Figure 01: 7 Human Resource Best Practices
HRM decision making
Human resource management is all about
decision making. Choosing the right candidate for the place at hand is not
something that should be left to chance or guesswork
Influence of
employee relations on HRM decision making
Since employees are active in decision-making,
they develop a professional and personal interest in the company and its
overall performance
The active participation of staff in the
decision-making process enhances overall organizational morality
Participation in the decision-making process
allows each employee the ability to express their views and share their
experience with others
Despite, there are some importance of having
employee relationship on the HR decision making there are also the disadvantage of
having employee relationship on HR decision making. This disadvantage is
sharing the valuable information with subordinates in the organization can
term into a greater threat as the possibility of information getting leaked, it is
very difficult to making some employees understand the things as the imbalance
of knowledge and IQ level as it is an expensive and time-consuming procedures
for the company.
References
Armstrong, M., 2010.
https://doi.org/10.1177/0974173920100423. Handbook of Strategic HRM, 1
October, pp. 24-26.
Dianna L.
Stone, J. H. D., 2013. https://doi.org/10.1016/j.hrmr.2012.06.008. Emerging
Issues in Theory and Research on Electronic Human Resource Management,
March, pp. 44-52.
Miller, D.
L., 2001. https://doi.org/10.1177%2F014920630102700203. The people make
the process: commitment to employees, decision making, and performance, 1
April, pp. 12-18.
Mohan, A. K.
L. &. A. D., 2016. A Study on evaluation of Human Resource Practices In Hotel Industry with special reference to selected Hotels in Chennai City. Chennai
City: Finance and Management Sciences.
Schultz, N.
B. D. J. K. J. E. B., 1998. Wiley Online Library. [Online]
Available at: https://doi.org/10.1002/(SICI)1099-050X(199821)37:1<3::AID-HRM2>3.0.CO;2-0
Schultz, N.
B. D. J. K. J. E. B., 2002. https://doi.org/10.1002/(SICI)1099-050X(199821)37:1<3::AID-HRM2>3.0.CO;2-0.
[Online]
Available at: https://onlinelibrary.wiley.com/
Teicher, B.
K. C. A. P. J., 2012. https://doi.org/10.1111/1748-8583.12002. [Online]
Available at: https://onlinelibrary.wiley.com/doi/abs/10.1111/1748-8583.12002
Tyson, S.,
2011. https://doi.org/10.1080/095851997341649. Human resource strategy: a
process for managing the contribution of HRM to organizational performance, pp.
227-290.
Employee relations has given a new sense for industrial relations to define the relationship between employers and employees (CIPD, 2019). According to Armstrong (2014), Industrial relations are covering only a minor portion of the employment relationship field. Employee relations will mainly describe what’s happening between management, trade unions, and officials while enabling collective agreements.
ReplyDeleteYes Supun further, Since employees are active in decision-making, they develop a professional and personal interest in the company. It not only supports the development of the business but also offers on-the-job training for employees (Teicher, 2012).
DeleteAdding more to your statement that according to Armstrong (2014) Employee relations are basically about how managements and employees live together and what can be done to make that work. There are two views about the relationship. The unitary viewpoint is the belief that management and employees share the same concerns and it is therefore in both their interests to cooperate.
ReplyDeleteThank you Sohan agree with your comment in addition, Since employees are active in decision-making, they develop a professional and personal interest in the company and its overall performance. Participation in the decision- making process allows each employee the ability to express their views and share their experience with others. It is also a good way to collect information about workers as to how they function in a team atmosphere and where training might be required. Despite, there are some importance of having employee relationship on the HR decision making (Tyson, 2011).
DeleteCompanies are making huge investment on training programs to prepare them for future needs. The researchers and practitioners have constantly emphasized on the importance of training due to its role and investment (Hall & Boyce, 2003).
ReplyDeleteYes, Kelum Personalized planning and equal rewards are obviously important drivers of organizational success (Ekwoaba, 2004).
DeleteSnell and Bohlander ( 2006 )have discussed clinical approach and statistical approach in decision strategy . In The clinical approach , review the all data of applicants. By the basis of the understanding regarding to the job and the successful in the job , making decisions. The statistical approach to decision making is more objective. Under this identitfying the most suitable applicants by using valid predictors and weighting them through statistical methods such as multiple regression .
ReplyDelete
DeleteHi, Thusitha I agree with you in addition participation in the decision-making process gives each worker the opportunity to express their opinions. It also encourages a strong sense of employee collaboration. It is also a good way to gather data on staff as to how they operate in a team environment. Employee relationships are somewhat critical for HR decision-making (Armstrong, 2010).
Although a strong employee relationship in the workplace results that employees to do their best to get the work done, when corrected of employees’ errors, they somehow become fearful and as a result of that production may decrease (workplace flexibility, 2016).
ReplyDelete
DeleteThanks, Eranga but I thought nevertheless, it is important to have an employment relationship in the decision-making of HR.