Evaluating HR Systems Research Paper Samples
Summary of the article
Mossholder, K.W., Richardson, H.A., and Settoon, R.P. (2011). Human Resource Systems and Helping in Organizations: A Relational perspective. Academy of Management Review, 36(1), 33-52. Retrieved from: http://aom.org/uploadedFiles/Publications/AMR/HumanResourceSystemsPrintedVersion.pdf
According to the article, organizations usually deal with non-routine aspects of work such as helping behavior. A helping behavior is a robust aspect of a group of managers that relates to the relationship between employees and organization. Helping behavior is an interpersonal and citizenship behavior that is corporative and directed at individuals. According to studies, it can be proactive as well as reactive. In the past, HR systems have focused on helping the organizations rather than helping the employees themselves. Although this has been useful, most organizations consider employees as an expense that should be reduced by reducing costs such as salaries. Researchers have also observed that HR systems can influence employees’ climate perceptions. Some proponents of compliance systems have also shown that employees are “motivated commodities who seek to establish efficiency in the workforce”. In a nutshell, employees’ compliance systems are prevalent and focused on helping others. They also help through equality matching climate. To ensure that they function well, Researchers should consider connections among HR systems, relational climate and helping behavior and strategically harness them to the core (Mossholder, Richardson & Settoon, 2011).
Strengths and weakness of the articles
One of the strengths of the article is that it shows that a HR system is a means through which the managers can harness the actions of employees and make them perform better for the benefit of the organization. It is a means through which managers affect relationship climates so as to make them effective in every way. This article also expounds that high-performance HR practices are related to a firm level service oriented citizenship thus encouraging norms such as helping in the organization.
Second, it outlines that the mutual commitment between employees and the organization will draw them closer so that employees are more committed to actions that leads to the development of the organization eventually leading to a goal-oriented focus. This is true since if employees become part and parcel of the organization, there are high chances that it will succeed (Pilenzo, 2009).
Third, by offering insights into the systems of HR, the article has also contributed to our understanding of how organization can adopt more to human resources making it easier to deal with workplace contingencies that might take place. For instance, most employees always gain knowledge through workplace interactions.
The article also has a practical implication for practicing managers who want to integrate helping in their organizations. This is because interpersonal relationship is one of the hallmarks of any organization’s success. For instance, it will, in the long run, enhance service delivery which will help the organization make even more profits on their part.
It also indicates that a compliance HR system will help them in managing in a more effective way appropriate in environments that are strategically considered as more competitive in this kind of relationships. It also “motivates and promotes sustenance in the HR systems within an organization”. Impaired of such frameworks, representatives feel urged to join enduring connections that bolster objective endeavoring (Pilenzo, 2009).
Moreover according to the article, HR frameworks will deliver shared offering atmospheres described by emotions of solidarity and smudged self-different qualifications much as happens among families or different individuals. This thought likewise suggests that aiding inside this HR framework will be propelled and supported in routes deeper than in the business sector, valuing and balance coordinating atmospheres. In common atmospheres, the welfare of the other party is regarded. Since people think about the prosperity of gathering individuals, their care of others' needs fortifies inclinations to amplify help. This can be provided through this framework.
Different representatives will also improve the probability that connections will be kept up for their purpose, and pro-social thought processes will support helping. Also, help-giving can lead representatives further to respect the welfare of those to whom they have broadened help. Positive feelings spilling out of business have a tendency to be credited to the thick web of connections instead of particular gatherings included which means help is additionally developed somewhat due to influence levels inside the group bunch (Grensing-Pophal, 2003).
Finally, assets traded through helping are viewed as imparted and accessible to singular representatives or the gathering .All in all; decency is judged by how well requirements for help are altogether met for the benefit of others. In public offering atmospheres, reasonableness seeing someone involves the experience of having a place of connection.
According to Pilenzo (2009), some arguments have termed employees as an expense to the organization which should not be the case. This is because employees are the “backbone” hence no organization can function without them.
Next, the article also noted that managers sometimes find that the HR systems have divergent elements hence might fail to produce strong, consistent climates leading to communication of conflicting messages. This might develop ambiguity among workers.
Some scholars have pointed that the significance of implementing HR systems is less important as compared to their net effect on a particular climate. This can be countered by using differing configuration strategies leading to disconnects in the implementation of a particular practice. Even if practices are implemented as expected, they might find that helping could be constrained as regards the HR systems that are in place.
Finally, Grensing-Pophal (2003) posit that, irrespective of the HR systems in place, certain managerial types might stagnate the development of helping behavior taking place in HR system. For instance, managers might not take advantage of the rational climate. Grensing-Pophal also stated that “Individuals working in such an environment might become stressed when interacting with the ones who are whose work is more in line with the pricing market." This would take place since the latter will be less likely to reciprocate.
Application of the article
First, future works should be taken in such a way that difficulties that have been caused by the HR systems and climates are considered. This might help the manager to discern unit rational climate more. More accentuation should also be set on an ignored convergence of the micro- and macro-situated HR frameworks writing. Analysts ought to start to consider associations among HR frameworks, social atmospheres, and helping behavior, with the aim that deliberately helping will get to be more discriminating to organization later on. It is essential for associations to get in the form those at last lead workers to focus on help over the long run.
Second, an excess of an organization’s manager helping on an as required premise, without perceiving the full ramifications of coherencies will affect the working environment. In the short term, helping practices have results for interpersonal connections, but over the long run they may well have results for the overall organization. Research has demonstrated that making a different conduct is connected with an exhibit of positive interpersonal results; however more extensive hierarchical ramifications, for example, more noteworthy adaptability or coordination, have not so far been reported. Ideally, the system exhibited here will animate future examination interfacing vital HR and helping behavior. This will lead to more noteworthy understanding of social atmospheres in organizations (Arthur, 1994).
The proposed HR system has a reasonable knowledge for training managers who need to upgrade helping in their associations. A key suggestion is that moves be made to expand the level of helping that ought to work together with the given HR framework and its related social atmosphere. The HR system has noted that key connection influences the suitability of HR framework. Organizations must be mindful that institutional weights can shape key decisions with respect to the HR framework and social atmosphere. For example, helping workers against social administration in organizations would require distinctive accentuations than it would in budgetary administration associations for the benefit of the organization.
Finally, this can help the managers on how to empower more prominent representative viability. The social building design of work performed in these in organizations is such that close coordination also, empathic concern increases the delivery of services among managers leading to more profit, customers and clients. Conversely, managers may find that the HR framework combined with the business sector price climate is more suitable for overseeing and supporting worker helping behaviors (Bratton, n.d).
Arthur, J. (1994). Effects of Human Resource Systems on Manufacturing Performance Turnover. The Academy of Management, 37(3), 670-687.
Bratton, J. (n.d.) Evaluating Human Resource Management. Chapter 13. Can be retrieved from:http://www.palgrave.com/business/brattonandgold/docs/cha13%20blue.pdf.Grensing-
Pophal, L. (May 2003). Coaching HR. HR Magazine, 52(2), 95-99.
Mossholder, K.W., Richardson, H.A., and Settoon, R.P. (2011). Human Resource Systems and Helping in Organizations: A Relational perspective. Academy of Management Review, 36(1), 33-52.
Pilenzo, R. (2009). A New Paradigm for HR. Organization Development Journal, 27(3), 63-75.