HRMT2004 Human Resource Management Report 2 Sample

HRMT2004 Human Resource Management. Ass 2

Assessment Purpose

The primary purpose of this assessment is to enhance students’ research, analysis and referencing skills. The secondary purpose is to give students the opportunity to demonstrate their critical thinking and written communication skills. The third purpose is to demonstrate that you have commenced appropriate research for Assessment 3. Before starting this assessment, please read the Marking Rubric. You should always check the unit Moodle site for specific instructions, which may be updated continuously.

Assessment Task

By reviewing the current literature in HRM, you are required to compile an Annotated Bibliography of recent four peer‐reviewed journal articles. Hence, Assessment 2 will prepare you for Assessment 3 (Report).

Step 1: Read the Assessment 3 (report) task description to understand requirements for Assessment 3 as Assessment 2 is a designed to assist you in Assessment 3.

Step 2: Undertake research of the recent academic literature since 2012. Identify four (4) academic peer‐reviewed journal articles relevant to Assessment 3. It is not a must for these articles to be based on the sector (i.e., manufacturing or service) you have chosen for Assessment 3. However, these articles must be aligned with at least three (3) of the unit themes from Weeks 1 to 12 (e.g., the evolution of HRM, the context of HRM, industrial relations or HR planning and work design challenges in a global environment). It is recommended that you undertake your research via the online ‘search’ of CQUniversity Library site. Some of the peer‐reviewed academic journals would include:

• Human Resource Management (US),
• Human Resource Management Journal (UK),
• International Journal of Human Resource Management,
• Personnel Review, and
• Asia Pacific Journal of Human Resources.

You cannot use the article from your Assessment 1 ‐ Presentation for Assessment 2.

Step 3: Write 500 words on each article (500 x 4= 2000 words). For each journal article, write to the headings in the template. These include:

• Full reference of the article

• Outline of research objective and research questions

• Outline of the research method

• Findings and discussion

• Conclusion

• Indication of how this will be relevant for your final report (i.e., Assessment 3)

For more information, see the library guide for writing an annotated bibliography. https://libguides.library.cqu.edu.au/ld.php?content_id=37972692

Solution

Article 1:

Full Reference: Carnevale, J. B., & Hatak, I. (2020). Employee adjustment and well-being in the era of COVID-19: Implications for human resource management. Journal of business research, 116, 183-187.

As per MBA Assignment Expert, Key objective of this research article is about exploring the opportunities and challenges that COVID-19 pandemic situation has presented to the Human Resource Management or HRM practices along with shedding light on the implications of this pandemic for HRM. The article has also shown that how organizations help their employees in coping with and adjusting to their recently changed work ambience. 
What are the challenges and opportunities that COVID-19 pandemic situation has brought to the HRM practices?

In this article, the entire research has been conducted on the basis of extensive survey of literature where the research question has been addressed with the help of the existing literature, which have been developed by the other researchers (Carnevale & Hatak, 2020). Secondary sources of data including several peer reviewed journals and articles have been taken into consideration for conducting the entire research. 

Organizations have faced huge uncertainty with the outbreak of coronavirus all over the world. This pandemic has specifically created a challenging situation for the HRM practices with the managers having to venture quickly into the unknown problems as they strive in helping their employees or subordinates for adapting and coping with the radical transformations obtaining in the social and work ambience. In this research paper, Carnevale and Hatak, (2020) have identified some significant issues that have been faced by organizations during the pandemic within their HRM system including disproportionation in the work-family effects and disproportionation effects over the alternative family structures. Carnevale and Hatak, (2020) have discussed the matter that there is not adequate for believing its influence over the organizational life would be short-lived. The risks associated with the future health crises resulted from the prolonged pandemic have been almost guaranteed from the health experts. Carnevale and Hatak, (2020) have built assumptions that the grand challenge that is currently being faced by the HRM system of organizations is not an anomalous and a singular event and it creates a new reality. This new reality provides new scopes to which organizational professionals alike would need and want to remain attentive. The entire discussion made in this study has provided a step in that direction by shedding light on few implications of COVID-19 for the well-being and adjustments of employees. 

Carnevale and Hatak, (2020) have concluded in their study by highlighting the fact that the COVID-19 pandemic has created a huge impact over the wellbeing and health of employees, who are the core part of the HRM system of an organization. An unhealthy workforce cannot help an organization to reach its organizational goals and objectives. 

