Effective Human Resource Management as a Key to the Accomplishment of Organizational Goal
CHAPTER ONE
Objectives of the study
The main objective of this study is to carry out an investigation into the effective human resource management as a key to the accomplishment of organizational goal. The following are the specific objectives of the study:
- To examine the impact of Human resource management on Organizational Strategic goals
- To assess the role of Human resource management in Ensuring Optimal Staffing
- To examine the role of Human resource management on Employee Motivation
- To examine the role of Human resource management on Succession Planning
CHAPTER TWO
LITERATURE REVIEW
Introduction
This chapter reviewed literature of previous researches related to this study topic. It was organized according to the objectives of the study and has the following sub-sections: the concept of HRM, aligning HRM to organizational strategic goals; role of HRM in ensuring optimal staffing; succession management plans; and impact of HRM on performance of the organization.
The Concept of HRM
Globalization, competition, information technology, innovations, new market and consumer trends, together with other emerging issues affect the supply of labour. Consequently there is need for professional HRM practices. This is essential for future HR demand and supply forecasting to ensure organizations maintain optimal staffing levels. HRM is that process of ensuring the organization has adequate employees with the right competences deployed or placed according to their expertise (Gilley & Maycunich, 2020). As provided by Cascio (2015), HRM is seen as an attempt by an organization to predict future business needs and environmental demands. There will also be need to provide competent people to execute these business needs and gratify the environmental demands. HRM is a major component of the HRM function and is deemed as that process which identifies the workforce needs of an organization. At the same time it develops the interventions, innovations and initiatives to enable the organization meet its needs. The process involves analyzing the job (by developing job descriptions and job specifications) and designing career progression guidelines for the upward mobility of the employees (Gilley & Maycunich, 2020). Therefore HRM is a very essential aspect of HRM and it plays a big role towards achievement of goals and objectives of an organization.
According to Kwak, McCarthy and Parker (2017), HRM is the focus of HRM and entails achieving desired quantity and quality of skilled workforce that an organization requires in order to achieve its mandate. The main aim of HRM as a critical function of HRM is to foster competitiveness among employees and renew existing potential for improved performance in the whole organization (Gilley & Maycunuch, 2020). The failure to embrace HRM endangers the organization’s future success.
A study on the effect of employee resourcing strategies on the performance of commercial banks in Nigeria (Ngui et al., 2014) established that, employee resourcing strategies have a significant positive effect on performance of the aforementioned banks. In addition, the study findings indicated that, there is a positive relationship between strategic employee resourcing and employee performance in commercial banks in Nigeria. One of Ngui et al.’s (2014) recommendations was that banks should develop and document strategies for human resource management so as to enhance employee and organizational performance. Katua et al. (2014) inferred that, HRM strategies can enhance performance of a firm. According to their findings, the scholars recommended that firms ought to develop and document strategies for HRM with the object of enhancing both employee and organizational performance. The fundamental importance of human resource management practices to the organization’s performance has been underscored; yet the same has hardly been studied in the context of Nigeria’s County Governments (Katua et al., 2014).
CHAPTER THREE
CONCLUSION AND RECOMMENDATIONS
Conclusion
Human resources are the most important assets of any organization. Human resources (the human being working in an organization) constitute invaluable assets available to managers of organizations for the attainment of corporate goals and objectives. Effective management of human resources involves activities which result in adequate supply of capable employees to the organization, satisfaction and retention of productive employees, high job performance, and increased profitability for the enterprise.
All managers in an organization are, directly or indirectly, responsible for human resources management. While the human resources manager plays the key role of formulating and directing the implementation of human resources policies and strategies, other managers are always involved in the decision and implementation of the policies. Organizational performance involves the recurring activities of setting organizational goals, monitoring progress towards the achievement of such goals, applying controls and making adjustments to achieve the set goals efficiently and effectively. Organizational performance encompasses three specific areas of a firm’s operational outcomes, namely; financial performance, product market performance, and shareholder returns.
Recommendation for practice
- Organizations should ensure that HRM is mainstreamed in the overall strategic goals and a budget provided for it. This will curb the succession planning challenges and ensure that critical positions are not left vacant considering the officers are doctors, nurses, laboratory technologist and all the other cadres found in the
- To ensure optimal staffing levels at organizations should undertake professional demand and supply This will ensure staff establishment is regularly updated to reduce the variance between the authorized and the in post. This prevents understaffing and over staffing.
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