Importance of HR Policy in Company

This report discusses the importance of robust HRM policies in a company and their impact on profitability and productivity. It explores the need for HR policies in selecting, recruiting, and assessing new candidates. The report also highlights the role of training and development in improving employee effectiveness. Additionally, it examines the impact of HRM on employee engagement and the challenges faced by HRM. The report concludes by emphasizing the role of effective HRM in achieving business goals and objectives.

Assessment

Table of Contents
INTRODUCTION...........................................................................................................................3
MAIN BODY..................................................................................................................................3
Company overview......................................................................................................................3
Importance of HR policy in company.........................................................................................3
Training and development in company.......................................................................................4
Impact of HRM in employee engagement...................................................................................5
Challenges faced by HRM...........................................................................................................6
CONCLUSION................................................................................................................................7
REFERENCES................................................................................................................................8

INTRODUCTION
Human resource policy has the providence of the framework in which the employee are expected
in order to behave as the selective workplace by instating the written statements regarding the
company standards and objectives (Horwitz, 2017). This have the inclusion of respective areas of
employments including the recruitment, compensation, termination, benefits, employee relations
and leaves of absence. In this report, there will be clear discussion on the need of robust and
aggressive HRM policies in the Tyrone Superstores Ltd in order to deal with the different level
of concern which is affecting the profitability and productivity of firm.
MAIN BODY
Company overview
Tyrone Superstores Ltd is the food supermarkets building up the reputation over last 100 years
by providing the quality foods n different markets. There firm have the employing of more than
1000 employees as the firm is having the high level of dependency upon part time female
labourers along with casual students for shop floor employees.
Importance of HR policy in company
There is the important to have the HR policy and procedure by the company to select, recruit
and assessing the new candidates for the procedure which is effective in order have proper
bounding of the organization in perfect manner. Tyrone Superstores Ltd have been working for
100-year creating theory brand image go being the manufacturer of quality product and reaching
to discerning markets. All this success in the company is only possible by the efficient guidance
of company policy and procedure. The firm have developed the strategy for communications and
enforcing the set level of policy and practices for reflecting the standards of acceptable
behaviour.
In addition to that’s their firm have different type of people which is relating in different ways as
the extremes have the level of contribution work environment s it conducive to the high level of
productivity (Aust, Matthews and Muller-Camen, 2019). As the role firm by establishing the
aggressive and robust HRM will be critical for business to set up the viable business in order to
feel the level of confidence.
On the other hand, Tyrone Superstores Ltd will be having protecting against the legal liabilities
which have the prohibition in company for having any level of discrimination which is based on
the age, sex, disability, veteran status, marital status and other non-job-related factors.
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On the hand, there employee satisfactions and confidence can be improved by providing the
written level of HR policies for meeting the company performance expectation as practicing
certain codes of ethics. This helps in leaving the employees wondering the concerning pay along
with promotion and safety.
On the other hand, robust and aggressive HR policies is helpful in supporting the strategic level
of decision making which will be helpful in sustaining the company growth and profitability. For
this company have the need for the attaining more level of customer goals which is done by
creative plan for hiring and recruiting the workforces (Tregaskis and Almond, 2019). The aim of
the firm is to give the critical benchmarking in uncasting company overall success.
Hence the HRM policy is overall have the responsibility in order to have proper level of
managing of there progressive level of disciplines in order to make employee performance
evaluation and to evaluate the differ strategies which can help firm to gains competitive
advantage.
Training and development in company.
The firm is lao dealing with full time managements staff which have the proper level of ensuring
for uniform delivery. On the other hand , the firm have the major concern in order to have the
providing of basic level of training to the floor staff as in the respective market research , it have
been clearly stated that’s the is need for companies to provide effective level of customer
satisfaction to ensure price quality in perfect manner.
So as per the issues, there is need to have the providing of efficient level of training and
development to the employee of the Tyrone Superstores Ltd which are having the consistency of
upon part time female labourers along with casual students for shop floor employees.