This article would play a very important role in contributing to the final report. The major reason behind this is that the article has highlighted the problems encountered due to the pandemic situation on the HR practices of organizations especially on the employee health and well-being. This research would definitely help me in deploying current issues associated with the HR practices adopted by Australian organizations. 

Article 2

Full Reference

Garg, K., Dar, I. A., & Mishra, M. (2018). Job satisfaction and work engagement: A study using private sector bank managers. Advances in Developing Human Resources, 20(1), 58-71.

Objectives and Research Question 

The objective of this research article is to explore the job satisfaction level among managers at several hierarchical levels of private sector banks based in India. Moreover, the article also aims at studying the relation between work engagement and job satisfaction among managers at several hierarchical levels. As a whole, this paper has shown that the job satisfaction is considered to be the key driver of work engagement. 

What is the relationship between work engagement and job satisfaction among managers at several hierarchical levels? 

Research Method

Survey has been conducted among managers associated with several private sector banks in India. 200 managers have been targeted to whom questionnaires were sent. However, the sample size for the research is about 147 (Garg, Dar & Mishra, 2018). In terms of data analysis method, linear regression analysis was utilized for studying the relation between work engagement and job satisfaction. 

Findings and Discussions

Garg, Dar and Mishra, (2018) have conducted this research study on managers working at several private sector banks in India. The outcome of the research has shown that the managers of the private sector banking institutions working at the different hierarchical levels have satisfaction regarding their job due to the intrinsic factors. Garg, Dar and Mishra, (2018) have found the fact in this study that the relation between employee engagement and job satisfaction is moderate positively supporting the outcomes drawn from the analysis. A huge variation in employee engagement can be explained with the concept of job satisfaction. Garg, Dar and Mishra, (2018) have concluded the discussions by stating that this intrinsic factor offers more job satisfaction to the managers at several hierarchical levels within the private sector banks in India. In addition to this, job satisfaction also leads to the high engagement level of the managers with their works along with the organizations where they are working for. From the analysis, it can be found out that the HR managers can emphasize more on the employee job satisfaction during working on the employee engagement prospect. Job satisfaction can be attained through the providence of more number of intrinsic factors of motivation. Findings generated in this article would help HRM managers in designing appropriate employee retention and engagement protocols by emphasizing on the proper job satisfaction motivators resulting to the engagement of employee. 

Conclusion 

The study has drawn the conclusion that employee job satisfaction in the private sector banks in India leads with the employee engagement for keeping managers engaged. The study has also concluded that job satisfaction can be attained by providing more number of intrinsic factors of motivation like responsibility and recognition. 

Contribution

This article would also play a very important role in contributing to the final report. The reason behind this is that the selected article points out the challenges faced by organizations like private sector banks in terms of managing work engagement and job satisfaction, which are the paramount parts of HR practices. 

Article 3

Full Reference 

Ozkeser, B. (2019). Impact of training on employee motivation in human resources management. Procedia Computer Science, 158, 802-810.
Objectives and Research Questions

The major aim of this research article is to recognize the influence of training based on its relation with employee motivation. In other words, this article focuses on investigating relationship between motivation and training activities from the functions of human resource management in terms of understanding the place of training activities to enhance motivation of a particular professional.

What is the relationship between training activities and motivation from the functions of HRM system? 

Research Method

Survey model has been used in this research where the sample of 200 employees have been randomly selected. The data obtained from the survey have been analyzed by utilizing SPSS (Ozkeser, 2019). Hence, Inferential statistics and descriptive statistical methods have been utilized for evaluating the data. 

Findings and Discussions

As per the findings generated by Ozkeser, (2019), a high as well as a positive relationship has been found out between the stated independent variables as well as the motivation level. In other words, the study has established a significant relation between the training activities and levels of motivation of employees from the functions of HRM in terms of understanding the place of training activities to enhance a professional’s motivation. Ozkeser, (2019) has discussed in the research after reaching its appropriate findings that managers are liable and they should pay more attention towards the training activities. In addition to this, managers should also be attentive towards conducting the performance evaluation studies. Improvement of the dialogue between human resource management and employees can provide better recognition to the training demands and employee expectations. Managers who are associated with the communication sector should apply the tools of economic motivation in the workplace opportunity framework. Moreover, managerial and organizational motivation tools along with the psychosocial combination of motivational tools should be taken into consideration by the managers as well. As a whole, there must a training division or human resource management department for performing in a successful manner in terms of planning as well as implementing training programs for all the enterprises. 

