This study critically evaluates a journal article which is from the “International Journal of Human Resource Management”. The title of the article is the “Human resource management and employee well-being” (Alfes, Shantz, Truss & Soane, 2020). This article sets out a substitute method to Human resources management that gives precedence to practices intended to improve well-being and a optimistic employment relationship, suggesting that both components are essential. This article present various model and theory related to the HRM. This study will critically evaluate the information and knowledge demonstrated in the article. Apart from this, all the theories and the models will be explained deeply and widely in the study. Also, all the finding of the article will be demonstrated and the limitations of the study will also be discussed in the study.
The research methodology will also be discussed in the study and the reliability and validity of collected data will be checked. This article depicts the importance of employees’ wellbeing in organization and its impact on the performance and the growth of the organization. The paper highlights the present condition of the workplace and its increasing demand in the betterment and success of the organization. Apart from this, different issues around quantify and identifying the well-being in the organization are demonstrated in the article. However, the article also indicates the prevalence of the challenges to sustaining the employee well-being in the organization. In addition the article also focuses on the role of HR in maintain the employee well-being which leads to impact on the productivity and the performance of the organization.
In the era of globalization and fast stepped universal workroom, where upholding competitive benefit is paramount to achievement, classifying ways of supporting employee well-being is one of the cumulative prominence to a variety of investors, both in the framework of work and outside (Kowalski & Loretto,2017). Inside the workplace, employee wellbeing is imperative not only for the individual staffs in the ways of preserving their own good wellbeing, but similarly to bosses and organizations as there are various evidence that suggest that deprived well-being at any workplace can lead to have adverse impact on the performance and the overall productivity of the organization. However it leads the organization in the path of employee dissatisfaction and various other challenges for the organization.
Organization may not be able to accomplish the predefined goals of the organization. It is cardinal for the organization to maintain the employee well-being for the success and the stability of the organization. This paper will highlight the broad framework to edge the necessity for the organization to focus on the employee well-being in order to survive in the current time. This article has used five papers in order to review the deep understanding of this topic and find the accurate results. These five articles were published by Calvard and Sang, Veld and Alfes, Scholarios, Hesselgreaves and Pratt, Franco-Santos and Doherty and Agosti, Bringsen and Andersson. These are the five articles which author have demonstrated in this paper and revealed expectant viewpoint of the connection among the Human resources management and well-being.
In the present era of globalisation it is important for the organisation to come up with new strategies that aids the organisation provides effective workplace to employees. Employee wellbeing is one of the most important area that organisation is focusing on. It enhances the productivity and performance of the organisation. Researches have demonstrated that employee well-being is directly linked with the employee satisfaction, employee engagement, and many more parameters (Franco-Santos & Doherty, 2017). It important for the organisations to promote employee wellbeing programs that enhances their performance and productivity. Wellbeing at the workplace has number of challenges and multiple dimensions. Employee wellbeing at the workplace promotes the state of containment which enables employees to accomplish their full potential state which not only benefit their performance but also organisation performance.
Various models investigate the variables that impact on wellbeing at workplace. Control model is one of them examining the variable however it also comprises of social support dimension. Also the conservation of resource theory highlights the importance of resources for the management of wellbeing in the organisation. It is Important for the organisation to ensure that meet the needs and requirement of the employee at the workplace. Role of HR plays an important part in implementing employee wellbeing in the organisation (Cooper, Wang, Bartram & Cooke, 2019). Proper process and policy should be adopted by the organisation which favours the employ motivational engagement. Employee wellbeing programs reduce elevated health risk and healthcare cost. This also leads to improve employee retention employee recruitment in the organisation. It has to create sustain high morale and their immense benefits of having employee wellbeing in the organisation. There is a direct link between human resource management and employee wellbeing. Newspaper also demonstrates the differences between mutual gins and conflicting outcomes on the performance of the employee etc.
