Introduction
Numerous firms must now enhance the performance of their staff in order to accomplish their business goals. However, it has been difficult for the majority of them due to a lack of information on the organizational and employee factors that can be modified or implemented to attain the required performance. According to Chanda and Shen (2009), the success and achievement of an organization's objectives rely heavily on the productivity of its personnel. As a result, the top management of every firm must ensure that its workforce is comprised of highly effective and productive individuals. However, studies have demonstrated that the effectiveness of employees in their jobs, as well as their performance, is entirely dependent on the success of the management of the business and the human resource management methods that the management employs. Consequently, the effects of employees are contingent upon their diligence and dedication to the achievement of the organization's objectives. For this reason, every firm should have an effective workforce, which includes both productive working circumstances and a strong skill set.
HRM and Organizational Behaviour
An organization is any productive enterprise with goals and a mission, measurable purposes, components, outputs, processes, and inputs. In light of this, an organization should devise strategies geared at ensuring that all of its components contribute to the achievement of its goals and objectives (Chanda & Shen 2009). Numerous firms must now enhance the performance of their staff in order to accomplish their goals. However, it has often been difficult for the majority of them since they lack the requisite information on the organizational and staff components they might modify or apply to attain the desired performance. According to Chanda and Shen (2009), the success and achievement of an organization's objectives rely heavily on the productivity of its personnel. As a result, the top management of every firm must ensure that its workforce is comprised of highly effective and productive individuals. However, research has demonstrated that the effectiveness of employees in their duties and their performance is entirely dependent on the success of the management of the firm and the human resource management methods that the management employs (DelCampo 2011). Therefore, the effectiveness of employees is contingent upon their diligence and dedication to achieving the organization's objectives. For this reason, every firm should have an effective workforce, which includes both productive working circumstances and a strong skill set.
Several elements, according to DelCampo (2011), contribute to the efficacy of employees. Some of the characteristics that impact the effectiveness of people inside a company must be known by managers. Such information is essential since managers play a crucial role in ensuring that employees are productive and devoted to their jobs and the organization's goals. Therefore, the efficacy of managers is crucial for retaining high-performing individuals, who are required for the organization to achieve its economic and organizational objectives (Garofano & Salas 2005). Human resource management is typically a crucial part of a business that ensures its operation runs smoothly. This study will therefore focus on two aspects of organizational behavior and human resource: the efficacy of managers and the growth of human resource. The primary objective of this study will be to assess the degree to which these two human resource management approaches impact the performance of employees inside a firm. To achieve the aforementioned purpose, the study will focus on the NOkia Corporation case study.
Managerial Efficiency
The types of managers within an organization determine the effectiveness or ineffectiveness of its management. Consequently, the success of any particular company is contingent upon the efficiency of its administration. Consequently, if a company has competent managers, there is a good chance that it will achieve its goals. A analysis of Nokia Corporation's human resource management demonstrates that this organization can achieve its goals and objectives by employing strong human resource practices. One of these practices, according to Harrison (2000), is ensuring that managers are effective in their management responsibilities. Jones (2011) states that many employees have the desire to successfully contribute to the organization's aims and objectives, despite the fact that many managers attribute failure to accomplish organizational objectives to individuals' poor performance. However, problems arise when management fails to fulfill its responsibilities.
Nokia Corporation employees, for instance, want to know what they are expected to perform inside an organization and how they are expected to do specific duties within the firm. The difficulty is that the management does not guide the employees through the necessary process of orienting themselves with the organization's aims and objectives, their roles, and the tactics they can deploy to attain the established organizational goals (Harrison, 2000). A corporation with weak management is likely to confront huge obstacles when attempting to reach its aims and goals (Jones, 2011). On the other side, competent management is likely to result in satisfied employees with their working conditions. According to Kirkpatrick (2006), this pleasure translates into effective employee performance and, consequently, the achievement of the organization's goals and objectives.
Then, what role do managers play in enhancing employee performance? As noted by Kirkpatrick (2006), an organization's performance is not contingent on the availability of resources and the implementation of the best strategy. The success of the organization depends on the management's capacity to support, direct, and motivate individuals and teams to contribute to the achievement of the company's objectives and mission (Werner 2014). Therefore, managers play an essential role in guaranteeing excellent staff performance. To ensure that they receive the necessary and dependable performance from their staff, they are required to be consistent in their results and performance. Effective performance management is thus the process through which managers are tasked with engaging their staff and leading them towards means of accomplishing the organization's goals. According to Armstrong and Baron (2005), performance management is the practice of monitoring the activities of individuals and teams within an organization to ensure they are focused on organizational and business objectives. In addition, performance management can be viewed from the perspective of an organization's reliance on the capacity and potential of its employees to achieve its goals. However, Armstrong and Baron (2005) emphasize that performance management considers the effectiveness of managers in following a given strategy that has a close connection to all activities of an organization, and is implemented in the form and context of the organization's communication systems, style, culture, and human resource policies.
