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HRMT20024 Reviewing the Literature Guidelines: Article Review Assessment 2 Answer

HRMT20024, T2 2019 - Assessment 2 Reviewing the Literature Guidelines (revised)

Assessment Purpose

The Primary purpose of this assessment is to enhance students' research, analysis The secondary purpose is to give students the opportunity to demonstrate their critical thinking and written communication skills. The third purpose is to demonstrate that you have commenced appropriate research for Assessment 3. Before starting this assessment, please read the assessment rubric at the end of this document. You should always check the unit website for specific instructions, which may be updated continuously.

Assessment Task

Step 1

Select one of the option for essay 3

Read the assessment 3 essay options and identify which one you will work on for 2 and 3.

You are required to compile a 'Reviewing the Literature' of 5 peer-reviewed journal articles. which one you will work on for assessment 2 and 3. 

Step 2. 

Undertake research of the recent academic literature since 2010.

Identify five (5) academic peer reviewed journal articles relevant to the Assessment 3 Essay topic. These must be aligned to the unit themes from Weeks  1 to 5 (e.q. evolution of HRM, the context of HRM, industrial relations, HR planning and work design challenges in a global environment. 

Step 3. 

Write 500 words on each article (500 x 5. 2500 words) For each journal article, write to the headings in the template. These include: • full reference • outline of research objective and research question • outline of the method • discussion of the findings • summary of the conclusions • indication of how this will be relevant for your Essay 3. Place each article on a new page.

References

APA referencing.

Answer

Article Review

Article-1 leadership and HRM evaluation

References-Mehmood, Z. U. I., & Arif, M. I. (2011). Leadership and HRM: Evaluating new leadership styles for effective human resource management. International Journal of Business and social science2(15).

Research Objective

This research focuses on analyzing the leadership and evaluation of the HRM.  The research objective is to identify how leadership makes HRM in the organization more effective. It has been found that HRM functions are accompanied with the complex set of activities and leadership helps in implementing the strategic smooth functions to mitigate these issues for the better functioning of HRM in the organization. This research analysis and evaluate interlink between the role of the leaders and its impact on the HRM functions in an organization.

Research Question

How leadership and HRM are co-related with each other in the organization?

What are the possible factors which leaders need to consider for the better HRM functions?

Research Method 

This research is based on primary and secondary sources of data. Most of the data have been gathered through the dual sources which help in gathering the practical information regarding the leadership role in the evaluation of the HRM in the organization. The secondary sources such as journal articles, books, and peer-reviewed articles and statistical data from the annual report of the organizations have been used. In addition to this, observation and survey methods have also been used to gather the primary data from the employees of the organizations.  Nonetheless, most of the gathered data are taken from secondary sources.

Identified finding and discussion

The functions of the HRM are accompanied with the several sets of activities such as recruiting, training and firing of employees in the organization. Leaders of the organization play a pivotal role in managing the complex issues and set a program to strengthen the overall outcomes of the organization. HRM.  There are several leadership styles which are aligned as per the complexities of the HRM functions in the organization. The leadership style helps employees of the HRM department to implement the set activities to manage the complex work program. It aligns the interest of the HRM executives with the organizational growths. It is analyzed that if the employee's turnover of the organization is high then HRM executives should focus on adopting the transformation leadership style. This leadership style helps HRM executives to understand the viewpoints, belief, values, and perception of the employees and help them to formulate the HRM policies accordingly. It is found that a good leadership style in HRM helps them to retain talented employees in the organization. The main leadership style which needs to be adopted by the HRM executive in this ramified business functions is transformational leadership and autocratic leadership style. These leadership styles help them to set an effective code of conduct and set HRM policies to strengthen the business output in the organization in this changing business environment.  Nonetheless, HRM executive's needs to adapt to the different situations and their leadership style should also be changed as per the business situations and organizational factors.

Conclusion

There is still a problem in adopting the right leadership style for the HRM executive due to the complex set of activities in the HRM program. It is analyzed that there is no right leadership style which HRM executive should follow but they should be more inclined towards adapting to the particular leadership style which suits with the changing business environment and internal business functions.

How the identified article will be useful for my essay

This article has helped me to strengthen my learning in the HRM practice and helps me to make more emphasis upon the HRM functions and its adaptability with the ramified business environmental changes. I learned that HRM plays a pivotal role in accomplishing the set objectives and goals in the organization.

