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The article helps in understanding the significance as well as implications of the human resource management in the workplace and managing the effectiveness of employees suitably. Human Resource Management is the term which is used in describing management as well as development of employees in company. In the current scenario, the HR plays a vital role in developing the positive kind of business culture as well as improve the engagement among employees and productivity of the company. The main purpose of the essay is to analyse the article related to implications of the strategic human resource management in the current and traditional companies which are present.
As commented by Hollenbeck and Jamieson (2015), the human capital management is defined as the process of hiring, managing, training as well as development along with retaining the high performing and talented employees. It plays a vital role in process of recruitment wherein it will be ensuring the fact that HR professionals hire individuals who deserve to be performing in the company and improve the productivity of the company in a suitable manner. On the other hand, the author has commented that social capital are the various features of social organization such as norms, networks as well as social trust which helps in facilitating the coordination for the mutual type of benefit.
According to Stark and Jeffries (2017), there is a strong relationship between human and social capital as the different functions such as recruiting, onboarding, communication along with teamwork are the different characteristics which is dependent on social capital which exists among the different employees present in the company. The article discusses the fact that the satisfaction among the employees play a vital role in improving their morale and it can create a huge impact on generating the high level of productivity. Through the usage of social network analysis as the methodology, it can be seen that in the traditional organizations, the employees were not satisfied with the working atmosphere as there was high level of discrimination and lack of diversity approaches followed by such companies (Nieves & Quintana, 2018).
On the other hand, in comparison to the respective article, Kianto, Sáenz and Aramburu (2017), have commented that the organizations can perform without the implementation of the social network analysis that can be affecting the overall emphasis on the productivity. As commented by Jiang and Liu (2015), to sustain business in market, the employers prefer to recruit the different employees who can give their best and perform their utmost for providing success to the company. In addition, the companies mainly focus on developing the corporate image and in such aspects, there is lack of moral and social behaviour. On contrary, as opined by Hitka et al. (2019), there are different organizations wherein the employee morale and the satisfaction of the employees are the two basic elements which are being maintained which will be increasing their efficiency and it improves their productivity efficiently which is showcased on the productivity of the company successfully.
However, in the present scenario, the employee satisfaction and the increasing the morale of employees are the two most crucial elements which needs to be incorporated by the companies which will be impacting the work productivity (Delgado-Verde, Cooper & de Castro, 2015). The maintenance of the quality of the work-life is the most significant element as the well-being of employees is obtained through maintaining work related autonomy along with freedom as well as rewards which helps them in impacting the effectiveness of the company in a suitable manner. In the traditional working environment, the human capital management area was dominated by the different frameworks which mainly focused on the primary attributes such as individual or job-related aspects.
For creating the feeling of belongingness as well as team spirit in employees, the social network analysis plays a vital role in designing the teamwork aspects as the teamwork mainly depends on the contribution received from each and every employees and they can feel valued which will help the employees to perform the best from their end. In the current scenario, the social network analysis plays a vital role in the different companies as the Human Resource Aspects mainly leverage on network analysis which are described as follows:
Organizational Design- It is the first and foremost aspect as when the SNA finds the fact there is lack of communication and lack of flow of information, there is redesign of the organizational structure which helps in facilitating the cross-organization communication and improve the effectiveness (Bornay-Barrachina, López-Cabrales & Valle-Cabrera, 2017).
Succession Planning- It is the other aspect which is managed by SNA which includes the succession planning in the programme of the company which will be impacting the morale of employees (Boon et al., 2018). The different employees will be feeling more inclined towards the different tasks that can be helpful for improving the productivity of company.
Modification in Training and Development Program- SNA helps in identifying as well as analysing make up of the different networks of the top performers of the company. Proper training and developmental programs need to be introduced within the companies that will be suitable for increasing the overall network effectiveness and it can be used by different employees for understanding the pints wherein they lack.
As commented by Hollenbeck and Jamieson (2015), the Equity Theory of Motivation is the main element which is being used in various organizations in the current scenario that are following the Social network Approach. The Equity Theory of Motivation helps in dealing with way people compare value of themselves to the others in similar kind of work situations which are mainly based on inputs as well as outputs. The employees will be performing effectively when the different employees perceive their treatment to be fair in relative to others.
The author has commented that with the help of equity theory, it is treated as the source of motivation when the different workers receive equal as well as fair treatment which will be resulting in better effectiveness as well as efficiency in the work (Hollenbeck & Jamieson, 2015). Proper amount of compensation is the other crucial element which needs to be incorporated by the company for promoting teamwork and improving morale of employees that enhances their effectiveness in achieving the goals.
Therefore, it can be concluded that the social networks help in supporting the employee’s health as well as wellness. The improvement of the health of the employees and understanding their concerns play a vital role that enhances their effectiveness and growth and it improves the productivity of the company effectively. Moreover, the engagement of the employees is the crucial element that helps in enhancing the morale of employees as they can feel that their work is being valued and it will be enhancing the overall efficacy in making the individuals in gaining competitive advantage in the market. The human capital and social capital are the two aspects which are dependent on one another and the inclusion of equity theory are the crucial elements that enhances the brand image as the employees feel that fair treatment is the most effective approaches that can be suitable for treating them in a good manner and they can even gain successful results in the future.
Ahn, S. Y., & Kim, S. H. (2017). What makes firms innovative? The role of social capital in corporate innovation. Sustainability, 9(9), 1564.
Boon, C., Eckardt, R., Lepak, D. P., & Boselie, P. (2018). Integrating strategic human capital and strategic human resource management. The International Journal of Human Resource Management, 29(1), 34-67.
Bornay-Barrachina, M., López-Cabrales, A., & Valle-Cabrera, R. (2017). How do employment relationships enhance firm innovation? The role of human and social capital. The InTernaTIonal Journal of human resource managemenT, 28(9), 1363-1391.
Delgado-Verde, M., Cooper, S., & de Castro, G. M. (2015). The moderating role of social networks within the radical innovation process: a multidimensionality of human capital-based analysis. IJTM, 69(2), 117-138.
Hitka, M., Kuchar?íková, A., Štarcho?, P., Balážová, Ž., Luká?, M., & Stacho, Z. (2019). Knowledge and Human Capital as Sustainable Competitive Advantage in Human Resource Management. Sustainability, 11(18), 4985.
Hollenbeck, J. R., & Jamieson, B. B. (2015). Human capital, social capital, and social network analysis: Implications for strategic human resource management. Academy of Management Perspectives, 29(3), 370-385.
Jiang, J. Y., & Liu, C. W. (2015). High performance work systems and organizational effectiveness: The mediating role of social capital. Human Resource Management Review, 25(1), 126-137.
Kianto, A., Sáenz, J., & Aramburu, N. (2017). Knowledge-based human resource management practices, intellectual capital and innovation. Journal of Business Research, 81, 11-20.
Nieves, J., & Quintana, A. (2018). Human resource practices and innovation in the hotel industry: The mediating role of human capital. Tourism and Hospitality Research, 18(1), 72-83.
Stark, E. E., & Jeffries, F. L. (2017). Social Capital Via Leader–Member Exchanges: An Avenue to Human Capital?. In Diversity, Conflict, and Leadership (pp. 117-136). Routledge.
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