Conclusion

Ozkeser, (2019) has concluded in the study that the rapid development as well as change in technology has led all companies towards a huge competition. The perspective of people along with the changing conditions have been collected within one unity and also created the HRM as a new discipline. Hence, in this regard, the study has successfully established the relation between training activities as well as the increase in the employee motivation within workplaces. 

Contribution 

This research article would also successfully take part in contributing my research work. The reason is that the article is about highlighting the effectiveness of training activities that can result in the enhancement of employee motivation, which can provide a direction to find out proper remedies to resolve the HR related challenges existing in organizations at today’s date. 

Article 4

Full Reference

Yabanci, O. (2019). From human resource management to intelligent human resource management: a conceptual perspective. Human-Intelligent Systems Integration, 1(2), 101-109.

Objectives and Research Questions

The major aim of this paper is to explain how the Human Resource Management is experiencing a critical change as a result of the implementation and association of Artificial Intelligence into the field of Human Resource. This article has discussed how AI escalates as a phenomenon of HRM by taking the example of IBM. Moreover, Yabanci, (2019) has highlighted some challenges as well associated with the application of computer technology in HRM. 
How is HRM experiencing a critical change with the active integration of the AI in the HRM system?

Research Method

Yabanci, (2019) has applied the secondary method to conduct a thorough analysis on the integration of AI in HRM context. Therefore, in this regard, several secondary sources including peer reviewed journals and articles have been taken into consideration for conducting an in-depth discussion on the topic of the research article. 

Findings and Discussions

As per the findings generated from the research article, it can be stated that companies like IBM are going through noticeable gradual shift to the intelligent phase of HRM from its electronic phase with the involvement of cognitive computing in Human Resource practices to a large extent. Yabanci, (2019) have stated that the intelligent phase consists people management in a company with the significant utilization of advanced computer systems through cognitive computing. Yabanci, (2019) highlighted one of the most excellent efforts that have been made recently for facilitating organizational tasks through cognitive computing. It is nothing but a virtual product developed by IBM known as Watson. It has become an enterprise-ready AI suite, which deals with facilitating medicine, gaming activities and enterprise search. This product is also known as Watson Talent because it has been developed for addressing the HR activities of organizations. Talent acquisition is one of the most significant problems faced by the organizations. Hence, the discussion has stated that this product significantly aims at helping both the candidates and professionals with a two-dimensional approach for improving recruitment effectiveness. Yabanci, (2019) pointed out that Watson provides both the novices as well as professionals with some solutions towards such an issue through its products like talent assessment, career coaching as well as talent frameworks. However, Yabanci, (2019) has highlighted some critical issues that can be encountered with the application of cognitive computing. Major problem associated with the system is that this system lacks ethical responsibility. Security is also a big concern. Yabanci, (2019) has also stated that AI majorly omits sentiments in spite of being a highly logical mechanism. 

Conclusion

Yabanci, (2019) has concluded that i-HRM is not a panacea for all the problems associated with HRM system. However, it can be seen as the new approach of personnel management. Application of AI in HRM system would reduce possibly the burden of crews of HR. Nevertheless, some challenging problems of AI should be resolved to make it efficient for HRM. 

Contribution

The study would play an important role in my study because it would highlight the application of AI in HRM system. From this article, I can get to know about the advantages and challenges encompassed by AI in the HR practices. It would definitely help me in conducting my research on the current HR challenges. 

References

Mishra/publication/321319410_Job_Satisfaction_and_Work_Engagement_A_Study_Using_Private_Sector_Bank_Managers/links/5a243da24585155dd41ead47/Job-Satisfaction-and-Work-
Engagement-A-Study-Using-Private-Sector-Bank-Managers.pdf 

Ozkeser, B. (2019). Impact of training on employee motivation in human resources management. Procedia Computer Science, 158, 802-810. Retrieved from: https://www.sciencedirect.com/science/article/pii/S1877050919312876/pdf?md5=4e906b8909f7d115b60c74e37cb4a29f&pid=1-s2.0-S1877050919312876-main.pdf 

Yabanci, O. (2019). From human resource management to intelligent human resource management: a conceptual perspective. Human-Intelligent Systems Integration, 1(2), 101-109. Retrieved from: https://avesis.ogu.edu.tr/yayin/1f303e90-69ae-42af-a780-41816d90131e/from-human-resource-management-to-intelligent-human-resource-management-a-conceptual-perspective/document.pdf