The impact of Human resources management (HRM) policies and practices on an organization’s performance is an important topic in today’s business environment as it is linked to improving work process, decreasing operating costs, and providing support as a strategic business partner and change agent to the organization. As the organizations strategic partner HRM emphases on process improvement, change management, organization development, informational and career planning programs, and employee development. These five areas are aligned with the organizational goals resulting in identifying and articulating management’s vision to meet the business needs and employee performance expectations.
HRM no longer performs only the traditional roles of HR functions such as job classifications, employee tracking, employee benefits, and general day-to-day administrative processes. As the organization’s strategic partner, HRM as value in identifying the internal issues from the employees or customers perspective, solicit information from management and external business partners, evaluate and measure the organizations projects that ultimately affect the organizations bottom line. HRM is the in position to inspire employees by looking beyond the traditional roles by providing value added services by articulating a vision that will enhance the employee’s performance expectations through expanding confidence providing open communication and mind-set enhancements with employee training and career opportunity.
Organization transformation by HRM can maximize employee productivity from workforce investments, dramatically increasing a competitive advantage for the organization.