Human Resource Management


The question on whether Human Resource Management is important in firms and organizations is a fundamental pillar that has received a lot of study. It therefore cannot be overemphasized that for an organization to flourish, the managing of people and work towards desired goals, which in essence is the Human Resource Management (HRM), is pivotal in any organization where human beings are employed. Consequently, the HRM process is quite fundamental and the challenges that bedevil it, particularly the role tensions that arise from time to time, must be addressed to improve both the organizational performance as well as that of the employees.

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Role tensions are bound to occur during relational activities in any organization. In one of the models that Swart and Kinnie (2014) put forward, the interactive networking, they surmise that it brings with it numerous role tensions. The primary problem in this networking is that it can jeopardize the relations between both clients and HR professionals as well as the relations between the latter and the employees. Sheehan et. al (2013) echo these sentiments, opining that the top management, particularly when they fail to attract people who have a business focus, then role tensions must flair.


With the interactive networking, 


Sheehan, C., De Cieri, H., Greenwood, M., & Van Buren, H. J. (2014). HR Professional Role Tensions: Perceptions and Responses of the Top Management Team. Human Resource Management53(1), 115–130.

Swart, J., & Kinnie, N. (2014). Reconsidering Boundaries: Human Resource Management in a Networked World. Human Resource Management, 53(2), 291–310. doi:10.1002/hrm.21551

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