SHR081-6 International and comparative Human resource management Assignment Sample
CRITICAL REVIEW OF WORK, EMPLOYMENT, AND SOCIETY
1. Introduction
This assignment is going to be a critical review of a specific journal article, Work, Employment, and Society. This particular article fortifies inquisition across boundaries of sociology, and relations which are industrial in nature, economics of labor, applied psychology, and analysis of organization (Budhwar et al., 2022). The uniqueness that has been discovered in this particular journal is that the author of this article has delved into the issues of society which it has in the case of work environment, in the matter of employment, and the societal issues. Though this is an international journal, the author has attempted to involve the pluralistic approach. Along with this approach, the author has conducted the research by involving both the qualitative, as well as, quantitative methodologies. All the issues which are current, and have their impact on the minds of every person have been involved in this journal.
2. Critical Demonstration of Knowledge, and Understanding of the Article
After analyzing this particular article, it has been understood that the main purpose of this article is to do accurate research on sociology of work. All the facets of work, unemployment, as well as, employment along with their interlinks with broader social procedures, as well as, frameworks. There has been a sociological orientation within this article, however, contributions from different disciplines have been welcomed by this particular article. As opined by Redman,(2022), this has been done by this article so that the issues can be addressed in such way by which less debated facets of remit of journal can be informed.
The current issues that have been raised with the help of this journal are unpaid labor, as well as an economy that is not formal in nature. In addition to that, the adherence of this journal is with superior levels of scholarship. However, conflicts have not been observed in the middle of accessibility, and scholarship. Along with this, there must be a clearance of submissions and must be jargon-free. It has become one of the leading global journals in the case of the researchers in the sociology of economy (Bastida et al., 2022).
The main focus of the author of this article is on the issues that have been faced by the employees in the field of their work, growing unemployment, and the issues of society. In this case, the HRM department in the organization should play significant role (Giltenane et al., 2022). The authors of this article have taken interest in the issues that have been faced today by the employees. This research has been done both quantitatively, and qualitatively. However, the authors have left out the discussion of the strategic HRM in this context. The role that HRM should have to play in the case of these issues so that these issues can be mitigated has not been there in this article. Moreover, the authors have to specify the strategy of HRM in this context which has not been included in this article. Hence, a huge gap in this literature has been created, and the authors have to keep an eye on this.
3. Critical Review of the Reliability of the Research Methodology
The research methodology in this particular article is pluralistic approach. It has been analyzed that descriptive research design has been utilized in this case by the authors. This analysis is appropriate as the authors, in this case, have described entire kinds of work, and their association to broader social procedures, and frameworks. In addition to that, the quality by which the life has been led by the employees today in the organizations has been delineated. This particular research design has become appropriate in the case of this research as this research design has delineated the process of labor, relations of industry transforms in the markets of labor, and the segregations in the matter of gender, as well as, domestic divisions.
This article provides immense support to current, authentic, and comparative studies. In addition to that, with the help of the methodologies, they have been able to extract sufficient data with regard to this. The authors have taken the interview with the HR of the renowned organizations, and they have distributed questionnaires to those employees who are suffering from the issues in the case of their work, employment, and the issues of society. The authors think that the data that have been collected from the secondary sources may not be authentic. In addition to that, much data can not be collected from the secondary sources.
Moreover, recent data and information have not been gathered from secondary sources. With the help of the collection of data from the primary collection and sources, the authors are able to acquire effective information regarding the issues of the employees. As opined by Thakur, and Arora,(2022), the reliability, and validity of the information that has been collected have been analyzed with the fact that data regarding these sources are authentic as they reveal the real issues of the employees that they are facing nowadays. The prevailing issues of the employees in the organization in accordance with the their work, and the environment in their premise have been disclosed by this research that has been done by the authors of this particular article.
Moreover, this article has delineated the issues of the employees which should be rectified, and mitigated by the HRM. As opined by Damghanian, and Ghanbari (2022), however, the strategies that HRM should follow with regard to these issues have been missed. Though the strategies of HRM have not been there, in this article, the article has adopted several HRM practices. Numerous strategies that have been adopted are opportunities have been provided to the employees so that employees can be engaged by demonstrating their competencies, capabilities, and efficiencies. The employees have been offered the ways for advancing their careers, as well as, learn advanced skills (Shamout et al.,2022). The requirements of the organization have been investigated. However, the lack of the strategies of the HRM, in this case, is that the policies of recruitment and hiring have not been done by them.
