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Does The Bundling Of Human Resource Practices Result In Better Performance?

1170 words - 5 pages

Performance is a result of collective effort from different phenomena in an organization. Any organization engages capital and human effort in production. However, it is the human capital that counts most. This is because everything in an organization is made to happen not necessarily by automated machines but rather by real human beings. Machines just follow commands of human beings and irrespective of how capital intensive an organization may be, human input remains superior to capital investment. This being the case, the HR office is mandated into ensuring that the human capital achieves the goals of the organization. Transformations have been witnessed in the HRM discipline. Previously, ...view middle of the document...

When this integral complement is accentuated the organization’s level of performance is greatly increased. One thing that result from this integration mix is that trust among the employee and between the employer and employee increases. This trust comes in two forms firstly, interpersonal and secondly system trusts. Each employee need to develop interpersonal trust so that the working environment is smoothened. On the other hand, system trust, which is a resulting component from the integration mix, propels employee commitment to work into higher levels by positively influencing his behavior and attitude (Kozlowski, 2012). This is because the employees are positioned in a way that creates accountability and more concern for the organization because they believe in the success of the organization. Remember that vertical and horizontal integration makes everybody in the organization feel important and appreciated and hence increase employee confidence to work for the organization. The trust established here is very stable to an extent that daily workplace activities cannot affect or influence it in any way. This means that once this trust has been established the organization stands a chance to benefit from it for a long time.
As mentioned earlier, bundling incorporates all aspects that endeavor to enhance employee performance. It is not a single approach strategy, but rather it is a multi-approach strategy. In total acknowledgement that performance is a result of ability and motivation, modern HRM strategies opt for bundling principles to improve organizational performance. It not only makes a lot of sense to develop the employees’ abilities and motivation collectively, but also saves the company a lot of financial resources. The HR office ought to invest a lot on elements that improve the employee abilities. These elements include total involvement of the employee into formulation of the goals of the organization. This should be graced by extensive training of the employee so that formulation of the goals is done in a more informed and professional way. The result of this is that each employee feels indebted to perform better to achieve the goals they collectively agreed upon. Definitely this conforms to the universalistic theories that assume performance is linearly related to HRM practices. On the point of motivation, all the theories of motivation come into play. An employee who is exposed to a multiple of incentives will be at peace in working more for the organization (Fottler, Khatri & Savage, 2010). Under the ideologies of bundling, HRM motivation practices can either be financial or non-financial in nature. The bottom line is that there must be contingent compensation.
HRM practices are broadly divided into four policy areas. This includes the...

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