Introduction To Human Resource Management Essay

Introduction To Human Resource Management - Essay ExampleThe humankind of work and organization has become increasingly demanding and turbulent. There be eight major challenges currently liner United Kingdom organizations. These are globalization, migration of many companies to other economies, increasing revenue and decreasing costs, building organisational capability, change and transformation, implementing technology, attracting and developing human capital, and ensuring fundamental and long-lasting change. Thus, levels of competition among organizations pull in increased. In present layover of the migration of many companies to other economies, the UK organizations can replicate technology, manufacturing processes, products, and strategy. On the other hand, personnel prudence practices and organization are difficult to reproduce, in this manner representing an exceptional competitive advantage. To be successful in the future, UK organizations will have to build organization al capability. Personnel management professionals and personnel management practices will be required to prepare value by increasing organizational competitiveness.Traditional views on competitive advantage have exclamatory such barriers to entry a... More recent views have highlighted a different source of competitive advantage, a firms human resources and behavior of employees at different levels of the corporate hierarchy. New demands facing UK organizations as a turn out of the migration of many companies to other economies, heightened competition, globalization, and technological advances have put a premium on creativity and innovation, hotfoot and flexibility, as well as efficiency. The critical firm assets do not appear on a balance sheet but reside, instead, in behaviors of employees working at different levels of the corporate hierarchy and management governing bodys. The role of company strategy, human resources, and personnel management in company performance is bein g rethought. instead than seeing the personnel management function as a cost, a personnel management system that supports a companys strategy should be seen, instead, as an investment, a strategic lever for the organization in creating value. The 2000s witnessed a growth in research interest in examining the draw between personnel management strategies and practices and UK companies financial performances. In the past research studies have shown a strong positive family between the two, and this relationship has been observed in studies of one company, one industry, and multiple industries (Brown et al., 2003). Brown et al., (2003) have shown in three break dance national surveys (over 2,400 companies) an economically and significant impact on several measures of company performance. They observed a link between changes in the sophistication of a companys personnel management architecture and dollar change in market value per employee, suggesting three stages of personnel manag ement practices on company performance. How do UK organizations