Human Resource Management journal

In this assignment, you are to critically read and evaluate a scholarly articles strengths, weaknesses, and contributions to the study field. Learning how to critique a journal article has several benefits, including preparing you for publishing in the future and keeping you current on the literature in your field of study. The practical application is developing the ability to look at research within your organization and industry with a knowledgeable, critical eye.

The University of the Cumberlands (UC) Library subscribes to many journals and provides you access to appropriate collections to support this assignment. Using the UC Library, locate and review the following peer-reviewed articles:

• Dysvik,      A & Kuvaas, B. (2013). Intrinsic and extrinsic motivation as      predictors of work effort: The moderating role of achievement goals. British      Journal of Social Psychology, 52(3), 412430.      https://doi.org/10.1111/j.2044-8309.2011.02090.x.
• Aydogmus,      Metin Camgoz, S., Ergeneli, A., & Tayfur Ekmekci, O. (2018).      Perceptions of transformational leadership and job satisfaction: The roles      of personality traits and psychological empowerment. Journal of      Management & Organization, 24(1), 81107.
• Fitzsimmons,      Callan, V. J., & Paulsen, N. (2014). Gender disparity in the C-suite:      Do male and female CEOs differ in how they reached the top? The      Leadership Quarterly, 25(2), 245266.
• Flocco,      Canterino, F., & Cagliano, R. (2021). Leading innovation through      employees participation: Plural leadership in employee-driven innovation      practices. Leadership (London, England), 17(5),      499518.
• Kuenzi,      Mayer, D. M., & Greenbaum, R. L. (2020). Creating an ethical      organizational environment: The relationship between ethical leadership,      ethical organizational climate, and unethical behavior. Personnel      Psychology, 73(1), 4371.
• de      Reuver, Van de Voorde, K., & Kilroy, S. (2021). When do bundles of      high performance work systems reduce employee absenteeism? The moderating      role of workload. International Journal of Human Resource      Management, 32(13), 28892909.

Following your review, choose one article from this list; critically evaluate the articles strengths, weaknesses, and contribution to the study field using the outline below as a guide:

Cover page

The cover page will include:

o Articles Title and Author (s)

o Name of Journal (s)

o Date of publication

o Your name

Executive Summary

• Summarize the significant aspects of the entire article,      including:

o The overall purpose and general area of study of the article.

o The specific problem being addressed in the study.

o The main findings of the article.

Literature Review

• Briefly summarize the overall themes presented in the      Literature Review.

o Was the literature review applicable to the study, current and thorough?

o Were there gaps in the literature review?

Data Analysis

o Identify the methodology used: qualitative, quantitative, mixed? Was the chosen methodology appropriate for the study? Why or why not?

o Did the data analysis prove or disprove the research questions? Explain.

Results/Conclusion

In this section, you will address the following:

o Describe the articles relevance to the field of knowledge.

o Outline the strengths and weaknesses of the article. Be specific.

o Based on the article, what future research do you think needs to be accomplished in this area?

o What are your key points and takeaways after analyzing the article?

Proper APA in-text citation must be used. The review is to be word-processed double spaced, not less than two pages, and no more than five pages in length. Paper length does not include the cover page, abstract, or references page(s)

Human Resource Management journal

Introduction

Human resource management has evolved from a process to a discipline that is now recognized as an important part of business growth. Whether you’re in charge of hiring, training and development or compensation and benefits—or any combination thereof—you need to develop a strong understanding of how HR affects the success of your organization. In this collection we’ll look at some key areas where HR can help businesses grow:

Human Resource Management

Human Resource Management (HRM) is the management of people. It involves the planning, organizing, and controlling of the workforce to achieve organizational goals and objectives.

Human resource management (HRM) refers primarily to the strategic human resources function within an organization. This includes planning for growth in productivity, innovation, quality and customer satisfaction; developing strategies for recruitment & selection; developing systems that manage employee relations within an organization; managing employee tenure; selecting vendors/suppliers based on experience/cost effectiveness

The term “human resources” also encompasses legal aspects such as affirmative action programs or Title VII compliance issues affecting employees who have filed claims alleging discrimination based on race/color discrimination in employment practices or against sexual orientation bias

Other areas include talent acquisition and development efforts – including recruiting new college graduates into entry-level positions through internal promotions – maintaining current employee morale through team building initiatives such as company outings at sporting events etc…

Hiring, Training, and Retention: The Ultimate Performance Drivers

Employee retention is a key performance indicator. The better your employees feel about their jobs, the more likely they are to stay with you. This makes sense because employee engagement is one of the most important factors in employee retention.

