The Importance of Human Resource Management in the Management Strategic - Dissertation Example

The importance of human resource management in the management strategic Introduction The spotlight of this research is to study the strategic relevancy of human resource management (HRM) in planning, executing and functioning of an organization. This research is a deep venture into one of the most critical success factors that in actual fact corroborates the attainment of leadership and managerial objects. This penetration pulls the present analysis into a key factor of contemporary HRM which is described as Human Resource Information System (HRIS). According to Dessler et al (1999) “Invariably, human resource management (HRM) issues have been major concern for managers at all levels, because they all meet their goals through the efforts of others, which require the effective and efficient management of people.” Significance of the Research This research will enforce some significance to leadership in manners like considering the actions that can be taken when a company is flourishing but at the same time has a marketing problem which ultimately results in heavy expenditure. The profit margin will fall due to this. Marcoux, (2003) and Marens and Wicks (1999) stated that the stakeholder hypothesis states that the company is morally liable to the common good but at the same time they have responsibilities to the fiduciary stakeholders also. When a company is liable to follow a foreign country’s governing postulations, it can still keep on working on the levels to establish its quantitative aspect and at the same time regain its market share (Johnson & Peppas; Cobb). The financial losses of the company and its reputation have to be maintained at a minimum. A leader of a company must be aware as to how to achieve financial goals of the company. This can be achieved by successfully minimizing and preventing losses but at the same time must optimize progressive growth. Literature Review According to De Cenzo and Robbins (1996: 8) “HRM is the part of the organization that is concerned with the people dimension, and it is normally a staff or support function in the organization. HRM role is the provision of assistance in HRM issues to line employees, or those directly involved in producing the organization’s goods and services.” In order to achieve the goals of an organization the services of human resources should be acquired and their skills have to be developed by motivating them to achieve higher levels in their performance and assure their continuous services along with commitment to their jobs. Apart from this Bratton and Gold (2003: 7) define HRM as “the strategic approach to managing employment relations which emphasizes that leveraging people’s capabilities is critical to achieving sustainable competitive advantage. This is achieved through a distinctive set of integrated employment policies, programs and practices.” According to Torrington et al., (2005: 5) HRM is the basic function of all management actions and it has developed from different chains of ideas. Thus HRM function can be divided into; body of management functions and approaches adopted in order to execute the different management activities. When the employees of an organization are used effectively the company stands to gain in meeting its objectives advantageously. Every employee has to be motivated and encouraged in order to get the best out of him/her. Training imparted by the organization to its skilled personnel or unskilled workers should be of high standards, so that management can get the best from each employee. Apart from this when changes occur in businesses they will have to be managed effectively. This is one of the most important objects of a HRM department of any organization. Ofcourse all this is possible only with integration between HRM and HRIS (Human Resource Information System). HRIS supports many applications like payroll, placement, pension benefits etc. The information system in an organization raises the level of administrative competence and generates reports which are competent to improve decision-making (Gerardine DeSanctis, 1986: 15). Research Questions: This research will try to find out and analyse the answers to the following questions: 1. What is the role of human resource management in strategic management? 2. What are the functions of HR in the management of a company? 3. What is the importance of human resource management in strategic management? Sampling Plan Non-probability sampling will be applied for both primary data collection methods. For the questionnaire, quota sampling will be used for the type of company to achieve comparative results. Within each company, the researcher will try to initiate snowball sampling to get as many results as possible. Overall, 450 questionnaires will be send to individuals within companies, additionally some independent marketing professionals will be chosen. A response rate of 15% will be targeted, which is relatively low due to the sector. Generally companies keep their marketing strategies in secret to a certain extent. The researcher will try to overcome this problem with personal contacts. The semi-structured interviews will be chosen via purposive sampling from the respondents who ticked the question of availability for an interview in the questionnaire. Data Collection A range of techniques for carrying on an explorative research has been proposed which will be used for the purpose of the research. These include searching a relevant literature, discussing with the experts in the subject and conducting interviews of an appropriate sample. Secondary data collected by reviewing literature of international marketing. A short review of both primary and secondary data collection is as follows: Secondary Data Written materials like textbooks, journals, newspapers and reports will be used to explain the circumstances of the proposed research. Other methods of survey will be carried out to study and discover the similarities if any and to research further facts. Primary Data Questionnaire will be used if required to gain information about the different financial aspects of a chosen company. Interviews Interviews will deepen the understanding of the financial analysis and the strategies to be followed by the company. In the case, the researcher would conduct 5-6 semi-structured interviews on a one-to-one basis. This will enable researcher to prepare questions to some key topics, with the flexibility to extend the projects framework. Each interview will be 30-45 minutes long and recorded with the permission of the interviewee so that the research team would be able to make notes concerning body language and expressions. A disadvantage of this procedure is that it could “make respondents anxious and less likely to reveal confidential information” (Lorraine Blaxter et al. 2001, p.336). Ethical Considerations As the research team is planning to ask managers for their gender, it would have to tick the first question on the Ethics checklist. Other than that, no other vulnerable people will be contacted. Additionally, the research team has to ensure that all respondents understand what the purpose of this research is, and that they have the opportunity to refuse answers to any questions. If respondents are prepared to give an interview, they chose by themselves to be identified. Any confidential material will be kept secure, and the interviews will just be recorded with the permission of the interviewee. Furthermore, the interviewer has to promise that their behaviour will be ethical and the respondent’s as well as interviewees’ safety are ensured. Finally, the research team would act according to the data protection principles, the Data Protection Act and data security measures. Additionally, the research will quote every piece of text taken from another document and cite every idea taken from somebody else. It will accurately relay all information used for the citation. Research Schedule The research team believes that the proposed research would require duration of about 10 months approximately by taking into consideration the procedures involved in the data collection and report writing involved in the research project. The research team has come to the conclusion on this duration based on the previous researches being conducted and a rough guess from the literature on the timing of the research. Apart from this analysis of the balance sheet of various years will have to be undertaken for which at least one month will be required. Reference: 1. Bratton John and Gold Jeffrey (2003) Human Resource Management: Theory and Practice third edition London: Palgrave Macmillan 2. De Cenzo David A. and Robbins Stephen P. (1996) Human Resource Management fifth edition. Canada: John Wiley & Sons Inc 3. Dessler Gary, Cole Nina D., and Sutherland Virginia L. 1999, Human Resources Management In Canada seventh edition. Prentice-Hall Canada Inc. Scarborough, Ontario 4. Gerardine DeSanctis 1986 “Human Resource Information Systems- A Current Assessment” MIS Quarterly Vol. 10, No.1, pp. 15-27 4. Johnson, V., & Peppas, S. C. 2003, Crisis management in Belgium: The case of Coca-Cola. Corporate Communications, 8(1), 18-22. 5. Lorraine Blaxter et al 2001, How to Research, Buckingham: Open University Press, (third edition), pp.336, ISBN 033521746X 6. Marcoux, A. M. 2003, A fiduciary argument against stakeholder theory. Business Ethics Quarterly, 13(1), 1-24. 7. Marens, R., & Wicks, A. 1999, Getting real: Stakeholder theory, managerial practice, and the general irrelevance of fiduciary duties owed to shareholders. Business Ethics Quarterly, 9(2), 273-293. 8. Torrington D., Hall L., and Taylor S. (2005) Human Resource Management sixth edition. London: Pearson Education Limited Read More