The strategic processes of the HRM have not been aligned with the requirements of the organization. This should be done so that the production cost could be lowered. Distribution can be managed in the case of the employees, and there can be the management of the strategic goals of the organization. These have not been done by the authors of this specific article. The engagement of all the employees should be done by HRM so that the power of all the employees can be increased. Rates of retention can be boosted if there has been a collaboration of HRM with their staff. The authors of this specific article have not been successful in delineating this matter.
However, this particular article has shed light on the recruitment, selection, and placement of the personnel for exceptional efficiency.
4. Critical Review of the Findings of the Authors of this Article
The author in this regard has discovered there are five issues relating to the employees. The first issue is the management of conflict. This issue can occur in any sort of organization. Conflicts in the middle of the employees, or any straightforward disagreement in the middle of any employee, and any owner of business refers to the circumstances which can certainly occur. A successful method for the management of the conflict is important so that health, as well as, reputation of the organization can be well maintained. The communication in the middle of the two parties has been the main problem nowadays in the organizations (Gonçalves et al.,2022).
In the context of the communication, the poor one results in the loss of the company, as well as, the reputation of the organization may diminish. In addition to that, it has been found out by the authors that the policy of the termination has been applied by the organizations in the case of the employees who have poor communication. In addition to that, the authors have found that effective communication in the case of the team members has been required in the case of the organizations. Conflict emerges in the case of the members if there has been a lack of the communication in the middle of them.
As stated by Bailey,(2022), the issues of wages, and hours have emerged in the case of the employees in the organization. The article has focussed on the overtime that has been done by the employees, and the wages, in that case, have been a great factor. As per the data that has been collected from the employees, it has been noticed by the authors wages are very low in comparison to the work that they have performed in their specific organization. Moreover, the organization has been observed to be a failure in the matter of holding employees as the employees have been disappointed with the strategy of providing low salaries even after providing extra effort in work (Di Pietro et al., 2022).
A feeling of quitting the organization has been raised in the minds of most of the employees. This has been known by the authors of this article by analyzing the facts of the questionnaires, and by taking interviews with the employees. However, some of the strategies of HRM have helped the workers in this matter. The responsibility of HRM is to look into the matter of the employees with regards to the handsome salary that should be the main asset of each employee. With the help of the paychecks, a timekeeping software that keeps records of the extra work that has been done by the employees.
As opined by Narayanamma,(2022), this assists the employees to manage schedules of their own with the help of the efficient way, and they can be able to prevent the overtime that is necessary for them to be done. This track record can be helpful in their case for achieving proper grade pay. All these data have been collected by the authors of this specific article. In addition to that, they have found that the safety in the workplace cannot be achieved by most of the employees. In addition to that, they have worked on the conflicts of yearly leave of the employees.
It has been found that most of the employees in most of the organizations do not know leave policy. Even so, they do not have any basic idea of that. However, the authors have discovered that they have utilized the software of leave management presented by which the door in the case of the conflicts of yearly leave can be mitigated. As stated by Gunderson, and Goldwasser,(2022), a lawful, and clear policy for leave has been considered as by this specific software, and this bestows each staff with simple access to particular policy. In addition to that, this software assists the employees to have a direct talk with HR managers regarding the demands, as well as, adjustments of leave. The issues that are associated with timekeeping, as well as, attendance have not been considered as rare. A strategy has been discovered by the HRM in this case. As opined by Jarrar,(2022), the software for the self-service of the employees has been initiated by the HRM in this context. With the help of this software, the employees are being permitted for keeping track of time, as well as, coordinate with regard to the problems from their smartphones. This results in the reduction of opportunities in the case of conflicts, as well as, bestows them with handy advantages. However, it has been discovered by them that in most of the organizations, there has been an absence of all these particular effective devices. This scarcity is due to the ineffective HRM in those organizations.
5. Critical Review of the Analysis of the Findings, and Understanding of the Article
After going through the journal, it has been analyzed that the authors have been stuck to the purpose of the article for which the research has been done. In that particular article, the authors mention the reasons for the research, as well as, they have referred to the methodologies in order to clarify the fact that the research that has been done in the case of the work, job, and issues of society. In addition to that, the facts regarding the effective HRM strategies have emerged in the literature review part that has been done by the authors.
