Contents
1. Introduction: ……………………………………………………………………………………………………….. 1
2. How HRM can make a difference by adding value to an organisation ………………………… 2
2.1 Job Design ………………………………………………………………………………………………….. 2
2.2 Diversity Management. ………………………………………………………………………………… 4
2.3 Reward System. ………………………………………………………………………………………….. 5
2.4 Learning and Development. ………………………………………………………………………….. 6
3. Conclusion: …………………………………………………………………………………………………………. 7
4. Bibliography ……………………………………………………………………………………………………….. 8
1
Introduction
“Human resource management is the collection of policies, practices and systems
that influence employees’ behaviour, attitudes and performance.” (Frankie, 2017)
Often, HRM is “concerned with recruitment selection, learning and development,
reward, communication, teamwork and performance management”. (Julie & Amanda,
2014:4)
Tom Peters, the author of “In Search of Excellence” said that “the simple act of
paying positive attention to people has a great deal to do with productivity”
(Inspiration Unlimited eMagazine, 2017). In the 19th Annual Global CEO Survey
conducted in January 2016, 76% of CEOs define business success by more than
financial profit. (PwC CEO Survey. 2016) Therefore, when we talk about achieving
success in an organisation, it is not only about making profit but also to achieve
organisation’s mission, vision, strategy, and goals.
The following essay will briefly discuss how HRM adds value to an organisation
through the following strategies: job design, diversity management, reward system
and training and development.
Job Design
According to American business executive and former AT&T chairman and CEO
Michael Armstrong (2006), Job Design is the process of deciding and outlining of the
contents of a job in terms of responsibilities, qualifications, and required duties on
how the job should be carried out, in terms of techniques, systems and procedures,
also on relationships between the employee and his or her superior, subordinates and
colleagues. HRM design job to help an organisation to reduce and/or overcome job
dissatisfaction and alienation in employees with the following techniques: Job
enlargement, job enrichment, job rotation, and job simplification. (Shma 2013)
Job Enlargement is the horizontal expansion of a job which involves additional tasks
within same hierarchy of skill and responsibility. (Shma 2013) For example, a small
company with flat organizational structure may not be able to provide a lot of
promotion opportunities to employees, job enlargement is used to motivate employees
as the employees’ workload increase from 3 activities to 5 or even more and this can