The best way to increase retention is by improving job satisfaction and reducing turnover—both of which can be achieved through better training programs and performance management systems (PMSs). PMSs are designed around particular goals for each employee within an organization, so that instead of having everyone do everything at once, you know exactly what each person needs help with at any given time during their career path within your company or department as part of his or her goal-oriented objective assignment plan (GAP).

Performance Management Practices and Tools in Action

Performance management is a key component of any organization’s human resource (HR) strategy. It involves the identification, assessment and improvement of individual employee performance. In other words, it helps organizations identify areas where their employees can improve performance on a regular basis so that they can continuously improve their skills and abilities. Performance management practices also ensure that managers have accurate information about how each employee is performing in order to make informed decisions about how best to allocate resources within the organization or between different departments or divisions within an organization.[1]

Performance management has been widely adopted as an important tool for improving organizational effectiveness because it helps organizations focus on developing high-potential employees who can contribute significantly towards meeting strategic goals.[2] This section will explore some common reasons why performance management practices are important:

Employee Engagement and Retention

• Engaged employees are more productive.
• Engaged employees are more loyal to the company.
• Engaged employees are more likely to recommend the company to others.
• Engaged employees help the company to innovate and grow, because they see new opportunities for themselves and their colleagues at work. They also help keep your organization healthy by staying with it longer when they experience positive change in their jobs or careers over time (this is called “job satisfaction”).

Strategic Recruitment: Developing the Right Talent Mix to Meet Strategic Objectives

Strategic recruitment is the process of developing and implementing a recruitment strategy. It involves identifying the right talent mix, who to recruit and how to get them on board.

The key objectives of strategic recruitment are:

• To ensure that your organization has sufficient numbers of staff with the required skills and experience in order to meet its strategic objectives;
• To ensure that you have a pool of candidates who will be able to contribute effectively within their roles;
• To create an environment where employees feel valued, motivated, engaged and happy at work.

Managing the Unionized Workforce

You might be wondering how unions fit into the picture. Unions are a form of collective bargaining in which employees act as a group to negotiate with their employers on labor matters. Unionization is a process by which an employee or group of employees join together with others who share similar interests and aims, such as wages and benefits, in order to promote their common cause.

Unionized workforces have become more prevalent over time—and so has conflict between them and management regarding issues like pay rates and benefits levels.

Pay and Benefits Management

Pay and benefits are a key component of employee satisfaction. They provide the opportunity to reward employees for their work and help attract high quality talent to your company.

Pay and benefits also have an effect on employee retention, which can be more important than pay alone:

• If you offer good pay, there may be no need for bonuses or other perks that encourage long-term commitment from employees. However, if your pay is low enough that employees feel like they’re not getting enough money out of their job description (or worse yet, if it’s below minimum wage), then many will consider leaving at some point—even if they love working there! In this case, offering a promotion or raise might help reduce turnover rates by making up for lost wages over time; however this strategy should only be used once other strategies have failed because it could backfire if done too often without changing anything else about how people feel about working there first.”

HR is one of the most important aspects of business growth.

HR is one of the most important aspects of business growth. It’s responsible for hiring, training and retaining employees; engaging with them; developing their skills; and motivating them to perform at their best.

HR also plays an important role in strategic recruitment: identifying new talent who will add value to your business or organization, as well as identifying people who are surplus to requirements so that you can make sure they leave on good terms (or in some cases force them out).

In addition, HR needs to manage pay and benefits packages effectively so that everyone receives what they’re entitled to without any misunderstandings or unexpected costs coming back at them later down the line

Conclusion

We hope this article has helped you understand the importance of HR and how to manage your own business. The best way to learn is by doing, so if you have any questions or comments, please feel free to contact us.