In the context of Nokia Corporation, the company's performance management is based on its strategies. The corporation takes a broader view of employee performance and connects its management with its long-term business objectives. Consequently, it is apparent that managers have a role in ensuring that the established objectives are met. Therefore, they provide a network that connects individuals, teams, people management, and business factors, and guides them toward a common objective. Thus, the efficacy of managers results in performance enhancement, development, and behavior modification (Armstrong & Baron 2005). This type of management is crucial since it assists employees and other key players in understanding the organization's aims and objectives. In addition, through its efficacy, management determines the contribution of team and individual outputs to the achievement of an organization's objective. In this instance, employees can align their individual and organizational ambitions with the organization's principles. Consequently, effective management requires such integration, performance, and strategic planning to meet the organization's goals and objectives (Werner 2014). This type of efficacy on the part of managers is essential because it enhances organizational capacity, teamwork, and individual success.
Kompaso and Sridevi (2010) assert that the efficacy of managers is essential in any business because it facilitates the development and enhancement of a cordial link between employees' daily responsibilities, activities, and the strategic goals of the organization. As a result, it is necessary to adopt a system that may be utilized to establish organizational objectives with the aim of advancing the organization. Contributing to the performance of a team, a person, and the business as a whole, such an efficient environment and tactics that can be used to track development are essential. Similarly, managers are likely to facilitate the evaluation and measurement of team and individual performance inside an organization. Such review and measurement assures that there is optimization, as well as monitoring of employee productivity. Long-term, the company is able to retain high-performing and productive staff (Kleiner 2014). It may be argued that the primary purpose of human resource development in any firm is to enhance employee and organizational performance. This argument is founded on the idea that, if properly implemented, human resource development will directly contribute to the attainment of an organization's objectives. If an organization lacks a purposeful structure that is performance-oriented, effective, and employs minimum efficiency survival techniques, it will never fulfill its objectives.
Human Capital Development (HRD)
The function of human resource development in an organization has been a topic of ongoing discussion among researchers and practitioners. Several scholars argue that human resource development should prioritize increasing the requirements an organization must satisfy in order to be productive. According to this set of scholars, the emphasis is on the productivity of personnel (Kompaso & Sridevi 2010). Others, however, believe that HRD should be focused toward the development of an individual from all angles, without necessarily examining the individual's value to the business. Consequently, it would be essential to determine the impact that HRD plays in the general performance of employees and the overall productivity of an organization.
Human resource development should play a crucial role in an organization's activities if it wishes to retain high-performing and productive staff, as illustrated by Nokia Corporation. Human resource development has the same amount of significance as the organization's marketing, production, and finances due to its strategic position inside the firm (Kleiner 2014). Thus, HRD aligns itself with the organization's objectives of growth, ROI, and survival. Therefore, human resource management seeks to provide high-quality goods and services, maintain a high market share, and retain a talented staff. In this context, human resource management focuses on issues that assist individuals in acquiring the essential disposition, skills, and knowledge to be productive in the workplace. For example, for any organization, its variables for goals and its assigned mission are concerned with the likelihood of their compatibility with external and internal reality. In cases where they do not, there is an element of performance impediment. Human resource development can remedy a situation where the culture and goals and objectives of an organization do not mesh well by structural intervention. This is achievable due to the fact that, via the use of human resource development techniques, any cultural process may be altered, resulting in the achievement of the organization's desired level of performance.
Conclusions
The article investigated the impact that manager effectiveness and human resource development play in enhancing employee performance and the eventual achievement of an organization's objectives. It was obvious from the data that HRD and manager effectiveness are crucial in every corporate context. Therefore, organizations need exert considerable effort to sustain excellent performance management. Such management entails establishing and fostering a culture among people and team members that can be utilized for the advancement of employees' abilities, performance, and conduct. All of these can be attained by employing the appropriate human resource management methods. In addition to human resource development, several practices have been regarded as robust and successful management.
The preceding demonstrates that the achievement of an organization's objective requires the collaboration of both employees and management. Even though employees are responsible for the everyday operations of the organization, their contributions would be ineffective without the assistance of managers. Therefore, managers and employees in any organization should collaborate towards the achievement of the organization's goals and objectives. Therefore, it is apparent that the success of any firm must take both people and management into account. However, management has a more significant influence than employees. This is due to the fact that managers must determine, guide, and provide the necessary assistance for employees to complete their tasks inside the firm. For this reason, it is the responsibility of the senior management in any business to ensure that it hires and trains individuals who are most capable of guiding the organization to success.
Therefore, managers of any business must be effective in order for the organization to reach its objectives. In this sense, effective management is one that considers the levels of employee engagement, retention, and work satisfaction. This strategy guarantees that the issues people face at work are addressed while also providing opportunities for growth and professional advancement. All of these tactics are intended to enhance employee performance.
Recommendations
As described previously, the efficacy of managers and the development of human resources play a key influence in the enhancement of employee performance within a business. The two practices of human resource management are frequently difficult to implement effectively in an organization's context. However, with the proper tactics in place, such practices can be of great assistance in enhancing the productivity of employees in an organization, which ultimately leads to the accomplishment of the firm's goals and objectives. However, such success can be attained if the top management of any firm ensures that they are accountable for the organization's high-performing and effective staff. This follows numerous studies that have attempted to demonstrate