Introduction to Human Resource Management for Negative Work

Question: Describe about the Introduction to Human Resource Management for Negative Work. Answer: Introduction: This study focuses on the impact of the negative work culture on the workers and significance of the human resource management (HRM) to overcome the negativity in working environment. It has been found that employees can get depressed if they face demotivation continuously; hence this study can help to understand the approaches, taken by HRM of an organization, to reduce the negative working culture. Human resource function: Human resource management synchronizes between different fields of a firm.It involves numerous strategic approach to maintain the coordination between employer and employees. On Staffing: Staffing is the primary requirement for any organization; thus, HRM must undergo scrutiny on the staffs and monitor their behavior, thinking and opinions as negativity from an employee can affect the entire team and their productivity (Hendry, 2012). Training and development: Training can increase the expertise of an employee whereas development of the employees always motivates them to give the highest outcome (Kehoe Wright, 2013). The development also helps to assess the opinions of the employees so that further step can be taken to prohibit any negative activity, that can arise due to the demotivation of the employees. Performance management: Performance management can involve reward recognition along with scaling of the performances of each employee. The best performer can be rewarded whereas the worst performer can be suggested for the developmental session. Compensation: Compensation can involve different backgrounds such as employees should require the compensation if the authorities have violated health and security acts or they have failed to provide the salary of the employee on time. Another aspect of compensating an employee is if he is forced to take the retirement against his will or the valid period. Compensating the employees sufficiently always reduce the rising of any disappointment and negative impression towards the company (Bratton Gold, 2012) Industrial relation: HRM must follow the industrial relations that also concern the v employment relationship. HRM associates are required to coordinate between these multidisciplinary fields. Occupational safety and health: HRM must make every necessary action ensure that employees are following the safety rules in their workplace while they can approach the authority to cooperate with the employees to give priority to the health and safety of the employees. HRM can avoid the negativity among employees if there are fewer occupational hazards present for the employees in the workplace (Cooper, Liu Tarba, 2014). Conclusion: Therefore, this assignment is relevant to understand the functional aspect of HRM. It has covered the impact of HRM on many dimensions of an organization those are essential to sustain over the negative practice in business. Reference list: Bratton, J., Gold, J. (2012).Human resource management: theory and practice. Palgrave Macmillan.. Cooper, C. L., Liu, Y., Tarba, S. Y. (2014). Resilience, HRM practices and impact on organizational performance and employee well-being: International Journal of Human Resource Management 2015 Special Issue.The International Journal of Human Resource Management,25(17), 2466-2471. Hendry, C. (2012).Human resource management. Routledge. Kehoe, R. R., Wright, P. M. (2013). The impact of high-performance human resource practices on employees attitudes and behaviors.Journal of management,39(2), 366-391.