There have been lots of contributed made by HRM to improve the organizational performance, discussed in the following.

Increased work productivity of various human resource management

This is one of the major contributions made by the HRM to improve the organizational performance and helping in achieving one big organizational goal. Human resource management takes care of their resource in the best possible manner in regard to control their human loss and converts them into more productivity. For Example, multinational companies offers four weeks annual leaves so that employees gets fresher and get back to work with high level of motivation (Sarkis, 2019).

Annual leaves is a concept of HR contemporary theory and this is how they are increasing work productivity of each employees who enjoys annuals and comes back work to offer more productivity. In case, there were no annual leaves which would be leading to consistent human loss and the loss of abilities offering by workers. This would also be the loss of the organization or employer, annual leaves is the best way to make the best usage of human resource and control the human loss of own worker. Studies also support the fact that satisfied and fresh employees are going to give huge productivity while maintaining the quality which is in the best interest of organization (Agarwal, 2018).

Increased work quality of various human resource management

Modern HRM practices and theories contributed a lot in improving the work quality. For Example, the idea of clean and good working environment presented by HR theory and then it applies by the employer. Good working environment allows the employees to make the best usage of physical and psychological capacity, accordingly offering the high quality work without errors. The investment in good environment by the employer is recovered more than ten times through the quality work produced by the employee. In the bad working environment, the human loss is seriously high which disturbs the ability of employee even at low quality level. Employees cannot offer high quality work in bad noisy dirty environment, because they lost their abilities of working sooner than normal time (Winkler, 2018).  

Low employee turnover of various human resource management

HRM, its theories and practices are also offering its contribution into the lower employee turnover. Since, Human resource management is done so well and professionally that employees or workers wants to stay with the same organization and do not leave workplace. The higher employee turnover costs the organization because it requires time and training cost of the new employee. When worker leaves the organization, a new employee takes much more time to become perfect replacement which means a business loss meanwhile. Those employees which are enjoying annuals, eight working hours, good working environment which means the human factor is least damaging for them and they are more satisfied at their job (Agarwal, 2018).

They do not want to leave the organization and want to work on the long-term basis which also benefits the organization through low employee turnover. This is how modern human resource management practices are going to benefit for both employer and employee. Employer must not be thinking that this is the wastage of money or rather this is a best investment. When we calculate the all loss because of high employee turnover, it would be quite better to invest in HRM practices taking care of employees and still the big money would be saved.

Innovation of various human resource management

Organizations like Apple, Google and Microsoft are believed to be most innovative organizations and all innovation is coming from their employees. The credit goes to their best and caring human resource management practices which appreciated the workers and employees to put their best at work and do not bother about other things in life (Johnson, 2013). For Example, Apple is offering health care benefits, retirement’s plans, transportation, housing and good working environment. On the top of that, Apple’s management also promises flexible working environment which allows the employees to be working from home or in the nights instead of day. Employees ask for flexible working environment because they have issues in life and once they get the permission, they remain in a position to be working harder and offer some innovative work.

These companies as mentioned above, they have billions of dollars worth only because they are innovative and unique to the other companies. When employees are going through normal human loss and the support is coming from employer which helps employees retaining their physical, psychological and emotional loss under control. Then all of these results in innovation and great working coming from the employees. Innovation can produce billions of dollars for the employer, it would be a big loss for employer saving few thousands of dollars while preventing best HRM practices at the cost of stop employees from being innovative (Sarkis, 2019).

3. Demonstrate a critical understanding of approaches to ethical-based HRM in organizations.

The HRM practices are developed considering the ethical concern also and it is always essential, discussed in the following.

Sexual Harassment of various human resource management

Sexual harassment is more likely to happen where both genders are working under each other supervision and authority. Though, mostly cases happen where males are likely to commit sexual harassment on their female colleagues working under them, a case of taking the advantage. Human resource management thing is going to deal with it ethically and going to consider it an ethical concept. This is the reason in modern world and corporate even an executive employee who commits sexual harassment and now it is revealed, that executive will be fired in less than a minute. This is all coming from human resource management practice which is ethical based (Agarwal, 2018). This is the reason women employees are more empowered and they are not afraid of working in the male ruling world. This is one of the most ethical based approaches which developed the HRM policy.

