Role of Human Resource in Developing a Positive Working Environment

This report discusses the importance of human resource in creating a positive working environment. It explores the role of HR in recruiting the right employees, creating a positive culture, and managing employee performance. It also highlights the benefits of a positive environment, such as increased motivation and productivity. The report concludes with recommendations for improving HR practices.

ASSESMENT

EXECUTIVE SUMMARY
Human resource is the department of the company which is related with the management of the
employees and the workforce working in the company. The human resource is responsible for
managing the need and requirements of the employees working in the company. This is essential
because of the reason that if the employees will not be happy and satisfied within the company
then they will not work in proper and effective manner. Thus, it is the responsibility of the
human resource that they manage all the employees and their need and requirement so that they
are satisfied with the company. The current report discussed about the importance of human
resource like recruiting the right person, creating positive environment and others. Also it stated
that the major benefit of creating positive environment are like increase in motivation of
employees, increase in productivity of the company and many other benefits. Also, the relation
of HRM practices like performance appraisal, providing training and many other practice over
the culture of the company. In the end certain problem were identified during the project like
time limitation, too many websites relating to the topic or project and many others. Also, in the
end some recommendation was provided like use of HR software, proper strong selection criteria
and others.

Table of Contents
BACKGROUND OF TOPIC...........................................................................................................4
PROJECT AIM AND OBJECITVES..............................................................................................4
LITERATURE REVIEW................................................................................................................4
PROBLEMS IDENTIFIED DURING THE PROJECT..................................................................7
CONCLUSION AND RECOMMENDAITON...............................................................................8
Conclusion..................................................................................................................................8
Recommendation........................................................................................................................9
REFERENCES..............................................................................................................................10

BACKGROUND OF TOPIC
The human resource is a type of department which is responsible for the management of
the workers and employees working within the company. This is very essential because of the
fact that if the human resource of the company will not be happy and satisfied then the working
of the company will not be good (Shah, 2019). The HR department of the company is
responsible for recruiting the employees and then take care of them and their needs till the time
they not leave the job. The major activities undertaken by the HR of the company are like
recruitment, training, performance appraisal, training and development, orientation and
placement and many other activities.
Hence, the role of human resource is very important and beneficial for the company in
managing the performance of the overall company. Also, the major reason for this study was that
the human resource is the department which is responsible for the management of good working
environment and culture within the company. Thus, the present report will aim at finding out the
role played by human resource department for the developing of the positive environment for the
working of the employees within the company.
PROJECT AIM AND OBJECITVES
Aim of the project: “To determine the overall role played by human resource department in
development of a positive working environment for workforce.”
Objective of the project
 Understand the importance of human resource department from point of view of
workforce in organization.
 Determination of overall benefit that organization can get with help of creation of a
positive culture in organization.
 Relationship present between HRM practice and positive environment culture.
LITERATURE REVIEW
Importance of human resource department
As per the opinion of Froidevaux, Alterman and Wang (2020) the human resource is the
only department within the company which is responsible for the overall development of the
business. This is particularly because of the reason that the competition within the global
business environment is very high and for facing this competition the most essential thig is the

effective workforce. This is necessary as if the workforce will be good then the working of the
company will take place in proper manner and will be able to manage the performance in global
business environment. Thus, this management of the performance of the employees will be done
with help of creating of good and positive working environment only. This environment is being
created and maintained by the human resource department of the company only.
In against of this Akinnusi, Sonubi and Oyewunmi (2017) states that the major
importance of human resource from the point of view of workforce is that this assist the
company in creating a diversified and good workforce for the completion of the activities of
business. This is pertaining to the fact that the HR of the company is responsible to recruit good
and efficient employees within the company. Thus, they build a workforce which then work in
the direction of attaining the aims and objectives of the company. Hence, if the HR will not be
able to recruit good employees then this will directly impact over the overall performance of the
company.
On the flip side Goh and Lee (2018) argues that the major importance for the HR in the
development of positive working environment is that the HR has the responsibility of assessing
the performance of the employees. If the HR of the company is competent enough to assess the
performance of all the employees, then this will result in better and coordinated working of the
employees and will result in the overall development of the business and the performance of the
employees.
Benefits which the company gets with help of creation of positive culture
In the thinking of Dayaram and et.al eds., (2020) the HR department is very beneficial for
the creation of positive culture at the workplace. This is because of the fact that the major role
and responsibility of the HR of the company is to keep the employees and the workforce happy
and satisfied within the business. Thus, the major benefit which the company enjoys because of
efficient human resource department is that they get more efficient workforce. This is pertaining
to the fact that the HR department recruit and select the best and more capable person for
working within the company. Thus, when the recruitment and selection is done in effective
manner then the culture within the company is formed as all the efficient employees are working.
On the other side Guest (2017) criticizes that the major benefit of creating the positive
environment and culture is that the employees are more motivated and the morale of the
employees are also very high. This is particularly due to the reason that when the company has a