The changing nature of the workplace leads to rise in new challenges to the employers well as to the employees. Various stakeholders try to navigate the overview of new technologies on the business environment in order to remain updated and give employee free environment. There are various changes has been observed in the organizations (Ogbonnaya, Daniels, Connolly & van Veldhoven, 2017). Researchers highlighted that the major changes in the nature of work is the migrant workers in the organisation due to globalisation it is very easy to choose the most preferable job in any country for the peoples. Most of the employees in the organisation belong to different country, different religion, different values etc. Therefore flexibility expanded in terms of where employees can work. Various employment opportunities present in the market which penetrate employee’s opinion to adjust in uncomfortable environment where wellbeing is not considered. This may be considered as the opportunity a challenge for the organisation to meet the changes and keep their policies and strategies updated. Apart from this, various economic crisis in the organisation which lead to less focus of the organization towards the employee wellbeing in the organization. Therefore it is very important for the workplace to analyse and understand the meaning of well being in contact with different stakeholders of the organisation
The role of HR plays an important role in accomplishment of employment well-being in organization. The role of the HR needs to be advanced and strategic in order to meet the changing demand of the stakeholders. The role of the HR features location of employment. HR need to highly productive in terms of providing different facilities to the employees such as flexibility in working hours, multigenerational workforce, proper communication between line managers etc (Nielsen et al., 2017). It is the responsibility of the HR to maintain good communication with the employees and create understanding between the remote workers. There are various researchers found that lack of good quality intervention which provides excellent employee wellbeing that leads the employee to perform better and advanced. HR needs to emphasize on the implementation of employee wellbeing which is organisation to accomplish all the predefined goals of the organisation. HR needs to compare and contrast different strategies and their effectiveness. In this paper modern researches required in order to understand the impact of improving in the organisation that directly influence the performance of the employee’s organisation (Ogbonnaya & Messersmith, 2019). It is the direct link between performance of the employee and the wellbeing so it is important for the organisation to make effective employee wellbeing policy.
Perhaps it is noted that it is important for the organisation to have a deep understanding of the role of human resource management, wellbeing and performance as there is a strong link between these elements. There are various researches conducted which review and examine the relationship on the basis of meta-analysis. Strong HRM lines on the role of HR can fully understand the relationship between the wellbeing and the performance of the employees as well as an organisation. However, author demonstrated differences between mutual gains and the conflicting outcomes on the basis of different theory (Veld & Alfes, 2017). The mutual gains review as the optimistic model which suggested that management benefits and allowances the wellbeing as well as the performance of the organisation. On the other hand conflicting outcomes overview the pessimistic model which depicts that HRM benefits performance on the organisation but lacks in the wellbeing. However the author discusses the various researchers’ findings in this article and depicts that there is a strong relationship between the human resource management, performance and employee wellbeing. The author also highlights the criticism in implementation of employee wellbeing in the organisation and its consequences. The role of HR is cardinal implementation of employee wellbeing in the organisation.
In this paper author have used secondary qualitative method for collection of data as this data collection method is one of the most common data collection methods used by the authors. It is used by the author in order to collect data in the most relevant and authentic way (Pawar, 2016). The data is collected from the specific journals articles internet and other source of information.
That is collected from peer reviewed articles reports organisation annual reports etc. In this article the author focuses on five articles which help the authors to collect data in the most suitable way. Articles demonstrated the impact of well-being on the performance of the organisation and the productivity of the employees. This helps the organisation to accomplish all the predefined goals of the organisation. Through this research the article highlights all the major issues related to the employee wellbeing in the organisation. After using this data collection method author demonstrate the changing nature of work application in the role of HR and the relationship between the human resource management and the wellbeing of the employees. Apart from this data Collection method enables authors to identify the application for the future of wellbeing and human resource management in the altering workplace. However after comparing the results of the different articles author easily analyse the limitations and demonstrate in the most effective way (Veld & Alfes, 2017). Data Collection method is beneficial for this research work because it is time saving as well as cost efficient. Collection method used by the authors provides a baseline for the research work and give authentic and relevant results. Author compares and contrasts the five main articles and provides a precise conclusion which covers all the findings. For this research work secondary data collection method is the most appropriate factor method to collect the data finds the appropriate result.
There are various challenges faced by the organisation in order to enhance employee wellbeing. It is cardinal to understand the present demand of the organisation. This is the on-going challenge for the HR managers and other leaders to manage employee wellbeing in the organisation. This may be due to high workload, destructive leadership, bullying, and cybercrime at the workplace. The key challenge is the rapidly changing technology which enables managers to focus on training the employees on this areas rather than focusing on employee wellbeing. Calvard and Sang present different look of wellbeing through a social political lens (Joo & Lee, 2017). This article relates with the organisation power relation with the wellbeing which affect the performance of the organisation and reflect the dark Side of wellbeing. On the other hand Veld and Alfes portray an optimistic view on the HR policies and activities that help to enhance wellbeing in the organisation high performance work system. Long working hours may lead to impact on the performance of the employee and affect them physically as well as mentally. It is very difficult for the employees to manage these things which lead to affect them physically and mentally. However it is difficult for the HR to implement the policies as per the age preferences.
