boost for organizational growth and performance.

5. Conclusion and recommendation

5.1 Conclusion

From the above we conclude that human resource management has a very significant impact on organizational performance.Since HRM practices have an important impact on organizational performance, managers need to implement them in an integrated and coherent manner. Human resource practices have an important direct link with job satisfaction..

HRM manages the organization’s human assets and resources. Effective HRM enables the university employees to contribute productively and effectively for the achievement of the organization’s objectives and goals. It not only supports the organization to achieve its goal and objective but also supports the organization to meet its requirements.

Human resources in the organization can constitute technological, marketing, financial, transportation and logistics, and many other experts, managers, supervisors, and the workforce. However, for the organizational management to succeed it is very much essential that proper and effective HRM practices and processes are developed in the organization.

5.2 Linking with objectives

The environment which supports an efficient and positive work atmosphere is the responsibility of an HR. This conditioning of a workplace has become a necessity towards the outcome. HR plays a key role in reinforcing, developing  and changing the culture of an organisation. Pay, performance management, development and training, recruitment and onboarding and reinforcing the values essential for the business are all essential elements of business culture covered by HR.

A right role is played by an HR when it comes to setting a right tone when it comes to company culture. The HR makes sure the employees are able to communicate well within their teams for the work to run smoothly. The performance management process has many risks which the HR has to treat. Many organizations use inefficient performance management processes.

The role of HR is in constant development of the process using the feedback, comments, measures and observations.

5.3 Recommendation

As from the name ‘HR’, it suggests Human Resource, however one needs to read the mind of people to understand his or her state of action. Sharing people with information, sales, policies, work strategy ensures that the workforce is as enthusiastic about the business as the management.

The system which requests feedback from seniors including boss, peers, subordinates has been increasingly embraced as the best available method for collecting performance feedback. Every person in the team is responsible for giving positive and constructive feedback.

One needs to improve his or her communication skills to withstand firmly in the HR department in any reputed organization. Knowing people and understanding their problems is very much important. There always is a systematic approach to ensure that knowledge management supports all strategies. There should be a need to create profiles of top performers and make these visible through company internet, display boards and all social media websites. It will encourage others to put their best effort and create a competitive environment within the organization.

5.4 Future scope

HR practices, including selection, training, compensation, performance appraisal and participation of employees, have been found to be positively and significantly related to organizational performance. As we are passing through the pandemic crisis situation most companies are facing numerous challenges. Several organizations have by and large met the challenges of this crisis moment.

But as we move towards the post pandemic era, a management system based on old rules- a hierarchy that solves for uniformity, bureaucracy, and control- will no longer be effective and efficient. Its place should be taken by a model that is more flexible and responsive which would be built around four interrelated trends: more connection, unprecedented automation, lower transaction costs, and demographic shifts.

To re-examine the future prospects the Human Resource Officers must reimagine the basic tenets of organization. In future the HR organizations must decide to prioritize initiatives that strengthen their organization’s ability to drive change in leadership, culture, and employee experience.


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