Unit 3 Human Resource Management

Unit 3
Human Resource Management
Table of Contents

INTRODUCTION................................................................................................................................2
TASK 1.................................................................................................................................................3
P1: Different HRM areas and their contribution to creating sustainable organizational
performance.....................................................................................................................................3
P2: reviewing the effects of changing nature of organizations on human resource skills
and knowledge................................................................................................................................3
P3: Relevant HRM practices in relation to recruiting and retaining appropriate employees
for attaining business objectives...................................................................................................3
P4: Internal and external factors that influence HRM decision making to support
organizational development...........................................................................................................3
TASK 2.................................................................................................................................................3
P5: Application of HRM practices in work related context to demonstrate improvement to
sustainable organizational performance......................................................................................3
CONCLUSION....................................................................................................................................3
REFERENCES....................................................................................................................................3

INTRODUCTION
Human resource management refers to the strategic approach for effective
and efficient management of human resource i.e. people in an organization, so that
they help the organization in attaining competitive advantages. Human resource
management is a function of organizations which is designed specifically to
maximize the performance of employees in service of their strategic objectives or
goals (Cross and Swart, 2022). The report will aim to analyse the different HRM
areas, review the dynamic nature of HR skills, HRM practices related to recruitment
and retaining as well as factors which influence HRM. It will also analyse the HRM
practices which are related to improving sustainable organizational performance.
TASK 1
P1: Different HRM areas and their contribution to creating sustainable organizational
performance
Human resource professionals needs to understand the functional areas of HR
department so that they are able to help employees accordingly. The functional
areas which HRM focus are as follows:
• Recruitment and staffing: Even though hiring people is the job of hiring
management but the human resource management have to sort application in
order to identify a suitable candidate for the management. HRM forwards the
list of candidates to hiring manager who are suitable for the job. It is the job of
human resource management to write job description which matches
qualification for open positions. Through this way the HRM recruits right
people on right job and ensure the people are contributing their best to
organization (Kim and et.al., 2019).
• Employee benefits: HRM have to provide various benefits to employee
which includes sick leave, family leave, healthcare, flexible spending, health
insurance and retirement accounts etc. this functional area of HRM helps the
company to retain its people with the organization as well as helps in
attracting new talent from outside.
• Human resource compliance: Human resource management have to
comply with the federal laws and state laws. The HRM age to comply with

these laws for defining how employees can be terminated as well as anti-
discrimination protections. HR ensures that these laws are being followed and
ensure appropriate working of the organization.
• Employee compensation: HRM have the obligation to decide what and how
much an employee will be paid. They decide if the salary of a person is to be
raised or not. HR have to identify the current competitive wages for a
particular position. This helps the companies in retaining the existing
employees in the company only. Through this the company motivates the
employees and thus they perform better (Yong and et.al., 2020).
• Employee and labour relations: Human resource management has to
ensure effective and good relations among the staff in organizations. They
have to draw realm as well understand what the employees and labour wants.
If these conditions are fulfilled the staff will be able to work effectively in
cooperation. Employee cooperation allows the companies to attain their
organizational goals as well as makes the employees work together to attain
those goals.
• Organizational structure: Human resource assist the management teams in
creating the business goals and vision statement of the organization. HR is
also responsible for conceptualising the organizational charts as well the flows
of projects running in every department. Through ensuring smooth flow id
projects and information, HR contribute towards attaining organizational goals
and enhanced performance of the company.
• HR information and payroll: HRM is also accountable for the keeping the
track of working environment of the organization. They have to get feedback
from employees as well as from the customers as well. Maintenance of
working environment is essential for HR as it decides the reputation of the
company (Collings and et.al., 2021). Through maintenance of the reputation
of the company, HRM contributes in the company and its competitive
advantages.
• Employee training and development: In the organizations HRM have to
provide training and development programs so that employees have
appropriate skills, capabilities and knowledge to perform their designated