Q An essay on Managing People at Work 700030 to enhance the productivity of an organisation Home, - Managing People at Work 700030 Managing People at Work 700030 Topic It is often asserted that employees are a significant source of competitive advantage. Analyse three human resource activities that can impact on employee performance and consequently enhance an organisations competitive advantage. Introduction The Human Resource Management of an organisation plays an integral role in ensuring that they have the ability to enhance the productivity of an organisation. The discussion provided below intends to cover the various aspects of HRM practices and how they contribute in influencing the performance of the employees. The discussion would be focusing on particularly three HRM practices that would allow an organisation to gain a competitive edge in the market and ensure that they have the intention of enhancing the performance skills of the employees as well. This discussion would also consider drawing viable evidences to make sure that every aspect has been properly justified and that the people are able to understand certain aspects of gaining a perspective about the HRM practices going on in an organisation. At the same time, the discussion would also critically evaluate the essential aspects that are being considered to make sure that the employees are able to perform effectively for the benefit of the organisation. Discussion As stated by Pe’er (2016), human resource practices are highly intended towards the creation of aggregated levels of employee motivation to make sure that sustainable advantage has been gained for the benefit of the organisation. It has also been identified that the various human resource practices tend to generate and capture the levels of motivation on a superior level and make sure that the idea of sustainable competitive advantaged has been properly cultivated. The idea has also been cultivated that the individuals have the ability to identify various ways that can be used to channel their extrinsic and intrinsic motivation (Bratton and Gold, 2017). At the same time, it has also been identified that the human capital of an organisation is a better way to ensure that the organisation is able to gain a subsequent amount of competitive advantage in the market. According to Greenwood et al., (2013), the employees play an integral role in making sure that the organisation is able to gain a competitive advantage in the market. The idea of competitive advantage with the help of human capital falls under the category of resource-based view and has been addressed as one of the most prominent aspects for enhancing the profitability of the organisation. It has also been addressed as the strategic resource and has the potential of being the inimitable as every employee has the tendency to contribute in their best possible way. According to Du Plessis et al., (2014), the employees also play an integral role to be a part of recruitment process of an organisation. It can be implied that they are considered a vital aspect of every HRM practice that is being conducted to make sure that the people are able to identify their potential for the better performance of the organisation. It has also been identified that the people are able to address the significance of the human resources to make sure that the people have enough potential to withstand the atrocities that come with the various kinds of business opportunities. Since, in the recent scenario, globalization has added to the aspect of increased competition and cross-cultural mergers, so it is highly essential that people have the ability to understand certain essential aspects that would allow them to compete with other companies in an effective manner. There are multiple factors that have the tendency to contribute to the betterment of the performance of the employees. It is the HRM practices that make sure that the employees have the potential to be a part of the organisation and gain a substantial amount of competitive advantage and showcase their potential at the same time. According to Hassan (2016), the three essential HRM practices are compensation, performance appraisal and training. It has been identified that these are the three essential HRM activities that not only motivate the employees but allows them to put their best feet forward and make sure that they are able to provide a competitive sideline to the organisation they are working for. One of the first aspects highlighted by Hassan (2016) is compensation. It is one of the great ways of ensuring that the employees are being motivated enough to work for the better advantage of the organisation. It implies providing monetary value to the employees mainly depending on their work and their quality. The idea of compensation is also used to hire skilled employees, reward performances of the people and encourage the loyalty of the people for the organisation. It has also been evidently stated that with the idea of compensation the employees are encouraged to put their best feet forward but at times they take to unfair means to earn the attention of the leader and gain more compensation with regards to their performance (Albrecht et al., 2015). As stated by Hassan (2016), another essential aspect that has been considered for enhancing the performance and skills of the employees is the idea of performance appraisal. It has been clearly identified that the if the employees are being motivated from time to time then they end up ensuring that they perform more effectively for the organisation. It is the systematic evaluation of the performance of the employees that allows the senior officials to determine if the employee has managed to garner some beneficiaries for the organisation. It is mainly intended towards enhancing the motivation and self-esteem of the individual. At the same time, it also encourages the idea of biasness, which results in one individual being sidelined intentionally leading up to the idea of an extreme amount of conflict in the organisation. Another HRM activity that has been highlighted by Hassan (2016) is providing training to the employees. This is one of the most important aspects here as it has been constantly initiated that the people who are being provided with an adequate amount of training lead up to providing great results that benefit the organisation. The concept of training revolves around the use of various ways that would allow the individuals to gain a substantial amount of knowledge and skills about their job role and make sure that they are able to gain some prominence in the company. Training and development make sure that the individual is capable of gaining additional competencies that would improve the performance of the employees (Armstrong and Taylor, 2014). However, at times due to the inefficiency of the program or the inadequate knowledge of the trainer leads to the decline in the proficiency of the individual. Thus, it can be indicated by the saying that HRM practices have the tendency to make sure that an organisation is able to achieve its competitive advantage. As stated by Shaukat et al., (2015), the idea of HRM practices or activities must also be backed by the leader of the organisation as it will allow them to identify viable measures to conduct their operations effectively and make sure that they are able to gain a status among the employees and the market as well. Conclusion The discussion provided above focused on the various aspects of HRM practices of an organisation and led to the identification of the various factors that have the tendency to influence the performance of an employee. It has been identified that HRM practices play a key role in ensuring that the employees work in such a manner that they are able to gain a competitive advantage for the organisation. It can also be stated that the organisation must be capable enough to make sure that they are able to view their employees as one of their integral resources and make sure that they are able to provide a competitive edge for the better functioning of the organisation. The three key activities that have been discussed include compensation, training and performance appraisal. These three aspects were critically evaluated to identify their beneficiaries and possible obligations.