Question 1: HR Planning and Process Human Resource Management Name of the University: Name of the university: Author note 1: HR Planning and Process Human Resource Management

Running head: HUMAN RESOURCE MANAGEMENT
Human Resource Management
Name of the student:
Name of the university:
Author note

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Question 1: HR Planning and process
Human Resource Management is considered as the backbone of every organization. An
HR manager is entitled with the task of employing people in the organization, training and
compensating them and developing policies and strategies for retaining them. To manage the
working procedures within the organization properly, this particular department has gone
through many changes by implementing their plan and processes (Armstrong and Taylor 2014).
Strategic planning is a part of human resource management which recognizes the existing
and future needs of human resources for achieving the organizational goals. Such planning acts
as the link between human resource management and the allover strategic plan of an
organization. The process of strategic planning in the human resource management evaluates
both internal and external environment of the organization. There are various steps in the process
of strategic planning such as, evaluation of the present state, identifying the objectives and
strategies to achieve the target and execution and evaluation of the plan. Following are the
aspects which play a major role in the total strategic planning of the organization (Goetsch and
Davis 2014).
Staffing- It includes the development of a strategic plan to establish the number of people
required to be hired. On the basis of this strategic plan the HRM completes the hiring process of
recruiting and selecting the suitable people for the jobs.
Basic policies- With the development of policies, the HRM ensures that the strategic
plan’s goals are achieved. The department also takes care of the development of the
communication of specific policies.

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Compensation and benefits- Apart from the salary, benefits, incentives, allowances and
other perks of the employees are taken care of by the HR department (Paillé et al. 2014).
Retention- The HR looks into the evaluation of the employees and make strategies on
their retention of the best employees along with the inputs received from the other managers of
the organization.
Training and Development- The new employees are given proper training by developing
skills for their improvement so that they can contribute towards the improvement of the
organization.
Regulatory issues and worker safety- The HRM is responsible for keeping updated
information on the current regulatory regarding employment, health and safety of the employees,
harassment at the workplace and other issues (Farrell and Farrell 2017).
Example- Jenny was appointed as the HR manager of a company when it was in a very
bad shape. The recruitment of the specific company was not done properly which affected the
production. The employees of the company were also furious as a result of the fact that they were
not getting timely bonuses for the work that they have done. There was an overall chaotic
situation inside the organization which needed to be organized by Jenny. She had a previous
experience of 5 years of working in the same position in another company therefore it was not a
problem for her to tackle the situation. With the help of the other managers she arranged for team
meetings with the old employees and arranged for their bonus with the current month’s salary.
On the other hand she also hired trainers from outside to provide training to the newly recruited
employees for developing their skills and perform in a better way.
Question 2: Strategic Human Resource Management and Functions

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Strategic human resource management refers to the basic human resource components
such as hiring, discipline and payroll and thus involves the process of working with the
employees in a collaborative manner. Such process of working helps in enhancing retention of
the employees with improvement in work quality which helps in increasing the mutual benefit of
employment both for the employees and the company. With the implementation of strategic
human resource management the organization is connected to its strategic goals and objectives
for improving the business performance. This will lead to the development of organizational
culture which will enable innovation, flexibility and competitive advantage (Jackson, Schuler
and Jiang 2014).
Strategic HRM simply refers to the acceptance and involvement of the fundamental HR
function as a strategic partner in the planning and implementation of the company’s strategies
with the help of HR activities such as recruitment, selection, training and rewarding individuals.
The main features of strategic HRM are integrated with the following processes- organizational
strategies and organizational culture jointly considers the need for human resources at the
quantity and skill levels. Again, competitive environment and current organizational situation
considers the available financial resources. Both these outcomes together gives way to the basic
HR activities such as employee relations, performance management, compensation, HR
development, recruitment and selection of employees and equal employment (Kramar 2014).
Strategic HRM has an important function to focus on such actions which distinguishes
the company from the competitors. They are concerned with the long term allotment of the
important resources and similar to those resources and capabilities of the external environment.
Strategic HRM has the function to contribute to the organization by endorsing the company’s
strategy through a proper plan parallel to the goals of the organization. It is also concerned with

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the issues and activities of the individuals which can affect their behavior and contribution to the
goals and objectives of the organization (Marler and Fisher 2013). The approaches of the
strategic HRM are the important components of the business tactics of the particular
organization. Therefore, strategic HRM makes use of planning, approach the design and
management of the individual systems on the basis of employment policy and manpower
strategy. This can sometimes include a policy and relate the HRM activities and to clear business
strategy. Therefore the individuals of the organization are considered as a strategic resource for
winning over the competitive advantage, as mentioned by Purce (2014).
In the present day, many organizations have appointed ‘people managers’ who play the
part of enabling and satisfying the need of the resources. For example, XYZ Company had stated
that they treat their employees as assets and their capital walks in and out every morning and
evening is a interesting concept. It has become necessary for the organizations to look into the
needs of the employees more than ever. The fact of strategic HRM is that the organizations
obtain their strategies from the employees instead of forcing their own strategies on the
employees.
Question 3: Global context of HRM
In the contemporary business environment, HRM has a remarkable significance at
various levels. At all these levels, the HRM has an important role to play in the global firm
which has foreign direct investment in a foreign country. Also the HRM is very important in
setting up of franchise or making technical collaborations. If an organization goes global in terms
of HRM then it will benefit them in achieving the organizational goals more effectively. The

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function of the global HRM is also similar to the basic function of HRM with a bit of difference
when conducted on a global scale (Sparrow, Brewster and Chung 2016).
Recruiting and hiring- the main purpose of the HRM is to find a suitably qualified
candidate that can satisfy the requirements of the specific position. The hiring has to be done
keeping in mind the particular position and designing the interview questions in such a way so
that the requirement of the position is met. When this specific function is considered on a global
context there are some important factors. The HR department should understand the tasks for the
specific position in that particular country with successful skills. The differences in education
levels are also taken in consideration which varies from one country to another (Budhwar and
Debrah 2013).
Training- The recruited employees need to be properly trained so that they get through
with the working of the organizations. Due the globalization of HRM it becomes difficult for the
crucial policies and processes to be similar and communicate the same from one global area to
another. By using the same processes and policies all over the world, miscommunication among
the staff members can be avoided. It also helps in cutting costs when the same resources can be
passed on to the various locations.
Developing and administering- There are companies which deliver opportunities for extra
training to develop the skills which are deficient in the employees. In a global context, the
employees get a chance to visit a foreign country for getting the training. This helps the
employees to become adaptable to working in various locations. The company must assure that
the training needs for the employees are satisfied because at a global level the time varies from
one place to another (Brewster et al. 2016).