Assignment on Human Resource Management System (PDF)

Human Resource
Management

Table of Contents
INTRODUCTION...........................................................................................................................3
Question 1........................................................................................................................................4
Implementation of strategic human resource development and factors of Millennials as
referred to articles...................................................................................................................4
Question 2........................................................................................................................................9
Talent management and role with human talent, performance and flexible with technology
solutions..................................................................................................................................9
Question 3......................................................................................................................................13
3. 1 Difference between significance of technology to human resource management function
and human resource development........................................................................................13
3.2 Evaluating use of technology in human resource development function and
recommendation...................................................................................................................16
CONCLUSION..............................................................................................................................19
REFERENCES .............................................................................................................................20
.......................................................................................................................................................21

INTRODUCTION
Human Resource Management is a function within an organisation which focus on
recruitment of candidates and providing guidelines to manpower in a company. It basically deals
with concerns that are related to staff of an organisation in terms of hiring, compensation,
performance, safety, wellness, benefits, motivation and training (Armstrong and Taylor, 2014). It
is also a predetermine approach to manage people and work culture in a particular organisation.
Eventually, it engage, improve and preserve sufficiently capable employees to implement
activities essentially to achieve organisation aims. Furthermore, human resource management is
coordination of an organisation people to achieve specific business objectives, fulfil staffing
needs and maintain employees satisfaction. It accomplish its objectives through use of people,
processes and technology that basically focus on internal parts of an organisation rather than on
external environment. It concentrates on internal sources of competitive advantage and proactive
in its relationship with people as well as seeks to enhance organisational performance in its
relationship with them. Moreover, human resource management enables the workforce of an
organisation to contribute efficiently and effectively towards over all achievements of a
company's goals and objectives. In this report, organisation chosen is Mark & Spencer, a major
British multinational retailer headquartered in Westminster London. It is specialised in selling
clothing, home products and luxury food products. This report is going to analyze the
implementation of strategic human resource development in Mark & Spencer. Such as strategic
human resource department must be flexible enough to accommodate changes in environment.
Moreover, identifying a person role responsible for understanding a business need to success and
best way to fulfil role with human talent both permanent and flexible with reference to
technology solution. Differencing between significance of human technology to human resource
function and human resource development in an organisation. Furthermore, evaluating use of
technology in human resource development function as well as providing recommendation for
improvement.

Question 1
Implementation of strategic human resource development and factors of Millennials as referred
to articles
Human Resource Development ( HRD ) is a framework that help employees to develop
their personal and organisational skills, knowledge and abilities (Bratton and Gold, 2017). It is
one of the most significant opportunities as it help in employees career development,
performance management and organisation development. In many organisation human resource
development process begins with hiring new employees and continues through out employee's
tenure within a company. The main purpose of human resource development is to provide “
coaching” that is need to strength and grow knowledge, skills and abilities of an employee.
Moreover, focus of all aspect of human resource development is on developing most effective
and superior workforce so that an organisation and individual can accomplish their work goals in
an appropriate manner. It also help an individual or employees in increasing knowledge and
capabilities and positive working attitude towards all level in business undertaking. It is needed
by an organisation in order to be dynamic and growth oriented to succeed in fast changing
environment. An organisation can become dynamic and grow through efforts and competencies
of human resource.
Scope of human resource development
The scope of human resource development basically deals with procurement,
compensation, maintenance and utilization of human resource (Briscoe,Tarique and Schuler,
2012.). It also deals with efficient utilization of human resource and it is a part of human
resource management.
Features of human resource development
Systematic approach: In an organisation, human resource development is a systematic
and planned approach through which efficiency of employees is improved. Moreover, it help
Mark & Spencer to achieve their entire gaols and objectives which are planned according to a
systematic approach.
Continuous process: Human resource development is a continuous process for
development of all types of employees. Mark & Spencer are adopting this process in order to
develop their technical, managerial, behavioural and conceptual employees on continuous basis
in order to meet goals and objectives of an organisation.

Human resource development plan
Human resource development plan are basically action steps or strategic oriented towards
future development for an organisation. Such plans indicates how resources will be allocated,
activities to be performed, encourage employees and implement in such a manner that
organisation goals are achieved (Brewster and Hegewisch, 2017). It also include design and
construction of developmentally oriented activities which is essential in assisting people in
achieving goals of an organisation. Moreover, strategic human resource development plan assist
people to their job in an appropriate way and will have best chance of improving their
capabilities, potential and influence their wealth.
The human resource department of Mark & Spencer are well versed with current
management trends and stay up to date in terms of strategic orientations. The process of human
resource development is based on executives, managers, or employees to conduct daily activities
and maintain level of enthusiasm among workforce. A strategy is long term planning that is
developed and implemented by top management of Mark & Spencer. These plans are used to
seize opportunities to allocate resources in an effective manner. It also includes plan to create
develop strategies in order enhance skills and knowledge of employees. It also train executives,
manager and employees in such a manner that plans are flexible enough to accommodate
changes in working environment as per unexpected situation.
Moreover, training prepares personnel for dynamics of performance that arise in an
individual it is done through training seminars events and programs. It also provide provide
multiple benefits such as to Mark & Spencer such as increasing extrinsic and intrinsic job
satisfaction of employees and staff members of their organisation. It also enables them to
increase their customer satisfaction in adapting changes according to need and demand of their
potential customers. Moreover, by implementing strategic of human development plan assist in
increasing efficient and effective use of resources. It also help developing a peaceful working
environment for their employees so that they can carry out their work without any difficulty.
Eventually, this plan also help managers of Mark & Spencer in making human resources
development actives in proactive nature and in case of impact of situation requires changes or
need of an organisation. Thus, such strategic implementation of human resource development
plan will lead to increase productive of an organisation in an effective manner over stipulated
period of time.

Strategic Human Resource Development is the way of enhancing resources capability
according with belief of human capital of an organisation which is major source of competitive
advantage. It also ensure that right quality people are available in order to meet future as well as
present needs.
Strategic HRD is important for ensuring about HRM and staff management working with
interest of organisation. It is important because with effective plan, goal and objectives cannot be
achieved.
Human resource development plan helps in guiding participants in a step by step form for
developing staffing, forecasting, performance management, compensation and employee
development (Brewster, Chung and Sparrow, 2016) As this plan will help members and
employees of Mark & Spencer how each plans are linked with each other in an organisational
strategic development plan and contributes moral and over all success to organisational success.
Moreover, implementation of strategic human resource development plan in Mark & Spencer so
that plans are enough flexible to accommodate changes in environment.
Develop through understanding of company's objectives: In an organisation, adopting a
strategic human resource development leads success in Mark & Spencer as it clearly define
mission and vision of their organisation. It will help manager in ensuring clear communication of
company's gaols and according a strategic resource development plan will help them in
providing training and development to its employees in order to activities its goals and
objectives.
Evaluating human resource capability: It is necessary of an organisation to evaluate
capabilities of human resource in a company. It will enable Mark & Spencer to understand
employees contribution in fulfilling goals and objectives. Additionally, it will also help them to
understand needs and wants of each employees and according they will able to shape out their
employees according to requirement of an organisation. Thus, strategy need to be simple and yet
includes all aspect of human resource development and should be communicate to individuals
and other department of organisation that must be involved in implementing strategy.
Resource analysis: In an organisation implementation of strategic human resource
development requires to considerate amount of resources. It is important for Mark & Spencer to
evaluate its resources for both current and future need as well maintain monetary and logistic
resources. Accordingly, a prediction need to be made in relation to number of employees in