There are various contemporary debates which gives the statement on what factors influencing HRM in organization, discussed in the following.

Desired development of HR profession

First of all, it is important to discuss that the desired development of HR profession is managing the human resource at best possible manner, which also goes to the interest of employer while taking care of the interests of employees. HR profession was developed meet the human resource of employers, using the human resource professionally and ethically which strengthen the employees bargaining power toward the employer (Winkler, 2018). Therefore, all those contemporary debates about factors affecting the HRM in organization, discussed in the following.

Exploitation mind of employer of various human resource management

This is the major and extreme factor from the employer side for which they do not want to implement HRM practices in their organization. Employers want to spend least money on the comfort of employees and supporting them to have least human loss while working. They have a mind of exploitation where they expect employees working more and more hours exceeding the limit of eight hours and even without having over time payment (Agarwal, 2018). This is going to contribute into huge human loss and benefiting the employer only, well designed HR policy would never allow that and they cannot let the employer take advantage of employee. But still employers are more powerful and only big known popular corporate takes care of such HR practices because they have reputation in public which they do not want to spoil. This is the major affecting the HRM in organization because it enhances the employee turnover, employee non-satisfaction and reduces the productivity. The world always want to exploit the human nature which increases the human loss, it is the HRM practices which prevents employer to do so.

Lack of legal support of various human resource management

It is studied that in less developed or developing countries, there is no legal support for employee’s right and implementing the HRM practices in the most efficient manners. Law institutions do not fight for the employee’s rights such as minimum wage rate, workable working environment, annual leaves and many more (Winkler, 2018). HRM practices are the part of organization and they become effective when the support is coming from the government and corporate are held responsible when they do not apply the HRM theories and policies in the organization. The lack of legal support is the factor affecting most HRM which is not the case in developed countries.

Political Collaboration of various human resource management

A political collaboration of the private organization with the government leads the corporate not following these HRM practices which make the employer spending more money on non-productive things such as taking care of employees. Mostly oil companies are engaged in political collaboration and they do not pay well their oil extracting labor which is a hard work. Political support to the private business groups is always producing bad results (Agarwal, 2018).

Conclusion of various human resource management

It is concluded that HRM practices and theories are in the best interest of employees and it reduces the human loss, remains it at the natural level. The human loss is inevitable but it can be controlled and maintained by strictly applying the modern HRM practices which are created in the best interest of human resource who are engaged in extremely hard work not in suitable environment. In the modern world and corporate, top management realizes that HRM is also in the best interest of employer because it also indirectly benefits the organization through low employee turnover, more productivity coming from employees and innovation. The big corporate have understood the importance of HRM practices as they are ripping the big benefits from them.

It is also concluded that employees and other human resource is the most productive asset of the organization and there can be no alternative of them. It is also in the best interest of organization to take care of them without even forcing by HRM theories.

References of Critically analyze contemporary debates about the factors influencing HRM in organizations.

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