Article-2 Soft and hard management

References- Mozgovoy, V., & Mettler, T. (2018, September). Effectiveness of Electronic Human Resource Management in Public Service: A Systematic Literature Review. In the European Group for Public Administration Conference (EGPA).

Objective and research question

This research objective is to assess the effectiveness of HRM audit tools. This article offers a wide range of practical procedural model for auditing, improving HRM and measuring the effectiveness of the HRM in accomplishing the objectives and goals of the organization. The main aim of this article is to identify the HRM audit phases and how they are interlinked with organizational growth. This article has revealed that HRM functions are more focused on the employment, training of employees and their development and setting up employee relations in the organizational culture. 

Research question 

What are the possible HRM audit phases which are required to be assessed for the business growth?

Why HRM audit tools are implemented to assess the employee's relationship with the organization?

What are the factors influencing the organizational culture, values, belief and set code of conduct?

Method 

This research has been made by using various data from empirical studies. The article validates the frameworks used in the strict and predictive formats instead of conclusion the empirical study program. However, journal articles, peer-reviewed article, charts, business annual report of companies, books and documents are used as secondary sources of data for this research. However, stratified sample survey and survey data have also been used to gather the required information on the HRM audit phase's tools to evaluate the effective practices of HRM in business growth.  

Identified finding and discussion

After assessing the article, it is found that HRM functions are based on deploying talented employees in the inbound and outbound activities of the organization. The HRM team needs to be more focused on assessing the client's expectations and identifying the match candidates who could deliver the same to them. HRM executive's needs to be more focused on training, developing and setting employee relation more effective with the organizational process work.  The audit HRM phases assess the client's rating, procedural work, a glitch in the process and employees conflicts to make the improvisation in the process. It is found that the beauty of the HRM audit phases blossoms from the comments and reviews given by clients. Therefore, in the HRM audit phases tools, these reviews are imperative to make the customized inbound and outbound activities as per the client's need.  It is found that the entire process of the audit HRM phases is engaged with the client's comments and their review.

Conclusion

HRM audit phase tool is accompanied by the various audit tools and focus on improving the HRM service program based on the client's comments and their review. It does not help the organization to strengthen the HRM work but also helps in retaining the talented employees in the business process. It is also considered a process to develop core competency in product differentiation in the industry by improving inbound and outbound activities.

How the identified article will be useful for my essay

This article will help me to broaden my knowledge for my essay. I learned about the importance of the HRM audit tools and how it helps the organization to make it's a business more customized. This HRM audit tools assist the organization to find the glitch in the system and focus on HRM service improvement.

Article-3 Analysing the relation between HRM practices and organizational commitment

Full references- Paşaoğlu, D. (2015). Analysis of the relationship between human resources management practices and organizational commitment from a strategic perspective: Findings from the banking industry. Procedia-Social and Behavioral Sciences207, 315-324.

Research objective 

This research aims to analyze the relationship between HRM practices and organizational commitment from a strategic perspective.  The research objective is to evaluate the effectiveness of the HRM practice on the organization's commitment in the long run. It is considered that the productivity of the employees is the top factors for the success of the organization. HRM practice helps in keeping the employees more satisfied with the better business outputs.

Research question 

What are HRM practices which focuses on the alignment of the employees interest with the organizational sucess?

How HRM practices help the organization to meet its commitment?

Method 

The gathered data in this research is done by using primary and secondary sources. Most of the data have been gathered by using the stratified sample survey from the employees of the various organization. In addition to this, journal articles, books, and annual report are also used to gather the imperative information. These all the data have been used to identify the impact of the HRM practices and how it helps the organization to meet the organization's commitment.

Identified finding and discussion

In the prominent scholars, it has been found that organizational commitment is the consistent relationship which employees engraved to accomplish the given targets and goals. The HRM practices in an organization help in setting nexus in the employee's growth with organizational development.  The given HRM practice in this dimension includes recruitment, training, and selection of the employees which align their interest with the organization's goals and objectives. The HRM practice helps in keeping the employees motivated towards achieving the set targets. This process is accompanied by the setting training and development of employees, motivational program and implementing the rewards system with the accomplishment of the certain goals. With this practice, employees feel more motivated and work in the best interest of the organization. The performance evaluation and appraisal are one of the major parts which help in assessing the shortcoming, drawback, and glitch of the system process which is useful to formulate the strategies as per the set goals and objectives. However, to align the organization's commitment with employees, HRM practices include the promotion and organizational commitment, performance-based award system, information sharing, job security, and HRM system procedure with the organizational commitment. 

