Is there a gap between HR policies and practise in organisations?
Best insight from top research papers
Yes, there is a recognized gap between HR policies and practices in organizations. Research indicates that this gap can lead to inefficiencies and hinder organizational performance. Factors such as the level of HR autonomy, gender inequalities, organizational justice, and the implementation of HRM practices all play a role in widening this gap. Studies emphasize the importance of aligning HR policies with actual practices to ensure successful outcomes. It is suggested that enhancing the participation of managers in HR decision-making, focusing on gender equality interventions, integrating HRM practices effectively, and prioritizing training and development can help bridge this gap and improve organizational performance. Therefore, addressing and minimizing the gap between HR policies and practices is crucial for the overall success and effectiveness of organizations.
Answers from top 5 papers
More filters
| Papers (5) | Insight |
|---|---|
| Yes, the paper discusses challenges in implementing HR policies effectively, indicating a potential gap between HR policies and practices in organizations. | |
| Most HRM practices are ineffective due to poor implementation, impacting organizational performance. The study emphasizes the need for aligning HR policies with practices for improved performance. | |
19 Mar 2021 2 Citations | Yes, there is a gap between HRM practices and organizational performance in Jordanian public universities, impacting the expected results compared to actual performance. |
3 Citations | Yes, the level of HR autonomy influences line managers' participation, reducing the gap between intended and implemented HR practices in organizations, as shown in the study. |
| Yes, the paper explores gaps between gender equality policies and practices in organisations, emphasizing the importance of organizational justice for successful gender equality interventions. |
Related Questions
What is the impact that lack of hr policy have on people management?4 answersThe lack of proper Human Resource Management (HRM) policies can have detrimental effects on people management within organizations. When HR procedures are not followed correctly, it can lead to harm for both individuals and the organization as a whole, impacting organizational culture and effectiveness. Globalization pressures have influenced changes in HRM practices, emphasizing the importance of employee involvement, customer orientation, and skill alignment with global market demands. Research on HRM policies and practices highlights the strategic role of people in organizations, emphasizing the need for valuing and developing employees through effective HRM strategies. Discrepancies between HRM policies and actual practices can result in negative outcomes, with Strategic HRM positively influencing the implementation of effective practices.
How does ILO affect HR policies?4 answersThe International Labour Organization (ILO) has influenced HR policies through its collaboration with member countries in developing approaches, strategies, and programs for employment promotion. The ILO has also gained from India's expertise in formulating employment promotion policies and programs, which has been fruitful for both parties. In Inter-Organizational Organizations (IGOs), the unique context has shaped employment relationships in terms of staffing, training, compensation, benefits, development, and performance. The ILO's standards and tools have had a significant impact on international human rights law, particularly in the area of workers' rights. The ILO's supervision and promotion of these standards have been effective, employing participative methods and involving multiple stakeholders. Overall, the ILO's initiatives and policies have influenced HR practices and contributed to the promotion of decent work and fundamental human rights at work.
What are studies that prove hr policies are now moving towards people-centric approach?4 answersHR policies are now moving towards a people-centric approach, as evidenced by several studies. Researchers argue that health policies should consider people's values, lived experiences, and opinions, especially in culturally diverse countries like Nigeria. They emphasize the need to incorporate elements for successful implementation and capture informal knowledge in the policy formulation process. Similarly, in the field of cybersecurity, there is a shift towards a human-centered approach, challenging the traditional view of people as weaknesses or threats. The focus is on making cybersecurity more human-centered, providing practical recommendations for policymakers and inspiring further research. In the context of smart cities, scholars highlight the importance of considering the human perspective and well-being, as well as the shared knowledge and development that arises from citizens' involvement. These studies demonstrate the growing recognition of the importance of people in shaping and implementing HR policies.
What are the challenges facing hrp in organization?5 answersHR professionals in organizations face various challenges. These challenges include financial constraints, declining market share, low employee morale, talent retention issues, limited budgets for HR initiatives, difficulties in attracting and retaining high-quality talent, managing employee motivation during times of uncertainty and restructuring, and the impact of these challenges on crucial HR metrics such as employee engagement, turnover rates, and productivity. The COVID-19 pandemic has created new challenges for HR professionals, including poor job satisfaction, reduced motivation, workplace depression crisis, and the need to help employees adjust to the changed work environment. Additionally, HR professionals face challenges in the 21st century due to technological advancements. Organizational agility is also a challenge, requiring HR professionals to respond quickly to various situations and make agile and robust decisions supported by analytics solutions. In the context of disaster relief operations, HR professionals face challenges in logistics, such as proper sourcing of relief supply, transportation problems, and difficulties in identifying initial relief requirements.
What is the role of Human resource policies in gender inequality?5 answersHuman resource policies play a significant role in gender inequality. HRM practices in work organizations can either facilitate or maintain gender inequalities. The relationship between HRM practices and gender inequality in work organizations is an area that requires more research. Parental leave, work-hours flexibility, training and mentoring, recruitment, inclusive leadership, unconscious bias, corporate social responsibility, and gender reporting mechanisms are aspects that affect gender equality in organizations. Constraints on females' access to equal development opportunities in organizations exist, and suggestions for eliminating these barriers are offered from the perspective of human resource development. Creating economic gender equality is crucial for better well-being and has advantages for society at large. Efficient interventions to attenuate gender bias include increasing female representation in positions of power, fostering diversity-friendly societal and organizational climates, and promoting transparency in the distribution of economic power.
How can HR management strategies bridge employee skill gaps in technological advancements?5 answersHR management strategies can bridge employee skill gaps in technological advancements by focusing on the development of employees' knowledge, skills, and abilities. This can be achieved through effective training programs and initiatives that align with the organization's goals and future needs. Additionally, HR managers can play a crucial role in hiring competent workers who possess the necessary skills for the job, as well as in building dedication and allegiance among the workforce. It is important for organizations to identify and address skill gaps through human resource management processes and collective bargaining arrangements, as these factors can facilitate agreement on training needs. Furthermore, the integration of electronic HR management systems can enhance HR development and management functions, allowing HRD to train employees on technological advancements and ensure the recruitment of the correct talent. By implementing these strategies, organizations can bridge employee skill gaps and adapt to technological advancements, ultimately improving firm performance and employee outcomes.