On the other hand, training and development is considered to be important aspects which have
the clear level of involvements in improving the effectiveness of organizations in order bring the
progress in longer-term organizational and employee goals (Perlstein and Ciuk, 2019). In
addition to that’s it is important to have the conceptual understanding of difference between
trading and development. As the former one is concern about the acquisitions of new skill
whereas development is about adding there values to essential skill set.
Training and development defines the ongoing and formal efforts that are made within
Tyrone superstores ltd to improve the self- fulfillment performance of their employees by a
various training programs and educational methods. Training and development the environment
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for seminars, coaching, workshops, mentoring and various learning opportunities to staffs or
employees in Tyrone superstores ltd. it is a best tool that provides motivation and inspiration to
the employee for performing there job role (Karabašević and et.al., 2018). in the organization
various training and development programs can be conducted like soft skills training, technical
training, safety training, basic literacy skill training.
On the other hand, training and development is very essential in every organization. Training
helps the employees to acquired new knowledge or skills, perform better, be a good leader,
improve existing skills and increase productivity. The main propose of training and development
is to facilitate and organize learning and development it also improves the employee's ability and
capability that are require for better job performance (Ciocirlan., 2018).
Impact of HRM in employee engagement
Human resource management plays an important role in employee engagement. In the
Tyrone superstores ltd. hr takes necessary action to promote employee engagement in their
business. For the success of the company it is essential that their employees and workers feel
passionate and curies about their job and put incredible efforts in their operations. For the
positive employee engagement in the Tyrone superstores ltd. hr will provide best and suitable job
or position to the employees (Rajiani, Musa and Hardjono., 2016). They effective human
resource management create a great bridge between employees and management for the
achievement of company's goals and objectives in a very effective manner. They also
continuously transfer and communicate company’s value and rules to employee. HR in the
Tyrone superstores ltd. takes a necessary acts to create a positive working environment for the
employee so that they can operate and works effectively.
On the other hand engaged employee in the Tyrone superstores ltd. plays a huge role they have
very important role in the business success because they are more productive workers. They have
also a very good quality such as more customers - focused, more profitable and safer for the
organization. In the organization employee engagement is a great strategy foundation and
effective initative that are taken by the HR. human resource management includes various
influensive practices for the employee engagement such as employee development, employee
communication and recognitions and rewards. Employee engagement is one of the major points
in the human resource management (Al-Hawary and Shdefat., 2016). Tyrone superstores ltd.
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needs to develop well structure and proper HRM policies for achieving and attaining great work
engagement level in the employees. Human resource management in the company give their full
concern on the employee engagement to develop a productive workforce. HRM is a unitary
system of management that encourages employee towards involvement and commitment for the
goals and purpose of the organizations. Human resource in the organization helps to managing
and involving people in the organizational activities.
On the other hand, HRM is a practices and science they deal with the employment relationship's
nature and all of the action, issue and decisions related to this relationship (Levy and et.al.,
2017). HRM in the Tyrone superstores ltd. also includes effective human resource practice
module to develop the work engagement and workers ability. Human resource management has a
major four dimensions that are used by the company such as training and development,
employee engagement, recognition and rewards. The perfect HRM practice positively affect the
employee engagement at the work place. it also improve future and current employee
performance by enhancing employee's ability through learning, training and development
programs, by changing employee's attitude, knowledge and enhancing his skills.
Challenges faced by HRM
There are various challenges faced by human resource management are as follows 1.
Physical stability and emotional stability of employees 2. Recruitment and selection 3.
Development, training and compensation 4. Dealing with trade union 5 balance between
employee and management 6. performance appraisal. The main challenge faced by the human
resource management is to find out suitable and perfect candidate for the job position from a big
number of applicants. For that, HRM have to make essential changes in the selection procedures.
Physical and emotional stability of employees is also a significant point for the human resource
management ((Uddin and et.al., 2019)). In the today's world, providing SALARIES and wages to
workers is not sufficient so that human resource manager should have to take necessary action to
maintain perfect emotional balance of staff. for the employee's emotional and physical stability
the manager should have to understand the feelings ,attitude and requirement of employee.
