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Concept of Human Resource Management Policies

   

Added on  2021-06-17

13 Pages2965 Words111 Views
Leadership ManagementData Science and Big Data
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Running head: HUMAN RESOURCE MANAGEMENT HUMAN RESOURCE MANAGEMENTName of the studentName of the universityAuthor note
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1HUMAN RESOURCE MANAGEMENT Introduction The proper management of the workforce of the organization helps in the maintenance ofthe proper functioning of the business as per the needs of the organizations to bring inimprovements in the situation of the same. The key element of the change that is undertaken bythe Human resource management of the business is to integrate and empower the employees tostreamline their functions as per the objectives of the business firm. Motivation and having aconcern for the welfare of the employees helps in maintaining and retaining a skilled workforcethat helps in improving the performance of the business in the market. The discussion outlines the key concepts of the HRM policies and the manner in whichthe policies and the strategies of the organization’s HRM practices helps in ensuring a smoothoperating workforce. The discussion also delineates the strategies, patterns and tools that areutilized by the organizations to bring in continuous improvements in the systems. Theenumeration of the various strategic survey data helps in the identification of the issues that arefaced by the organizations helps in bringing forth improvements in the systems of the business. Nature and characteristics of HRMIt is important to understand that an effective Human Resource Management system isbanked upon a number of determinant factors, which can also feature the different characteristicsof the HRM. In this regards, an important feature of the HRM is to function in bothadministrative and strategic field (Bannò and Sgobbi 2016). Therefore, Human ResourceManagement has a pivotal role in communicating with the top management. It can be assertedthat in every business organisation, the higher authority keeps in touch with the HRM and in
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2HUMAN RESOURCE MANAGEMENT order to make any change or transformation, the opinion of the Human Resource Manager ishighly important and respected. Besides this, the Human Resource Management puts emphasis on the recruitment processfor the company. It is the HR management, which estimates and measures the priority of therecruitment. At the same time, analysing the mode of test and the way to set up a recruitmentprocess and interviews are also imposed on HR manager (Beer, Boselie and Brewster 2015).Hence, it can be argued that the Human Resource Management is solely responsible for settingup a plan and mechanism to get the best result in form of recruiting efficient employees(Edwards et al. 2016). In fact, while an employee decides to quit or leave the job it was theresponsibility of the HR manager to arrange an exit interview. Through this interview themanager can assess the possible loopholes of the company’s internal structure and procure achange plan if needed.In this context, the talent management process is considered to be highly necessitated andimportant to be implemented. The talent management process is defined as the science or themethod by which the strategic management planning render effectiveness and benefits to thecompany (Kang, Snell and Swart 2012). This holistic nature of the talent management toolimplies the importance of Human Resource Management in present case scenario and it will helpthe business organisation to achieve well-being and sustainability. Integration of data, analyticsand user experience are the key components of talent management process and a matter of HRmanagerial concern (Chiang, Lemański and Birtch 2017).The Human Resource Management is primarily identified as a bridge among companyauthorities and the specific stakeholders like employees and other managers. In this regards, the
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3HUMAN RESOURCE MANAGEMENT wisdom of the organisation bestows on the communication that is carried out by the HR manager(Edwards et al. 2016). In addition to this, another characteristic feature of the Human ResourceManagement is related to cost effectiveness and reducing errors in company’s organisationalbehaviour (Jamali, El Dirani and Harwood 2015). Furthermore, calculating the companypayrolls, making compliance report and managing employee data are also included in the job ofthe HR manager. Therefore, the more the Human Resource Management will effectivelyfunctioning the less the expenditure of the company will be.People management strategies, procedures and toolsThe management of human resource is based on the strategies and the functions that areundertaken by the management of the business to bring in improvements in the market situation.The proper management of the organization and the workforce helps in the improvements of theorganizations as per the needs of the business to perform in the international competitivemarkets. There are different strategies that are considered by the organization while managingthe human resources o retain the skilled workforce and get the work going (Antonioli, Mancinelliand Mazzanti 2013). The strategies that are implemented by the organization while bringing in changes in thesystems of the business is based on the identification of the needs of the workforce to functionsmoothly as per the objectives of the businesses. Motivation to the employees and empoweringthem through the provision of continuous training and other sessions helps in brushing up theskills of the employees to bring in changes in the systems of the business in the market. Theidentification of the needs of the employees and facilitating them with the same helps inenhancing the functions that are undertaken by the business (Keep 2014). Management of the
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