Moreover, the scarcity has been there in the literature review and has been scrutinized at the time of the critical review of this particular journal. The authors have determined the fact of the issues that several employees have faced in the case of their environment of work, culture of work, with regards to their employment, and even there has been a presence of societal issues too. There has been a discussion in the case of the employees about the issues that they have faced, and how they have been handled. The effective HRM strategies have been imposed in most of the organizations indeed, to sort out the issues of the employees.
However, these strategies have been a scarce in numerous organizations too. In addition to that, the article itself has the scarcity of the declaration of all the effective strategies of HRM. As opined by Mulang,(2022), only some of the strategies of HRM which are effective in nature have been highlighted in this particular article. These issues are sufficient for mitigating the issues of the employees that they have faced every day. In addition to that, most of the issues of all the employees have not been highlighted in this specific article. However, this article has been considered a leading article to determine the issue of the employees, and strategic HRM policies. Even if this article has a scarcity of the information, this article is trending.
The data that has been collected in the case of this particular article is only primary. On the other hand, the secondary data have existed in this case which has not been taken into consideration for conducting this research by the authors.
6. Conclusion
This has been addressed in this particular journal that this research has been taken from the primary sources by interviewing as well as, by collecting the questionnaires that have been provided to the employees of some specific organizations. This research has been added to knowledge as the research has the data of the scarcities that have been felt by the employees in their work in the case of the organizations. In addition to that, the knowledge of the policies of effective strategy of HRM has been there in this research, However, all the strategies have not been mentioned by the authors which leaves scope for the research that can be conducted in the coming days. In addition to that, this research has made it clear that the future researchers have to take secondary data too for conducting this research.
6. References
Bailey, C., 2022. Employee engagement: do practitioners care what academics have to say–and should they?. Human Resource Management Review, 32(1), p.100589.
Bastida, M., Neira, I. and Lacalle-Calderon, M., 2022. Employee’s subjective-well-being and job discretion: Designing gendered happy jobs. European Research on Management and Business Economics, 28(2), p.100189.
Budhwar, P., Malik, A., De Silva, M.T. and Thevisuthan, P., 2022. Artificial intelligence–challenges and opportunities for international HRM: a review and research agenda. The International Journal of Human Resource Management, 33(6), pp.1065-1097
Damghanian, H. and Ghanbari Ghaleroudkhani, F., 2022. Discretionary Workplace Behaviors: The Effect of Communication Satisfaction on Workplace Deviance and OCB with the Mediation Role of Justice Sensitivity. Iranian Journal of Management Studies, 15(1), pp.155-168.
Giltenane, M., Sheridan, A., Kroll, T. and Frazer, K., 2022. Work environment challenging Irish public health nurses’ care quality: First postnatal visit. Public Health Nursing, 39(1), pp.202-213.
Gonçalves, R., Silva, B., Pereira, L., Costa, R.L.D., Dias, Á. and Teixeira, N., 2022. Analytical methods as a source of value in human resource management in consulting companies. International Journal of Knowledge and Learning, 15(1), pp.67-88.
Gunderson, B. and Goldwasser, R., 2022. Line Managers’ Personality Traits Related to Effective Human Resource Management Implementation. Business Management Research and Applications: A Cross-Disciplinary Journal, 1(1), pp.1-15.
Jarrar, A.S., 2022. Strategic Human Resource Practices and Employee’s Engagement: Evidence from Jordanian Commercial Banks. European Journal of Business and Management Research, 7(1), pp.66-72.
Mulang, H., 2022. Analysis of The Effect of Organizational Justice, Worklife Balance on Employee Engagement and Turnover Intention. Golden Ratio of Human Resource Management, 2(2), pp.86-97.
Narayanamma, P.L., 2022. Green Human Resource Management Practices and Environmental Performance: A Literature Review. Journal of Positive School Psychology, 6(3), pp.3599-3605.
Redman, J., 2022. Book review: David Etherington, austerity, welfare and work: exploring politics, geographies and inequalities. Work, Employment and Society, 36(1), pp.192-193.
Shamout, M., Elayan, M., Rawashdeh, A., Kurdi, B. and Alshurideh, M., 2022. E-HRM practices and sustainable competitive advantage from HR practitioner’s perspective: A mediated moderation analysis. International Journal of Data and Network Science, 6(1), pp.165-178.
Thakur, P. and Arora, R., 2022. Exploring the Relationship Between Satisfaction and Intention to Stay Among Millennial Employees: The Moderating Role of Managerial Support. International Journal of Human Capital and Information Technology Professionals (IJHCITP), 13(1), pp.1-17.
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