HRM

Human Resource Management

Human Resource Management

Introduction

Organizations are continuously recognizing the abilities and capabilities of their employees as a source of competitive advantage. In order to gain competitive advantage from their resources it is important to give attention towards the practices which are used to polish and enhance their skills and capabilities (Liden, Bauer & Erdogan, 2004. Pp 245). In this paper many academic researchers has been used in order to analyze the relationship between the Human Resources interventions used by the human resource specialist in order to get good impact on individuals and organizations performance. Many researches have proved the relationship of human resource practices with firm's profitability (Liden, Bauer & Erdogan, 2004. Pp 245).

Today organizations can only develop sustained competitive advantage through such a way which is difficult for the competitors to adopt it. The traditional sources of competitive advantages are still important as natural resources, economies of scale; technology and etc (Purcell & Kinnie, 2006). Resource based competitive advantage is in debate. According to some scholars it is easy to imitate. Especially in comparison with complex social structures likes employment system of the organizations. Human resource system is considered as strategic asset of organizations and it has effect on characteristics of such systems (Purcell & Kinnie, 2006). Human resource system is an invisible asset like capital investment, patents and economic scale. The condition is that it must be developed properly and in appropriate way. Such system creates value for the organizations if they are embedded in the operation system of the organization because it enhances the capabilities of organization. It is not easy for a human resource specialist to create such system. It is a great challenge for a human resource specialist to choose perfect human resource interventions in order to increase individuals and organizations performance and build competitive advantage for the organization (Guest, Michie, Conway & Sheehan, 2003. Pp 302).

Human Resource Practices

In this paper three main types of Human Practices are discussed in details.

Recruitment

Recruitment is a process of attracting, screening and selecting a qualified individual for a specific position. The example of this can be taken as employer wants to sale it s product in the market and for this the employer wants a person who can sale its products in the market. It means that the employer wants to hire an individual who can work for him and in reward the employer will pay him (Bowen & Ostroff, 2004. Pp. 211).

Purpose of Recruitment

Recruitment is done so that right individual can be chose for right position. For the above example only it can be seen that what if the employer hires a person who does not have good communications skills, d not have any experience in sales and field and does not have any idea about this field. It is obvious that the select candidate will not be able to sale the products. It is loss for both employer and employee. From employer's point of view the employer is investing financials for the development of product but products are ...