good working environment which is created by the HR of the company then the employees feel
comfortable working in that environment. The major result of this is that the good and cordial
working environment motivates the employees to work in more good and effective manner. This
is due to the reason that employees develop a feeling of belongingness towards the company as
they are providing them with good and cordial working environment.
In against of this Sunday and Salifu (2017) argues that the major benefit of positive
environment is the increase in the sales and productivity of the business. The major reason
underlying this fact is that when the environment of the organisation is good then the mind of the
employee is calm and more focused towards the completion of the activities in good and
effective manner. Thus, this will result in the completion of all the activities in proper and good
manner and this will increase the sales and income of the company.
Relationship between HRM practices and the positive culture
In the opinion of Armstrong and Taylor (2020) the use of HRM practices is very essential
for the growth and development of the business and the employees as well. Also, when the
environment of the company is positive then the HRM practices adds more to the making of the
working culture much better. There is a great relationship between the use of HRM practices and
the culture of the company. This is due to the fact that if the HRM practice are not efficient then
the work culture of the company will not be good.
On the other side Carter (2019) articulates that the HRM practices guides the working
and the management of the organization and the development of the company as well. Thus, if
the HRM practices will not be good then the working culture of the company will also not be
good. This is due to the reason that there is direct relation between the use of HRM practices and
positive culture of the company. This is due to the reason that if there is change in the HRM
practices then this also has an impact over the working culture of the company as well. For
instance, the conflict management is a function of HR in which they manage all the conflict
taking place in the organization. If in the organization, there is conflict among the employees and
the HRM practice is not appropriately used then the environment and the culture of the company
will not be good. This is due to the reason that when there will be differences among the
employees then they will not perform in good and effective way and will create issue in the
overall environment of company.

In against of this Schmidt and et.al. (2018) argues that another HRM practice is to
provide security to the employees relating to their contract within the company. Thus, if this
HRM practice will not be performed in intended manner by the HR then this will affect the
working of that employee in negative manner. Thus, when there is employment security then the
employees are happier while working in the company. On the other side is the employment
contract is not good and the HR is not providing for security to the employee then there working
efficiency will reduce. In the similar manner if the HR of the company makes use of appropriate
strategies and practices of HRM then this will bring positivity and coordination among the
employees. Thus, this coordination and positivity will result in better and positive working
environment creation at the workplace.
On the other side Greene (2020) states that another major practise of HRM was to
evaluate the performance of the employees on the basis of the performance based compensation.
If this practice would have not been used in the specific manner, then the environment would not
have been good. This is majorly due to the reason that of the employees within the company will
not be provided with timely incentives and performance appraisal then the employees and the
workforce then good environment will be created within the company. In addition to this the
another HRM practice of the providing training to the employees is also beneficial and this will
also have a great and positive impact over the culture of the organization. This is pertaining to
the fact that when the employees are trained with all the latest development taking place in the
business environment then the employees will be motivated to work in good and effective
manner and this will lead to creation of the positive and good working environment.
PROBLEMS IDENTIFIED DURING THE PROJECT
The completion of the whole project was successful and was a good learning experience
but then also some of the problems were attached to the completion of the project. The major
problem being identified was the availability of the immense amount of secondary sources to
use. This was a major problem being encountered as there are many different sources for the
secondary research like variety of books, journal, articles and other published sources. So the
major problem encountered was that which source to be selected for gaining the information
relating to the topic of the project (DeCenzo, Robbins and Verhulst, 2016).
Another major problem being encountered during the completion of the project was that
on many websites the data was not updated. And this had a great impact over the collection of