On the other hand, the challenge of the HRM is to maintain a balance between employee and
management. The human resource management of the Tyrone superstores ltd. has a
responsibility to effectively balance the interest of employees and management. the various
factors that are expected by the management such as commitment , loyalty , cooperation ,
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sincerely and profit. whereas security and safety, career development, hygienic working
condition, participative working and better wages and salaries are the elements expected by the
employees of the Tyrone superstores ltd. so that human resource management should have to
take proper concern at all of above factors.
On the other hand, a planned developments programs and executions of managerial training
programs are required to increase the knowledge and develop skills of the employees. Some
times HRM not give proper concern to the such type of programs and it can de-motivate
organization’s of employees (Zhang., 2019). Compensation is also a major challenge faced by
the HRM. Compensation is a bonus, incentive, salary, perquisite and allowances is to be paid as
per the employees performance. so that it is a complex procedure for the HRM to decide the best
performed employee.
On the other hand, dealing with the union members or trade union is also and another challenge
faced by the HRM. To handle the union members skilled and knowledgeable manger are
required because usually union members are the people who against the company procedure and
policies. So that HRM should have to take necessary actions that the interests of the management
and demand of the trade union match properly. Performance appraisal is also a major challenge
because if the human resource manager does note considers the employees performance then it
makes crate huge consequences. if the employees and workers are not receiving a proper or
suitable feedback from HR, it may influence employee's future work so that it is very essential
for the human resource manager to check there work quality from time to time.
Updated with the changing employment laws and regulation is also a challenge for HRM. For the
effective and error free functions of the Tyrone superstores ltd, HR manager should have a
proper recognition regarding the laws and regulations.
CONCLUSION
From the above report, it is concluded that the effective human resource management plays
a crucial role in the Tyrone superstores ltd. Effective human resource management assist the
organization to gain competitive advantage. It improves the employee’s performances and
productivity. It encourages the workforce towards the achieving business goals and objectives.
Human resource management includes all the activities such as training and development,
compensation management, improves labor and employee relations, compliance management
etc.
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REFERENCES
Books and Journals
Online
Horwitz, F., 2017. International HRM in South African multinational companies. Journal of
International Management, 23(2). pp.208-222.
Aust, I., Matthews, B. and Muller-Camen, M., 2019. Common Good HRM: A paradigm shift in
Sustainable HRM?. Human Resource Management Review.
Tregaskis, O. and Almond, P., 2019. Multinationals and skills policy networks: HRM as a player
in economic and social concerns. British Journal of Management, 30(3). pp.593-609.
Perlstein, M. and Ciuk, S., 2019. HRM roles in cross culture training provision: insights from
Israeli companies. Personnel Review.
Karabašević and et.al., 2018. The weighted sum preferred levels of performances approach to
solving problems in human resources management. Serbian Journal of Management. 13(1).
pp.145-156.
Ciocirlan., 2018. Green human resources management. In Research Handbook on Employee Pro-
Environmental Behaviour. Edward Elgar Publishing.
Rajiani, Musa and Hardjono., 2016. Ability, motivation and opportunity as determinants of green
human resources management innovation. Research Journal of Business Management. 10(1-3).
pp.51-57.
Al-Hawary and Shdefat., 2016. Impact of Human Resources Management Practices on
Employees’ Satisfaction A Field Study on the Rajhi Cement Factory. International Journal of
Academic Research in Accounting, Finance and Management Sciences. 6(4). pp.274-286.
Levy and et.al., 2017. Performance management: A marriage between practice and science–just
say “I do”. Research in Personnel and Human Resources Management. 35. 155–213.
Uddin and et.al., 2019. Mediating Effect of Job Satisfaction on Human Resources Management
Practices and School Teachers’ Operational Performance. International Journal of Engineering &
Technology. 8(1.9). pp.420-425.
Zhang., 2019, March. Reflections on the Innovation of Human Resources Management in the
Era of Big Data. In 2018 8th International Conference on Education and Management (ICEM
2018). Atlantis Press.
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