The Role of HR Practices in Developing Employee Resilience Assignment Sample

HR Practices and Culture

Executive Summary of The Role of HR Practices in Developing Employee Resilience

Culture has a deep impact on various practices of Human Resource because the culture has a significant impact on the habits of the person. It also impacts the way by which the person interacts with other people that are surrounding that person. The research includes a detailed overview of the practices of Human Resources and it includes the discussion that how these practices are impacted by the difference in culture. Human resource management includes various important concepts that are applied in this domain. The research work includes the overview of the analysis of HR practices of Recruitment and Selection, Training and development and Rewarding and compensation. Human resources need to be effectively managed and various cultures impact the HR practises. The research includes an overview of the ways by which the culture of any region impacts the HR practices. The culture of any organization plays a significant role in the performance of the employees therefore, while selecting the employees for the company, excessive care is taken. Culture has a deep impact on various HR practices. The research includes a detailed overview of various HR practices and will analyse the impact that culture has on the concerned HR practices.

Table of Contents

Executive Summary:

Introduction:

Main Body:

Recruitment and Selection:

Examples and Analysis:

Training and Development:

Examples and Analysis:

Rewarding Compensation:

Examples and Analysis:

Conclusion:

Reference List:

Introduction to The Role of HR Practices in Developing Employee Resilience

Human beings are the most important asset of any organization and there is a need for managing the human resources to assure that company progresses. The research includes a detailed overview of the practices of Human Resources and it includes the discussion that how these practices are impacted by the difference in culture. Human resource management is an art and various important concepts are applied in this regard. The research work includes the overview of the analysis of HR practices of Recruitment and selection, training and development and Rewarding and compensation. Human resources need to be effectively managed and various cultures impact the HR practises and the research includes the overview of the ways by which culture of any region impacts the HR practices. The culture of any organization plays a significant role in the performance of the employees therefore, the company plays due consideration while selecting the employees for the company. Culture has a deep impact on various HR practices. The research will include a detailed overview of various HR practices and will analyse the impact that culture has on the concerned HR practices (Lee et al., 2017).

Main Body of The Role of HR Practices in Developing Employee Resilience

Culture has a deep impact on various practices of Human Resource because the culture has a significant impact on the habits of the person and the way by which the person interacts with other people that are surrounding that person. The culture of the person has an impact on norms of day to day activity. The culture of the country is made up of the culture that the employees of the company follow. Various Human Resource practices are affected by the culture of the employees. The culture of the organization plays an important role in the performance of employees and company selects individuals that match their culture and can fit in well in that organization and can adapt to the existing culture of the company (Hack-polay, Opute & Rahman, 2017).

Recruitment and Selection:

The process of selecting the most suitable employee for the company is the first and foremost important step that plays an important role in the progress and development of the company. The company that is well developed and progressive, plays a due consideration on the process of selecting the most suitable employee for the company. The process that is used for recruitment of employees vary from company to company but every company tries its best to assure that they select the most talented employee for their company. The selection of the employees needs consideration of various factors and culture of the organization impacts the recruitment process significantly. The employees that are selected in an organization belong to various and diverse culture but the organization adapts the culture and values of the masses. Considering the detailed overview of the process of selection of employees in an organization, we can realize that these factors are deeply related to employee attraction and culture. The employee will select that organization that matches his or norms and culture. The decision of retention of employees is also related to the culture of the organization. If the culture of the organization is analysed, we can realize that the culture of any organization is primarily related to the brand image and the way it works.

Examples and Analysis:

The organizational culture of leading companies of the UK that is a developed country will be contrasted with the hiring process used in leading companies of Pakistan. The company that is selected for the UK is the company of Rio Tinto and following are the stages of hiring and selecting employees that are adopted in Rio Tinto. (Zirar, Trusson & Chaodhary, 2020)

1. Competition of Initial interviews:

In this process, candidates would be asked some basic information questions and it could be an interview or telephonic call in which employees would be asked to record the answers and send them to the company.

2. On-site interview and a Meeting with the team of workers that are working on the site:

In this stage, the candidates would be asked some “Behavioural and competency-based Questions” and the employees that performed well would be called in the next stage. (Ybema, Vuuren & VanDam, 2020 p889)

3. Passing stage of the aptitude test:

In these tests, the examination of Candidates numerical and verbal reasoning skills would be conducted.

4. Personality test

The recruitment process of “NESPAK” company of Pakistan is based on the following stages:

1. Test of Compatibility

It is mostly related to the post for which the candidate has applied.

2. Interview

It is mostly related to the post for which the candidate has applied.

It can be concluded that the culture of the region impacts the hiring and selection process of organizations. The leading companies of the UK focus more on personality while leading companies in Pakistan focus more on-field experience and professional knowledge of the person (Singh & Rao, 2017 p682).

 The process of recruitment is related to the company and important and developed brands pay due consideration to the organizational culture and they use their culture to attract the employees and convince them to work in their firm or company. The culture of the employee, therefore, impact the decision of the organization to hire that employee based on the fact that if he or she could adapt to their organizational culture and could work comfortably there or not. The culture of the organization also impacts the hiring process because employees select various organizations and take a decision about retention in that organization based on the culture of the organization. Companies use their culture to market their worth and attract talented employees and convince them to work with them. HR practice of “Recruitment and Selection” of employees is deeply impacted by the culture of the organization as well as the employees (Alrebeay, 2017).

Training and Development:

The process of training and development of the employees play a key role in the progress of the company. The organizations that have a good and reputed brand image pay great stress on the training and development of the employees. Better the quality of training and development of the employees, better is the quality of the products or services offered by the organization. The culture of the nation or organization plays an important role in deciding the focus of the company on the training and development of the employees. The emphasis that is paid on training and development of the employees, vary from region to region and depends on the awareness of the company.

