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





Comments

  1. 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!

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  2. A 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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