What contribution does human resource management brings towards its Literature review

What contribution does human resourcefulness management brings towards its employee related exertion - Literature review ExampleProperly designing and measuring performance is one of the basic and decisive steps that HR butt do to affect performance. Performance stinkpot also be effectively raised by considering the intersections between individual, group, and organisational motivations. Some studies agree that HR piece of tail influence performance, primarily through touching employee attitudes and behaviour (Tsai, Edwards, & Sengupta 2010), but the causal relationship between the both is said to be more complex (Nishii, Lepak, Schneider 2008). Niishi et al. (2008) explore the right interpretation of HR efforts from the individual perspectives of employees, in order for the target attitudinal and behavioral changes to be achieved. This paper seeks to explore how HR affects employee performance. After carefully reviewing literature, findings showed that HR practices can parta ke individual performance through an effective performance management system and it can raise team and organisational performance through mediating factors, such as performance management, emotional intelligence building, collaboration, and affecting organisational culture and employee engagement and satisfaction. Performance of the individual, teams, and the whole organisation Human resource management has evolved to strategic HRM, which designates HR manager as strategic allies to managing performance (Zink 2008). In particular, it is engaged in management development, organisational culture, approximation system, discipline, environmental issue, diversity, culture, and HR policy dimension (Nemiro et al 2008). Though some still assert that HR should only focus on human resource performance, there is growing evidence that HRM can without delay affect performance across different levels, by creating different systems that can impact organisational performance (Tsai et al. 2010 Nis hii et al. 2008). Sources contend that HR practices can impact individual performance through mediating effects on perceptions of the connection between take and performance and management skills. Properly designing and measuring performance is one of the basic and exact steps of performance management. HR can create an effective performance management system to impact individual, team, and organisational performance (Chuang & Liao 2010). Tsai, Edwards, and Sengupta (2010) build on and test an alternative view of the association between HR and organisational performance. Their mock up argues that organisational performance affects employee attitudes and that the performance-attitude relationship is mediated by HRM practices. To test their model, they conducted management interviews and employee surveys for thirty-two small firms in the Midlands of England that take after from diverse industries. Findings showed that HRM practices are directly related to two measurements of empl oyees attitudes perceptions of management skills and the perceived link between proceeds and performance (Tsai et al. 2010, p.15). This provides evidence that HRM can impact links between reward and performance. Chuang and Liao (2010) and Zhang and Li (2009), however, specifically argued for the magnificence of high-performance HR practices, which focus on concern for internal and external customers to achieve better commercialise performance. In improving team performance, the rewards system must rationally inspire team performance measures (Nemiro et al. 2008). An appropriately-designed reward and pay system can motivate individual members to work as a team (Nemiro et al. 2008, p.63). This subject matter that HR performance management efforts and tools must promote collectivity among individual members, so that each member set and respects each others impact on the total team performance. Rajagopal and Rajagopal (2008) investigate team performance in the article, Team perform ance and control process in sales organizations. The researchers observe that the main(prenominal) characteristics of a good team are that they