In the first part of this case study, we will review what is required to navigate through this industry by way of effective case studies that show the solution to successful HRM. We will also look at the value of “credibility.” The framework that is developed through HRM allows for very specific solutions to the often complex industry that it covers.
The importance of communicating is an important factor in the interpretation of the work-life-balance framework provided by HRM. How this is achieved can be summed up in the phrase “engagement.” What exactly does this mean? Communication means the ability to consistently demonstrate a desire to see improvements in performance, well-being, productivity, and growth.
In order to create a culture of engagement in the workplace, it is essential to employ “firm commitment.” What does this mean?
Firming means “to bind together,” “to hold together by tying.” It is the practice of committing to specific activities in order to achieve specific outcomes. Through this, the HRM framework provides a framework for relationships that are easy to communicate.
How this is achieved? Firming means “to bind together by tying”to secure close,” to keep secure. Firming involves a process where two or more things are tied together or bound, through a controlling action.
For example, if one person takes an action to maintain a relationship, and another person commits to work at the same level, they are engaged. They are not firmed.
Firming, then, takes place in the workplace by placing a firm commitment to achieve specific outcomes. This is the type of commitment that has been shown to improve the bottom line by “improve the work-life-balance framework,” which is the objective of many businesses.
In addition to fostering engagement, it is also crucial to creating a work-life-balance framework that supports positive human growth. A commitment to continuous improvement is one of the factors that creates a positive work-life-balance by driving focus and accountability.
Another is defining a standard by which employees are measured. One of the requirements of this framework is the commitment to be assessed by a third party.
This involves two processes. First, there is the self-assessment by the employee to be measured, and secondly, the business or organization evaluates the information that the employee provides.
Once this is defined, the HRM framework can be designed to support both an effort to foster greater engagement and to improve performance and growth. However, the key message here is to ensure that there is a clear-cut commitment to improve and to stay on track.
