Organizational Outcomes of Human Resource Management (HRM) | Human Resource Management

Organizational Outcomes of Human Resource Management (HRM)!

Organizational outcomes of human resource management refers to the output that human resource management wants to achieve. The common organizational outcomes are as follows:
 1. Quality of work life
 2. Productivity
 3. Readiness to change

 1. Quality of work life

Quality of work life refers to the quality of relationship between employees and total working environment. It is the favourable-ness and unfavourable-ness of employees towards organization working environment.

Human resource management wants to achieve better quality of work life which requires following features:

a. Autonomy:- It refers to the freedom to employees. It can be achieve through participating the employees are human resources in decision-making and planning activities.

b. Recognition:- It refers to an appreciation of individuals accomplishment. Individuals or human resource expect recognition on their job to feel better in the organization.

c. Belongingness:- It refers to feeling of organizations citizens behaviour of human resources. If they feel that they are belong to organization and organization is belong to them that represent better quality of work life.

d. Reward:- A reward is means for stimulating human resources in an organization. It can be intrinsic and extrinsic both type of reward makes the organization environment interesting.

 2. Productivity

It refers to the efficiency ratio. In other word, it is the relationship between outputs and inputs.
According to Decenzo and Robbins, "productivity is the amount of work that is being produce by an organization in terms of how much? and how where?"
Normally, high quality and affordable cost or low cost will enhance the productivity more than competitors.

However, higher productivity requires following activities:

a. Capital investment:- It refers to the investment on fixes assets such as land, building l, machine, technology etc. It required huge investment. So, a firm required ability to invest huge capital to increase productivity.

b. Innovation:- It refers to the creative idea, thinking and ability to produce new concept/product. The firm ability to create new products will increase the efficiency and contribute for better productivity.

c. Learning:- It refers to the act of acquiring skill, knowledge and ability. It improves competency of human resources. It is done through different training and seminars. It is the important element for improving productivity.

d. Motivation:- Motivation is an act of creating willingness of human resource to accomplish the task. It encourages human resources to do right thing into right time in right manner and it promote optimum utilization of other resources.

 3. Readiness to change

Change refers to alternation of activities. In positive sense, change is nothing rather than development. However change has become a part of human organization life. It is a matter of compensation not the interest because change or die has become philosophy of organization.

However, when there is changes on organization activities, resistance or protest to change, merges together because of different factor such as fear from unknown future, economic insecurities, distorted perception habit, personality, etc.

Human resource management makes human resources ready to follow and work with change by following ways:

a. Effective education and communication process or system.
b. Participation of representative of human resources.
c. Adopting manipulation and copulation.
d. Providing facilities and supports.
e. Coercion