Review of Academic Journal Articles on Management Essay

Review of Academic Journal Articles on Management - Essay Example Review of the first article Human resource management is thought of as a recent development which is directed at reshaping the relationships of employees. It can be considered as a tool that has replaced the conventional traditions in the field of management like industrial relations and personnel management. Human resource management is an evolving field that tackles complexities in the organizations. Human resource management is characterized as hard or soft because of its association with the business performance and strategy that has caused a thematic divide between the practices grounded in conventional methods such as personnel management and the modern management of human resource. Ivo (2006) wrote an article to explore the best perspectives about the field of human resource management. In the first section of the article, the author has made an attempt to generate a holistic understanding of the field of human resource management on the basis of various perspectives in manage ment. The author has fundamentally identified three systems of management to achieve this, namely closed or scientific management, semi open system or human relations, and the contingency system or the open system. In the second section, the author has tried to interpret human resource management in the form of a framework by thinking of it as a style. This interpretation makes it easy to perceive the hard and soft type of human resource management stylized as the utilitarian instrumentalism and developmental humanism respectively. The second section basically discusses human resource management in terms of a new discipline of management, a restatement of personnel management, a strategic function or a management discipline that is resource based. In the third section, the author has assessed the effect of human resource management upon the strategy, performance and outcome with the help of the Michigan, Harvard, Choice and Guest models. The author highlights the merits of the Choic e model for effective management of human resource. The fourth section considers senior manager in the role of a choice maker. To achieve this, the author has made use of the Japanese model of human resource management. The fifth section constitutes the conclusion in which the author has recapitulated the use of human resource management in the contemporary market as advocated by the literature. For the purpose of understanding the perceptions of human resource management, the researcher has primarily conducted a comprehensive literature review in which, he has studied and compared the findings of past researches. Finally, the author has summarized the research findings. The field of human resource management is very wide and researchers need to explore various aspects of it in order to generate a sound understanding for use by human resource professionals. Although the effects of human resource management on employment and value creation have been sufficiently studied, there is lit tle knowledge about the characteristics and developmental strategies of human resource management. The findings of research conducted by Ivo (2006) are very useful for the IHRM practice in the real world. The author has particularly placed huge emphasis on the comparison between human resource management and the conventional management practices that have been in place for decades like personnel management. Obtaining correct understanding of human resource

Managing employee performance Essay Example | Topics and Well Written Essays - 2500 words

Managing employee performance - Essay Example The paper critically analyses three strategies including policy framework, monitoring and coordinating attendance, and reward system in order to curtail absenteeism. Contrary to common belief, compromising working conditions, low job satisfaction, and ill-treatment are identified to be the main reasons of absenteeism. If left unaddressed, absenteeism leads to loss of money, productivity, stress amongst co-workers and organization as a whole. The paper analyses the way a detailed, updated, and consistent policy framework prevent absenteeism before it develops. However, written policy is the first step which must be preceded with proper communication and consistent policy implementation. Policy framework is further enhanced by monitoring and coordinating attendance. Attendance tracking is identified to be more effective when linked with payroll and HRIS. Keeping and maintaining records is sufficient to keep the employees alert and absenteeism under controlled. Third strategy of reward and incentive is proactive in nature. Offering attractive reward for regular employees and incentive for potential employees who can be regular attendee seems a practical solution. However, some experts are apprehensive of its negative consequences, such as, unproductive attendance. The research and analysis of these strategies and reasons of absenteeism leads to a balanced approach. The paper suggests adopting the combination of different strategies designed in accordance to the specific needs of an organization’s absenteeism problem. 2. Causes of Absenteeism Generally perceived reasons for absenteeism include: sickness, workloads, low compensation, and family issues. However, research shows a different side of the picture. While studying employee opinion about absenteeism issue, several anonymous studies identified that neither low pay, high workloads, less compensation, and poor benefits, nor actual sickness are the causes of absenteeism. In fact, absenteeism is identified to be a symptom of bad working conditions, low job satisfaction, and ill-treatment of supervisors. An effective method to determine the reasons of employees’ absence is to inquire the supervisor for the reasons of absenteeism and the ways to curtail it. Suggestions for possible solutions will be provided by only those supervisors who have actually put some efforts in dealing with the issue (cited in Levine, 1999). It is critical to understand that reasons for absenteeism vary in different organizations. In order to implement any strategy to curtail absenteeism, employers’ must identify the underlying reasons which are leading to absenteeism in their organization. 3. Consequences of Absenteeism Absenteeism at workplace is a troublesome and costly issue, the most perturbing is the fact that approximately 50 percent of absenteeism stems from unacceptable reasons (Gwaltney, 1994, p.24).Major consequences of absenteeism are lost productivity, unreasonable overtime pay, and paid sick leave (Tyler, 1997, p.57).In addition, absenteeism at workplace leads to: lower productivity, compromising work quality, loss of team work, and increased payroll cost in the form of overtime (Miller et al. cited in   Lockhart,2001,p.8). Absenteeism frequently cause last-minute struggle for supervisor to look for replacements (Markowich et