Examples and Analysis:

The organizational culture of leading companies of the UK that is a developed country will be contrasted with the training and development of the employees used in leading companies of Pakistan. The company that is selected for the UK is the company of Rio Tinto and the following is the policy of training and development of the employees that are adopted in Rio Tinto. (Tiwari, 2020 p58)

The company of Rio Tinto pays great stress on the training and development of the employees and by the end of 2017, Rio Tinto boasted more 6,000 leaders that had outperformed in “Leading for Success program” and requested them to boost the strength of mind of the employees. The company works on organisational alignment and is working on requesting Global Learning & Development Natalie Newbold to couch the employees. The training sessions of employees are also organized regularly and enough budget is allocated for that purpose.

Considering the case of NESPAK of Pakistan, the focus is paid on training session but very minor stress or emphasis is paid on the development of the employees. The company invests some budget on the training of employees and arrange sessions of various experts for that purpose but pay minor stress on the development of the employees. It can therefore be concluded that the training and development of the employees are also impacted by the culture of the country or region.

The culture of the organization also impacts the training and development of the employees 8“Training and development of the employees” of employees is deeply impacted by the culture of the organization as well as the employees.

Rewarding Compensation:

The process of rewarding the employees for their hard work plays a key role in the progress of the company. The organizations that have a good and reputed brand image pay great stress on the process of rewarding the employees. Better is the system of rewarding of the employees, better is the quality of services paid by the employees of the organization. The culture of the nation or organization plays an important role in deciding the focus of the company on the training and development of the employees. The emphasis that is paid by the company on the rewarding process of the employees vary from culture to culture and it also depicts the value the company gives to the employees.

Examples and Analysis:

The organizational culture of leading companies of the UK that is a developed country will be contrasted with the rewarding and compensating process of the employees used in leading companies of Pakistan. The company that is selected for the UK is the company of Rio Tinto and the following is the policy of rewarding and compensating of the employees that are adopted in Rio Tinto. (Bulińska-Stangrecka, 2017 p58).

The company of Rio Tinto pays great stress on the process of rewarding and compensating employees of their company. In every year a special ceremony is organized and awards and cash prizes are awarded to the employees that have performed well in the last year. In addition to it, the compensation of employees who voluntarily offered themselves for work under stress or when the work load was more, is provided in form of extra holidays and by the addition of little bonus in their salaries. The employees are also provided with the promotions and appreciation letters for their efforts by the company.

The company of NESPAK also tries its best to provide compensation and rewards to the employees that are working hard. They provide a yearly bonus to employees that perform well. If the comparison is made, we can analyse that NESPAK can still provide little compensation and rewards to hardworking employees and they need to work on this domain as well.

The culture of the organization also impacts the rewarding process of the employees because the culture of the company is impacted by the awareness of the company. HR practice of “Rewarding and Compensation of the employees” of employees is deeply impacted by the culture of the organization as well as the employees. (Khan et al., 2019 p1352)

Conclusion on The Role of HR Practices in Developing Employee Resilience

The culture of the organization plays an important role in the performance of employees and company selects individuals that match their culture and can fit in well in that organization and can adapt to the existing culture of the company. The research includes an overview of the impact of culture on the practices of HR including Recruitment and selection, training and development and Rewarding and compensation. The comparison of leading companies of UK and Pakistan is compared in the research. The results concluded that various HR practices are deeply impacted by the culture of the organization as well as the employees. The culture of the organization also impacts the hiring process because employees select various organizations and take the decision about retention in that organization based on the culture of the organization. 

Reference List for The Role of HR Practices in Developing Employee Resilience

Alrebeay, B. (2017). The mediating role of organisational culture and human capital in the effects of HR systems on service performance, OCB and turnover intentions: a multilevel study (Doctoral dissertation, University of Southampton).

Bulińska-Stangrecka, H. (2017). HR Practises in E-culture on the Basis of Qualitative Research in Virtual Organizations. Przedsiębiorczość i Zarządzanie, 18(10.1), 55-67.

Hack-polay, D., Opute, J., & Rahman, M. (2020). Globalisation and HR Practices in Africa: When culture refuses to make way for so-called universalistic perspectives. International Journal of Business and Globalisation.

Khan, Z., Rao-Nicholson, R., Akhtar, P., Tarba, S. Y., Ahammad, M. F., & Vorley, T. (2019). The role of HR practices in developing employee resilience: A case study from the Pakistani telecommunications sector. The International Journal of Human Resource Management, 30(8), 1342-1369.

Lee, H., Park, J. H., Ngan, S. C., & Tian, T. S. (2017, August). Vertical fit of HR practices and organizational culture: a case of a large-sized Korean conglomerate. In Evidence-based HRM: a Global Forum for Empirical Scholarship. Emerald Publishing Limited.

Luu, T. T. (2018). Employees’ green recovery performance: the roles of green HR practices and serving culture. Journal of Sustainable Tourism, 26(8), 1308-1324.

Singh, P. K., & Rao, M. K. (2017). HR practices, learning culture and human capital: A study on Indian business and professional service sector. Global Business Review, 18(3), 678-690.

Tiwari, G. (2020). Cross Cultural HR Practices Impact in Indian Context. Available at SSRN 3526858.

Ybema, J. F., Van Vuuren, T., & Van Dam, K. (2020). HR practices for enhancing sustainable employability: implementation, use, and outcomes. The International Journal of Human Resource Management, 31(7), 886-907.

Zirar, A., Trusson, C., & Choudhary, A. (2020). Towards a high-performance HR bundle process for lean service operations. International Journal of Quality & Reliability Management.

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