HRM 5003 - Assignment, Human Resource Management
Added on 2020-03-07
23 Pages2996 Words62 Views
Professional DevelopmentLaw
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Running head: HUMAN RESOURCE MANAGEMENTHuman Resource ManagementName of the Student:Name of the University:Author Note:
1HUMAN RESOURCE MANAGEMENTTable of Contents Task 1...............................................................................................................................................2Task 2...............................................................................................................................................6Task 3 a..........................................................................................................................................11Task 3 b-Application.....................................................................................................................11Task 4.............................................................................................................................................13Task 5.............................................................................................................................................16References......................................................................................................................................20
2HUMAN RESOURCE MANAGEMENTTask 11. Reason for consulting Line and Senior Managers regarding human resource needsThe human resource management requires depending on the involvement of the liemanagers or the senior managers due to the following reasons:The line manager approaches are the critical factors for the company to supervise theemployees and ensure the employee engagement within the company (Reiche,Mendenhall and Stahl 2016). The line manager needs to approve the performance appraisal process for the employees. The line managers describe the performance related pay that the HR professionals need toaddress to the associated employees. The line managers require implementing the work related strategies. Without theapproval of the line managers, the strategic decisions would be pending and the HRprofessionals need to wait for the approval (Alfes et al. 2013). The line manager is committed to resolve the conflicts that are difficult for the HRprofessionals to resolve (Coe and Letza 2014). 2. Ten HR ServicesSelection and RecruitmentEmployee Lifecycle ManagementRegulatory ComplianceConflict Resolution Training and Development
3HUMAN RESOURCE MANAGEMENTEmployee Engagement and RetentionBenefits Administration Attendance Sheet maintainingPayroll Administration Budget Management3. Eligibility of HR service providersMinimum of bachelor’s degreeResponsible towards employee motivation, engagement and retentionEffective communication and interpersonal skillsBasic understanding of the organisational functionalitiesGood Decision making skills4. ROIROI is the percentage measuring tool to calculate the profitability of the organisation andorganize the personal financial decisions. The human resource is basically dealing with thepeople management. However, it is difficult to get access the data related to the organisationalprofitability rate until the proper data is revealed (Alfes et al. 2013). Hence, the human resourcedepartment faces difficulties in calculating ROI. However, it is important to the HR to make acalculation of ROI. It will be helpful for structuring the organisational decisions since theprofitability would be calculated. 5. Comparison between Quantitative and Qualitative Data Collection
4HUMAN RESOURCE MANAGEMENTThe quantitative data is gathered to keep the track of the productivity whereas thequalitative data collection process depends on the human observation (Messersmith andWales 2013). In human resource management, the quantitative data is used to rank the employees. Thequalitative data evaluates the performance monitoring aspect of the employees. 6. Key Provisions of Legal and Compliance RequirementsEqual employment opportunitiesAffirmative ActionStrict legal action against sexual harassmentHiring the right talentProviding the necessary training and education Providing the updated handbookConducting the HR compliance Audits7. HR linking with business operationsThe HR professionals require the effective communication skills, be it with the highermanagement level or with the employees (Ford 2014). The human resource strategies need to bealigned with the management planning process for establishing the business operations. Theassociation of the HR and the management is necessary for structuring the business functions. 8. Performance and Contract ManagementPerformance and Contract Management in human resource management determines thecontracts made between the employees and the employers. While recruiting the suitable people
5HUMAN RESOURCE MANAGEMENTfor the organisation, the contract or the agreement is made between the HR and candidates(Pollock, Wick and Jefferson 2015). This contract generally contains the rules and norms of theorganisation that they need to follow within the company. It is thus quite important for thehuman resource management basics. 9. Importance of FeedbackExtracting feedbacks from the employees or the other management personnel are quiteefficient process of understanding the area of improvement. The human resource department canidentify the drawbacks through such feedback process.
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