Conclusion

It is concluded that HRM practice in this dimension includes recruitment, training, and selection of the employees which align their interest with the organization's goals and objectives. If HRM practices could help employees in their growth with the organizational commitment then they set the effective organizational culture for the business growth.

How the identified article will be useful for my essay

This article assists me to broaden my knowledge towards the facts that organizational commitment is the consistent relationship which employees engraved to accomplish the given targets and goals. It will help me to make a critical analysis in my essay on HRM practices.  

Article-4 Challenges, threats and opportunity affecting HRM at global level 

References- Stone, D. L., & Deadrick, D. L. (2015). Challenges and opportunities affecting the future of human resource management. Human Resource Management Review25(2), 139-145.

Research objective 

This research aims to analyze the Challenges, threats and opportunity affecting HRM at global level. This research focuses on assessing the key factors which might impact the HRM practice on the global level. However, with the inclination of the economy towards the service sector from the manufacturing sector, HRM practice has been gaining momentum on the international level. This research has an emphasis on the implication of the HRM practice to handle the complex issues when an organization is operated on a global level.

Research question 

What are the possible opportunity and challenges for the HRM on the international level?

What factors are considered by the HRM department while operating the HRM practice on an international level?

Method 

This article validates the data gathered by using the stratified sample survey from the employees of the various organization and set predictive senses rather than focusing on empirical studies. Most of the data have been gathered from the annual report, journal articles and HRM practice books which enlighten the key issues and challenges of HRM practices on the global level.  

How the identified article will be useful for my essay

In this article, it has been shown that with the ramified economic changes on the international level, HRM practices has increased its work programs and step procedural works. The HRM practices cross-culture evaluates the degree to which an individual employee's cultural values, belief and perception influence the acceptance of the HR work program. It is found that with the increasing changes in the business process on the international level, HR practices will focus on more employee-oriented work and creative work for their growth. Nonetheless, in the future, HR practice will be indulged in using the creative and innovative work approach to retain, motivate and develop employees towards their better career. In addition to this, the biggest challenge in front of HR practice in future would be aligning the organizational values and culture with the employee's cultural values, belief, and perception as it might impact the organizational costing and conflicts in the business process. 

Conclusion

It is inferred that the main challenge for the HRM practice in future would be individual employee's cultural values, belief and perception and its acceptance in the HRM practice. With the diversified employees and different work culture employees, HRM department might face an issue to set equilibrium in their work program as a team.

How this given article will contribute to my essay

This article will assist me to identify the creative and innovative way of the HRM practice in future with a more accurate globalized world. It will me help me to make a critical analysis in my essay on the opportunity and challenges of the HRM practice with the ramified business functioning.      
Article-5 Evaluation of human resources management information system

Johnson, R. D., Lukaszewski, K. M., & Stone, D. L. (2016). The evolution of the field of human resource information systems: Co-evolution of technology and HR processes. Communications of the Association for Information Systems38(1), 28.

Research objective 

This research objective is to assess HRM information system and its implication in the business process. This research aims to evaluate the importance of the implementation of the HRM information system to set automation in the HRM practices in the organization.  

Research question 

What are the factors influencing implementing the HRM information system in the organization?

What are the changes required to be made in the organization for the implementation of the HRM information system in the process?

Method 

This research data gathered through the dual sources which help in gathering the practical information related to the factors required to be considered in organization for the adopting HRM information system in the process. The journal articles, documents, books, and statistical data have been gathered to analyzing the impact of the HRM information system in the organization. In addition to this, the survey method has also been used to gather the primary data from the employees working in the HRM department of the organization.

Identified finding and discussion

With the ramified changes and increasing business complexities, the HRM department needs to strengthen its HRM practices by implementing the HRM information advance practice. It sets automation in the process and creates the cloud to store the data of the employees. On the global level, recruiting, training and development of the employees become very complex, therefore, by using the innovative HRM information system, HRM practices could be strengthened to make the practice more effective. It also helps the company to set automation in various process and make the business HRM practice cost-effective. It helps in measuring the system for the tracking progress in the HRM programs. Therefore, HRM information system is more of the client based work than a systematic inbound activity in the organization. 

Conclusion

It is found that HRM information system practice in this dimension includes recruitment, selection, motivation, training, and selection of the employees with the advancement or adoption of the new technologies. 

How the identified article will be useful for my essay

This article will help me to identify the need for advancement of the technologies and system process in HRM practice. This will help me to make the critical use of the information available on the HRM information system and its implication in handling the complex set of HRM practice.

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