the data as the old information was not reliable relating to the area of the study. Also, some of
the websites were not authentic and reliable to choose the data from them. This was majorly
because of the reason that if the data was not suitable to the research then the project will not
reach to its intended result. This is due to the reason that the whole research was based on the set
of data analysed relating to the role of human resource in the development of the positive
working environment.
In addition to this the major problem encountered was the limited time provided for the
completion of the project. The time was limited as the working of the project was very time
consuming. This was due to the reason that in the secondary research the use of different articles,
journals, books and other secondary sources was used which is very time consuming. This is due
to the reason that for researching for the various articles and journal the time taken was very high
as all the articles were first reviewed and then it was analysed that whether it is beneficial for the
project or not (Boella and Goss-Turner, 2019). If it is related, then there is no problem but if the
data is not related to the project then other data will need to analysed and use it in the report.
Thus, this reviewing of the different sources was very time consuming.
CONCLUSION AND RECOMMENDAITON
Conclusion
In the end it is concluded that the human resource is the department of the company
which is responsible for the management of the whole company. The role of the HR directs the
development of the whole of the business. if the HR of the company is not good then the
company will not be able to manage the working of the company to a great extent. The major
reason behind this is that HR is responsible from recruiting the employees till the time the
employee leaves the organization. Thus, if the right employee is not selected and placed at the
right position then the overall working of the company will decrease. The current project
highlighted the role of HR in the development of the positive environment within the company.
This was done by first framing the objective and aim relating to the topic of the project. Also,
with the help of the literature review all the objectives of the study was analysed in detailed
manner so that the understanding of the person can increase relating to the project topic.

Recommendation
The major recommendation for the human resource department is that they must improve
their selection process and selection criteria for selecting the employees. This is majorly because
of the reason that more suitable and good employees and candidates will be selected and this will
result in the betterment of the company. The performance of the company will increase as when
more good candidates will be selected then the performance of the company will automatically
increase.
Another major recommendation for the HR department is to focus on the non- bias
performance appraisal of all the employees. This is particularly because of the reason that when
the performance of the employees is assessed on unbiased manner then the people will not like
this and they will not perform well. Hence, if the HR of the company will assess the performance
on unbiased manner then this will motivate the employees to work in much better and effective
manner.
Another important recommendation to the companies for improving HR is to use the
different types of HR software which have been developed in the technological sector. This is
essential because of the reason that the use of these software will assist the HR department in
making the use of the technology as this will assist the company in managing the human resource
in good and effective manner.

REFERENCES
Books and Journals
Akinnusi, D.M., Sonubi, O.O. and Oyewunmi, A.E., 2017. Fostering effective workforce
diversity management in Nigerian organizations: The challenge of Human Resource
Management. International Review of Management and Marketing. 7(2). pp.108-116.
Armstrong, M. and Taylor, S., 2020. Armstrong's handbook of human resource management
practice. Kogan Page Publishers.
Boella, M.J. and Goss-Turner, S., 2019. Human resource management in the hospitality
industry: A guide to best practice. Routledge.
Carter, S.D., 2019. Increased workforce diversity by race, gender, and age and equal
employment opportunity laws: Implications for human resource development.
In Gender and Diversity: Concepts, Methodologies, Tools, and Applications (pp. 380-
405). IGI Global.
Dayaram, K., and et.al eds., 2020. Developing the Workforce in an Emerging Economy: The
Case of Indonesia. Routledge.
DeCenzo, D.A., Robbins, S.P. and Verhulst, S.L., 2016. Fundamentals of human resource
management. John Wiley & Sons.
Froidevaux, A., Alterman, V. and Wang, M., 2020. Leveraging Aging Workforce and Age
Diversity to Achieve Organizational Goals: A Human Resource Management
Perspective. In Current and Emerging Trends in Aging and Work (pp. 33-58). Springer,
Cham.
Goh, E. and Lee, C., 2018. A workforce to be reckoned with: The emerging pivotal Generation Z
hospitality workforce. International Journal of Hospitality Management. 73. pp.20-28.
Greene, R.J., 2020. Strategic Talent Management: Creating the Right Workforce. Routledge.
Guest, D.E., 2017. Human resource management and employee well‐being: Towards a new
analytic framework. Human resource management journal. 27(1). pp.22-38.
Schmidt, J.A., and et.al. 2018. Human resource management practices and voluntary turnover: A
study of internal workforce and external labor market contingencies. The International
Journal of Human Resource Management. 29(3). pp.571-594.
Shah, M., 2019. Green human resource management: Development of a valid measurement
scale. Business Strategy and the Environment. 28(5). pp.771-785.
Sunday, A.O. and Salifu, O.D., 2017. Workforce Diversitry in Nigeria: The Challenges for
Human Resource Management. Review of Public Administration and
Management. 400(5432). pp.1-8.