Discrimination at workplace

Since the modern workplace allows the employees working together belongs to different religions, cultures and background. The ethical based approach and idea of no discrimination at workplace was created. The discrimination between male and female is also not allowed according to best human resource practices. It used to be very common that male employees were more likely to be reaching at executive position and controlling the organization comparing to female employees (Sarkis, 2019). Once the approach of no discrimination is introduced at workplace, voices are raising when female employees are not promoted to managerial level. Though, it would be genuinely possible that male does more deserve for the managerial position, but female employees have platform when they are discriminated.

Workplace discrimination is not limited to the gender based discrimination but it is also having on religion or color. According to the studies, discrimination leaves a huge negative impact upon the performances of employees who have been discriminated. Therefore, a subject of HRM realized that such ethical based theories should be presented to raise this issue at workplace which affects both employer and employee at the end (Agarwal, 2018). To meet the best HRM practices, HR ensures that a workplace is completely free from any kind of discrimination and nothing bad is going to happen on the basis of gender, religion or color.

Minimum human loss of various human resource management

A human loss is the subject which HRM emphasized on and makes every effort to reduce the human loss at its best through HR practices. Therefore, all those ethical based HR approaches used for the same purpose can be defined in it. For Example, clean, peaceful and good working environment is one of the approaches where employer is responsible for providing clean working environment regardless how much money is spent for the purpose (Winkler, 2018). This ethical based HR approach forces the employer to spend the money on improving workplace environment and do not consider it as non-productive investment. Because this is going to control the human loss and existing employees are more likely to be working healthier for longer time period. It should be considered as ethically and not in terms of economics return.

All of the good work and controlling human loss is being possible by the ethical based HR practices, this shows that HRM has contributed a lot into the workplace ethics and overall humanity. Before the human rights and HRM at its best capacity, employees were treated as slaves and they were taken care of by their employers. The big credit goes to the HRM practices and its ethical based theories which support the employees and workers as they have less bargaining power. A well taking care of employee is also humanity and workers can work throughout their lives if they are well taken care of (Agarwal, 2018). There is no good if employer exploits employees and damages their human loss. This is also about ethics which unfortunately not a big deal in business corporate world.

References of Analyze the contribution of HRM to organizational performance. 

Agarwal, D. (2018, August 29). How To Create A Positive Workplace Culture. Retrieved December 12, 2019, from Forbes: https://www.forbes.com/sites/pragyaagarwaleurope/2018/08/29/how-to-create-a-positive-work-place-culture/#61ee0ddd4272

Johnson, P. (2013, July 10). The Causes And Costs Of Absenteeism In The Workplace. Retrieved December 12, 2019, from Forbes: https://www.forbes.com/sites/investopedia/2013/07/10/the-causes-and-costs-of-absenteeism-in-the-workplace/#a0f2a093eb65

Kelly, J. (2019, November 01). This Prevalent Form Of Discrimination Is Making It Difficult For Job Seekers To Get A Job. Retrieved December 12, 2019, from Forbes: https://www.forbes.com/sites/jackkelly/2019/11/01/this-prevalent-form-of-discrimination-during-the-hiring-process-is-making-it-difficult-for-job-seekers-to-get-a-job/#2c1c7a853671

Sarkis, S. (2019, September 15). Combat Age Discrimination At Work: For Employees And Employers. Retrieved December 12, 2019, from Forbes: forbes.com/sites/stephaniesarkis/2019/09/15/combat-age-discrimination-at-work-for-employees-and-employers/#63ed19c56797

Winkler, M. (2018, October 22). Sexual Harassment At Work: What The Law Says. Retrieved December 22, 2019, from Forbes: https://www.forbes.com/sites/hecparis/2018/10/22/sexual-harassment-at-work-what-the-law-says/#64b35cdd23c7