How Do L & D Activities Support Hr Activities

The focus on integration of HRM with strategy provides a wider range of solutions to difficult organisational problems and results in achieving a competitive advantage (Lengnick-Hall and Lengnick-Hall, 1998).

HRM is a distinctive approach to employment management which seeks to achieve competitive advantage through the strategic deployment of a highly committed and capable workforce, using an array of cultural, structural, and personnel techniques. (Storey, 1995)

The main purpose of HRM is to ensure and maximize productivity of the organization by fully optimize the potential and capabilities of every employees in the organization. As (Edward L Gubman), Observed in the Journal of Business Strategy, “the basic mission of human resources will always be to acquire, develop, and retain talent, align the workforce with the business and be an excellent contributor to

HRM focuses on policies, practices and systems that aim to effect the employees’ behavior, attitudes and performance in organization (De Cieri et al., 2008) these practices include recruiting, selecting, training and development, screening, rewarding, appraising and attending to labor relations and safety and health (Dessler, 2014).

HRM is a significant approach to employment management which aims to accomplish competitive advantage through the strategic categorization of a profoundly dedicated and competent workforce, utilizing a variety of social, structural, and staff methods. (Storey, 1995)

Successful Human Resources Management (HRM) plays a main role in ensuring that an business will continue to exist and flourish. As we look through the growth of the HMR we will see that it has evolved into a better place to be in today 's time. The HRM is now looked at having the most successful use of people or employees to attain managerial and personal goals. HMR know utilizes each department that the HRM consists of, which include many activities which train each employee in: equal employment opportunity (EEO) compliance, job analysis, human resource planning, the recruitment, selection, motivation, and orientation of employees, performance evaluation and compensation, the training and development of employees, labor relations, and the safety, health, and wellness of the workforce.

The approach to the employment of people experienced a major shift from traditional personnel management towards human resource management (HRM) in 1980s, when the deflation and recession crashed into the infrastructure of employment. After that shift, the employees were more likely assumed as valuable assets and a key source of competitive advantage (Marchington and Wilkinson, 2002), and the effective management of ‘resourceful humans’ tended to be seen as a crucial approach to improve organizational performance through ‘the strategic deployment of a highly committed and capable workforce using an array of cultural, structural and personnel techniques’ (Storey,

Human Resource Management (HRM) of an organization is linked with the strategic management of that organization.

Practicing strategic human resource management in UK companies has faced difficulties. Politics and customary practices in institutions have hampered the progress from personnel management to strategic HRM.

The human resources department of a company manages the wellbeing of the employees and the development and growth of the business. ‘Outcomes such as employee well-being, organizational effectiveness and wider societal contributions have long been the focus to argue that HRM can make a positive contribution to the organization and broader society’ (Becker and Smidt, 2016). Without experience within the human resources, it can be of a disadvantage of a company due to how vital it is. Altarawneh (2016, pg. 487) focuses on why implementing strategic human resources management is to an organisation, they state ‘strategic human resource management can be defined as, the pattern of planned human resource deployments and activities intended to enable the firm to achieve its goals’.

According to (Armstrong & Taylor, 2017) HRM can be explained as a strategic, unified and comprehensible passage to the hiring, developing and comfort of employees in organisations. Thus, HRM essentially focuses on corresponding Human Resources (HR) with fundamental and functional requirements of the company to

HRM is a strategic approach to managing employment relations which emphasizes that leveraging people’s capabilities is critical to achieving competitive advantage, this being achieved through a distinctive set of integrated employment policies, programmes and practices.” Bratton and Gold (2007: 7)

Say Gratton; “HRM is a major contributor to the success of an enterprise because it is in a key position to affect customer, business results and ultimately shareholder value”.

The Human resources management strategy helps the organization get competitive advantages by arranging a highly committed and talented team with an arrange of cultural, structural and personnel techniques.((Storey, 2007, p. 7) Nowadays, with an increasingly competitive market in the telecommunication industry, compared with the role of only getting employees’ behavior compliance with

HRM means to Select, Develop, Motivate and Maintain human resources, in the organization. It first selects the right human resources or staff (i.e. managers and employees). It trains and develops them. It motivates them by giving them recognition and rewards. It also provides them with the best working conditions.