The precision, with which people are managed, developed, motivated and involved truly impacts business performance maybe even more that competitive strategy, quality, research and development. The assignment makes a sincere effort on attempting to analyze the link between the two and present evidence to support the for and the against of this proposal. It is imperative for an understanding of people management as a source of competitive advantage for which one must realize employees as resources that cannot be duplicated, imitated with procurements or alternates that makes them unique. The study has recognized the limited available research employed in demonstrating the causal links between people management and organization performance. There is a lack of comparable analysis to the elements of management activity and the gauging of the contribution it makes to organization performance.
The assignment presents HRM practices that make a difference to the employee in encouraging involvement and performance.
It further explores the view of McKenna & Beech's Human Resource Management A Concise Analysis presenting an agreement of researchers on the make up of the effective bundle of HR practices which returning to our proposal implies why HR practices are expected to make a significant impact on an organizations success. The attempt seeks to present evidence linking effective people management and organization performance from learning's derived from documented researches and books by various authors and researchers. The assignment purposefully includes a research by Hewitt Consultants Asia Pacific which seeks to identify the causal link between employee engagement and organization performance because it was interesting and had an insightful analysis that could succinctly capture the essence which was to be presented. A model presented in the assignment developed by Accenture identifies a framework to measure the impact of HR practices on an organizations performance which in most researches...