The alteration in the workplace leads to implication for HR in terms of their roles and responsibilities towards organisation. However it also impacts on wellbeing in the way of changing workplace condition for the employees’ flexibility in the working hours, less working load, no discrimination, no cybercrime, no bullying etc. organization need to focus on the long-term strategies that leads the organisation to manage the on-going implications for the future of wellbeing (Calvard & Sang, 2017). External factors that affect the well-being are the International policies, employment and trade. In the present cultural and economic climate the external as well as internal factor impact on employee wellbeing of the organisation. If sustainability is attained by the organisation then external as well as internal factor may not impact on the performance of the organisation. The role of HR plays an important role in managing the workplace change and provide positive environment to the employees. This will lead to better performance and attainment of determined goals of the organization. Organisation need to practically think about the sustainable workforce for the future which is attained by delivering employee wellbeing.
There are various limitations in this research work such the author have explained the impact of well-being on both the type of organizations such as small scale and the large scale (Watson, Tregaskis, Gedikli, Vaughn, & Semkina, 2018). However the author have conducted secondary qualitative research which may represent the status of employee wellbeing at present as this articles represent the information of previous years.
This study will critically evaluate the information and knowledge demonstrated in the article. Apart from this, all the theories and the models will be explained deeply and widely in the study. Inside the workplace, employee wellbeing is imperative not only for the individual staffs in the ways of preserving their own good wellbeing, but similarly to bosses and organizations as there are various evidence that suggest that deprived well-being at any workplace can lead to have adverse impact on the performance and the overall productivity of the organization. Researchers highlighted that the major changes in the nature of work is the migrant workers in the organisation due to globalisation it is very easy to choose the most preferable job in any country for the peoples. Most of the employees in the organisation belong to different country, different religion, different values etc. Therefore flexibility expanded in terms of where employees can work. The role of the HR needs to be advanced and strategic in order to meet the changing demand of the stakeholders. There are various researches conducted which review and examine the relationship on the basis of meta-analysis. Strong HRM lines on the role of HR can fully understand the relationship between the wellbeing and the performance of the employees as well as an organisation. There are various challenges faced by the organisation in order to enhance employee wellbeing such as changing workplace condition for the employees’ flexibility in the working hours, less working load, no discrimination, no cybercrime, no bullying etc.
Alfes, K., Shantz, A. D., Truss, C., & Soane, E. C. (2020). International Journal of Human Resource Management. The International Journal of Human Resource Management, 2020.
Calvard, T. S., & Sang, K. J. (2017). Complementing psychological approaches to employee well-being with a socio-structural perspective on violence in the workplace: An alternative research agenda. The International Journal of Human Resource Management, 28(16), 2256-2274.
Cooper, B., Wang, J., Bartram, T., & Cooke, F. L. (2019). Well‐being‐oriented human resource management practices and employee performance in the Chinese banking sector: The role of social climate and resilience. Human Resource Management, 58(1), 85-97.
Franco-Santos, M., & Doherty, N. (2017). Performance management and well-being: a close look at the changing nature of the UK higher education workplace. The International Journal of Human Resource Management, 28(16), 2319-2350.
Joo, B. K., & Lee, I. (2017, August). Workplace happiness: work engagement, career satisfaction, and subjective well-being. In Evidence-based HRM: A Global Forum for Empirical Scholarship. Emerald Publishing Limited.
Kowalski, T. H., & Loretto, W. (2017). Well-being and HRM in the changing workplace.
Nielsen, K., Nielsen, M. B., Ogbonnaya, C., Känsälä, M., Saari, E., & Isaksson, K. (2017). Workplace resources to improve both employee well-being and performance: A systematic review and meta-analysis. Work & Stress, 31(2), 101-120.
Ogbonnaya, C., & Messersmith, J. (2019). Employee performance, well‐being, and differential effects of human resource management subdimensions: Mutual gains or conflicting outcomes?. Human Resource Management Journal, 29(3), 509-526.
Ogbonnaya, C., Daniels, K., Connolly, S., & van Veldhoven, M. (2017). Integrated and isolated impact of high-performance work practices on employee health and well-being: A comparative study. Journal of occupational health psychology, 22(1), 98.
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