HR PRACTICES

What Evidence Is There That Great HR Practices Can Impact Business Performance?



What Evidence Is There That Great HR Practices Can Impact Business Performance?

Introduction

Human Resources Development (HRD) as a philosophy, concept, and model has generated numerous theories on a number of dimensions. In its early stages, HRD was defined as “a series of organized activities conducted within a specific time and designed to produce behavioral change” . Later, the definition of HRD became controversial even if traditionally defined in the context of the individual, the work team, or the organization. After conducting an exploratory study, Vlastic (2008)claimed that there is no common agreement about the definition of HRD. Tomarken (2005) stated that HRD as a paradox appeared inner-directed and without substantial impact. Thus, a universally accepted definition of HRD does not exist.

The research is based on the analysis and the basic concept of these authors and their articles in detailed. Berry.L, Fulmer, i., Batt.R, Thomas, D. and Rucci, A. the main theme of their article is based on the HRM and it's strategies.

Aims And Objectives Of The Study

This study aims to find out what evidence is there that great hr practices can impact business performance?

Old Pillars Of New Retailing by Berry,L.

The article is based on the five pillars that are necessary in the business of retailing.

Pillar 1: Solve Your Customers' Problems

Pillar 2: Treat Customers with R-e-s-p-e-c-t

Pillar 3: Connect with Your Customers' Emotions

Pillar 4: Set the Fairest (Not the Lowest) Prices

Pillar 5: Save Your Customers' Time

These are the five pillars not only for the business setting but also these five factors are important in the human resource practices too. The main of the business either it is based on the service or product they need to solve the issues of the customers. They need to focus on all those points that are discussed by the customers (Berry 2001). The second most important prospect of the business is to treat the customer with respect. It is the main steps of image building process of the brand. If you value your customer than the customer must be value your service or product. It is the main responsibility of the business man to cater all the requirement of the customer that asked for and also the all the strategies are connected to the customer emotions as well. It is the psyche of customer that if you offer the lower cost of the good or service than they consider it as low grade product or service (Berry 2001). So it is the responsibility of the customer to fix the price in the finest way. Last but not the least, it is the responsibility of the business personnel to save the time of the customer, but not in the sense that they feel neglected or they feel that they are not treated fairly.

Although it is not easy to define HRD, still, several scholars have endeavored to identify the essential elements within HRD. Berry (2001)claimed that training and development, organization development, and career development ...