Inclusion of AOM Theory within the HR environment
Human resource management (HRM) is described as the creation of employment systems that contain a set of policies aimed at maximizing employee commitment and performance in order to achieve organizational objectives (Algaria, 2012)
And many studies and researches
around the world are evident that the organization’s success is mostly dependent
on how the employees are treated. And them (employees) being the huge asset to any
organization are filtered in a varied screening process prior on-boarding to
the corporate environment. And upon those filtering process, the interviewers
might identify certain set of unique skills among the interviewees. And those
skills along with the abilities make them get through as an ideal candidate.
And also, when the abilities are not appreciated by providing them the
opportunity along with the motivation, the employee will tend to leave the company.
Employees needed essential
abilities, they needed adequate motivation, and employers should provide them
with the opportunity to engage in order to ensure discretionary effort (Bailey,
1993 as cited by Appelbaum et al., 2000)
As per the above theory, it is
clearly identical that the employers have a huge role to play in an employee’s
career and progress whereas, providing the suitable opportunity is the most wanted
component and also will increase the . Failing will result in employees leaving
for organizations where the opportunities are provided and further will incur
additional cost for the organization as well in recruiting new replacement for
the leaving staff due to above reason.
Figure 1 - The AMO model of performance adapted from
Appelbaum et al.(2000)
HPWS (High Performance Work System) require the main three
components of the AMO Theory in order to advance to a positive discretionary effort
for better organizational Performance.
Table 1 - HPWS scales adapted from Appelbaum et al.
(2000)
The above table clearly indicates the variable that needs to
be adjusted by the organization to adopt the theory of AOM for HPWS. High
performance work system effect organization’s performance positively. Even
though there are many researches conducted, the best way forward for the
organizational success is to adapt the AMO Theory into the HR Policies ad procedures.
References
Appelbaum, E., Bailey, T., Berg, P.,
& Kalleberg, A.L. (2000). Manufacturing advantage: Why high-performance work systems pay off. London: ILR Press.
Alagaraja, M. (2012). HRD and HRM Perspectives on
Organizational Performance: A Review of Literature. Human Resource Development Review, 12(2), 117-143.
http://dx.doi.org/10.1177/1534484312450868
Hi, It is clear from the facts you have shown above that employers have a huge role to play in an employee's career and progress. It also has a direct impact on the growth of an organization. In this you have explained well how to maintain it properly according to AOM Theory. All the best!
ReplyDeleteA valuable article on HRM and it's theories. It easy to understand that huge role employers play in employee's career. That will define the staff turnover and employee retention
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