Entrepreneurial Orientation and Performance - MyAssignmenthelp.com

Question: Discuss about the Entrepreneurial Orientation and Performance. Answer: Introduction: Human resource management (HRM) is known as key component of every business organizations that works as a link between the organizational authority and staff members (Alusa and Kariuki 2015). The behavior of the staff and quality of the organizational performance both are dependent on the human resource management department of an organization. Many analysts claim that human resource management is a pillar of an organization. There are many studies that have provided an idea over the concept of human resource management and the importance of human resource (HR) practices in the organizational development (Armstrong and Taylor 2014). The following article is discussing about the role of human resource management. To provide a clear picture of human resource management, it has focused on three important articles, such as- how the impact of HR practices on employee well-being and performance changes with age, the link between perceived Human Resource Management practices, engagement and employee behaviour and performance benefits of reward choice: a procedural justice perspective. These articles have concentrated on different aspects human resource management. These three articles - how the impact of HR practices on employee well-being and performance changes with age, the link between perceived Human Resource Management practices, engagement and employee behaviour and performance benefits of reward choice: a procedural justice perspective have enlightened various operational areas of human resource management. According to these articles human resource management influences the growth of every business organizations. The writers of the articles claim that it plays a vital role to operate a business organization successfully. Human resource managers have a great impact on the behavior of the employee of an organization. In this competitive era, every business organization is introducing new strategies in the organization to beat their rivals. HR practices have also become an integral part of the organizational strategy. Organizational management often practices various activities like rewards. Training and development program for the new a nd old employees to improve the performance quality of the employees and motivate them to achieve the desired target. The previously mentioned articles have articulated these aspects of human resource management. According to these articles, it has become very important for every organization to increase employees efficiency to put a strong footprint in the industry. In order to achieve the target every business organization depends on various human resource management department and HR practices (Arulrajah, Opatha and Nawaratne 2016). The authors of the article have stated that human resource management plays dual role. It can influence the present performance of the employees to maintain their performance quality as well as influence the employees to improve the performance quality to reach to the next level. Every organization possesses some long term-goal (Rondeau and Wagar 2016). As opined by the author of the article that the primary objective of the human resource management is to help the organization to achieve the organizational target. It helps the organizational authority to maintain transparent and interactive relation with the employees. According to these articles, every organization focuses on enhancing the skills of the employees to fights against obstacles as well as against other rival companies (Paill et al. 2014). Differences between Three Articles: Instead of having many similarities, there are some issues that distinguish these three articles from one another. The articles - how the impact of HR practices on employee well-being and performance changes with age, the link between perceived Human Resource Management practices, engagement and employee behaviour and performance benefits of reward choice: a procedural justice perspective have focused on different aspects of human resource management. The article how the impact of HR practices on employee well-being and performance changes with age claims that the scenario of human resource management has changed in last few years. This article claims that the primary objective of every business organization is to make huge profit and battle against the competitors to survive in the race. In order to achieve the target, it has become very important for human resource management department to influence the performance of the employees in an effective manner, as the success of the busi ness organization is highly depend on its employees performance. As opined by Dorien T.A.M Kooji, David E. Guest Mike Clinton, Terry Knight, Paul G.W Janse, and Josje S.E Dikkers, the writer of the article human resource management plays a significant role to improve the employees as well as organizational performance (Kooij et al. 2013). The article performance benefits of reward choice: a procedural justice perspective has concentrated on the reward system of an organization. According to the author of the article reward system is highly responsible to enhance the skills of the employees. It motivates the employees to give better performance to achieve the organizational target. Arran Caza, Matthew W. McCarter and Gregory B. Northcraft the author of the article have claimed that every organization must incorporate reward system within the organization to appreciate staff members. Rewards possess two key benefits, such as- it decreases the production cost by retaining skilled and efficient employees, it promotes the brand image of the organization by providing efficient and quality service (Caza, McCarter and Northcraft 2015). The article the link between perceived Human Resource Management practices has discussed about the employee engagement in the organizational structure. Employees are the key element of an organ ization. They must be involved in the organizational decision making process and other operations of an organization. Human resource management plays crucial role in involving employees in the organizational structure. The writers Kerstin Alfes, Amanda Shantz, Catherine Truss and Emma Soane have focused on two aspects organizational citizenship behavior (OCB) and turnover intentions. According to the writers human resource management plays significant role in both these sections (Alfes et al. 2013). Although the articles have focused on different aspects to human resource management, there is a common factor in all these articles that is the impact of human resource management in an organizational structure. It stimulates organizational functions (Kehoe and Wright 2013). All the operation of human resource management department is interrelated. The sections that have been discussed in the articles are related to each other- such as employee behavior, employee engagement and reward. In order to engage employees and shape the behavior of the employees the organizational management of various business organizations uses reward system (Sparrow, Brewster and Chung 2016). It influences the dedication of the employees towards the organization and provides sense of importance among the employees. An employee often feels as an important part of the organization by such practices. It improves the performance quality of the employees (Messersmith and Wales 2013). Integration: These three articles are interrelated to each other. It considers human resource management as a key part of the organizational structure (Jackson, Schuler and Jiang 2014). Human resource management department covers almost all the areas of organizational function. The primary objective of the human resource manager is to operate an organization smoothly and maintain healthy relation among the employees and between employees and organizational management (Renwick, Redman and Maguire 2013). In order to achieve the desired target, human resource managers provide rewards to the employees; conduct training and development programs to enhance the skills of the employees. As per these articles it can be stated that organizational managers plays crucial role in shaping the behavior of the employees. By appreciating the employees human resource managers motivate the employees to give their best performance to achieve the organizational goal. Rewards system increases the employee engagement t owards the organization (Jabbour et al. 2013). Through the interpretation of the articles it can be stated that human resource management is a key part of the organizational structure. It has a great impact on the organizational function (Chuang, Chen and Chuang 2013). Any organization that is facing any kind obstacles due to labor union can implement the reward and recognition system in the organization to improve the relation with the employees and overcome all the challenges. To ensure the growth of the organization it is important to meet the satisfaction level of the employees and maintain transparent relation with the employees and labor unions. The business organization must take the help of the human resource manager to appreciate the employees for achieving short term goal. The human resource managers must explain their organizational strategy to their employees. It will provide a transparent picture about the organizational strategy. It will establish a strong relation between the employees and the organizational author ity and help the employees to adopt the change management process in an organization (Budhwar and Debrah 2013). Conclusion: As per the previous discussion, it can be concluded that these articles have provided a clear picture of the human resource management. Human resource management plays a vital role in the development of the organization by shaping the organizational behavior, providing rewards and involving employees in the organizational decision making process. The writers of the articles have stated that organizational management in recent times have become dependent on the on the human resource management department to improve the performance quality of the organization. It enhances the potentiality of the employees by nurturing their skills as well as maintains healthy relation between the two major components of the organization, such as- organizational authority and organizational employees. Reference: Alfes, K., Shantz, A.D., Truss, C. and Soane, E.C., 2013. The link between perceived human resource management practices, engagement and employee behaviour: a moderated mediation model.The international journal of human resource management,24(2), pp.330-351. Alusa, K. and Kariuki, A., 2015. Human resource management practices, employee outcome and performance of Coffee Research Foundation, Kenya.Human Resource Management,7(3). Armstrong, M. and Taylor, S., 2014.Armstrong's handbook of human resource management practice. Kogan Page Publishers. Arulrajah, A.A., Opatha, H.H.D.N.P. and Nawaratne, N.N.J., 2016. Green human resource management practices: a review.Sri Lankan Journal of Human Resource Management,5(1). 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