HRM Practices: Concept, Purpose, and Key Functions
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This article discusses the concept, purpose, and key functions of HRM practices in achieving business objectives. It explores workforce planning, recruitment, and selection approaches, and evaluates the advantages and limitations of these methods. The article also includes a case study on HRM practices at Netflix.
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HRM PRACTICES
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Table of Contents INTRODUCTION...........................................................................................................................1 MAIN BODY...................................................................................................................................1 Concept and purpose of HRM to Netflix....................................................................................1 Key functions of HRM and how they help in achieving its business objectives........................2 Concept of workforce planning for effectively recruiting and selecting the talent to Netflix....2 Explain the difference between recruitment and selection with suitable approaches.................2 Usingtwocurrentjobdescriptions,evaluatetheadvantagesandlimitationsusedin recruitment and selection approaches.........................................................................................2 CONCLUSION................................................................................................................................2 REFERENCES................................................................................................................................4
INTRODUCTION Human resource practices are the part HR strategy as it is a comprised system of doing business. The term best practices defines the HR system which have great impact on the workforce and an organisation. These practices are the set of human resource management actions and process which work universally(Milliman and Clair, 2017). HR is a strategic approach of effectively managing the people of company in a manner that they help in gaining competitive advantage. This report is in the context of Netflix which is an American media service provider and production company founded in 1997 and headquarter in Los Gatos, California. This assignment is going to cover the concept and purpose of HRM and its key functions. It also explains the effective workforce planning and comparison between recruitment and selection with its suitable approaches. Lastly, using two job descriptions, the advantages and disadvantages is described of various recruitment and selection approaches. MAIN BODY Concept and purpose of HRM to Netflix Concept of HRM:Human resource management refers to the management of people at work. It is a process which binds the employees with company and also helpful for both people and organisation to attain suitable goals and objectives(Tang, and et. al., 2018). It include various policies and practices which are designed to help both workers and company. It is the sum of three factors as human depicts the skilled workforce, resources describe the inadequacy of availability and management depicts the appropriate use of limited use of resources. Purpose of HRMPerformance Management:This function of HR manager is related with the managing and evaluating the overall performance of employees. They are accountable for creating the whole performance appraisal procedure(Vanhala and Ritala, 2016). It is related with performance appraisal of employees as it is annually occurs in Netflix as its managers use this tool to adjust the workflow and take decisions which are helpful in achieving the objectives or company. In addition to this, their aim is to define the effective performance and also develop the process of measuring the performance.Employee Relations:Within an organisation, employee relations plays an important role for the improvement of performance and morale of subordinates. For performing this, the 1
purpose of HR manager is to retain their talented staff and employees. Here, it is determined that it is an effort which is done by employers for developing the good and healthy relations with employees. In terms of Netflix, these efforts are done by the manager of departments in order to develop healthy relations with employees. Compensation:Fair and equal payment is the matter of concern for employees and it is also performed by HR manager by personally researching about the compensation needs among workers and trends and their aim is to provide industry acceptable pay(Dumont, Shen and Deng, 2017). In terms of Netflix, their HR manager assess policies and also help company to comply with the legal norms and regulations. The HR department of Netflix review and and provide documentation for unemployment claims. Key functions of HRM and how they help in achieving its business objectives The important unit of business is employees and for this, HR manager make sure that this factor improve skills, attain highest potentials and satisfy them (Human Resources Department Functions, 2020). To perform all this many functions of HRM take care of:Maintaining healthy working environment:Healthy working environment is useful in avoiding the high turnover and recruiting and training cost of employees. It is achieved when the HR manager encourages the employees in creating the career path and rewards to them to avoid any negative action within an organisation(Masri and Jaaron, 2017). For this, engagement of employees and compensation plays an important role in satisfying the employees. Few benefits which are offered by Netflix are flexible working hours, vacations, insurance, education reimbursement for children and many more for provide good working conditions and retaining best talent for longer period of time.Training and development:It plays an important role in the success and growth of an organisation because if employees are updated and talented then it becomes a benefit for company. In Netflix, their HR manager provide frequent training to their employees becauseitcreateopportunityforthemtogrowandtakeresponsibilitiesforthe functioning of an organisation. With this function, the skills and knowledge of employees get updated and conducted to make employees more comfortable within the company. Recruitment and selection:It is concerned with hiring new and fresh talent within an organisation by covering all the needs. It is performed to fulfil the requirements of company and it needs to be done in right manner to avoid any losses and mistake in 2
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hiring people. Recruitment and selection is an expensive and lengthy process as it include many steps. In terms of Netflix, their manpower staffing services can easily solve the complex hiring challenges by integrated recruitment process with the use of latest technology like online recruitment platforms, psychological test, interview and so on in order to get best candidate by matching the basic requirements. Concept of workforce planning for effectively recruiting and selecting the talent to Netflix Concept of workforce planning:It refers to the process to make sure that organisation has current and future determination of required human capital within an organisation. It includes the identification of human needs and also explore the most suitable and cost effective way to hire and retain manpower in an organisation(Delery and Gupta, 2016). It is a factor which continuously determine the effectiveness of workforce and execute the required measures. In order to recruit and select suitable workforce it is required to have effective forecasting skills to develop plans regarding the hiring and opting the suitable candidates. This function is important to make sure the right number of employees with suitable knowledge and skills at right time. This function projects the future human needs and also analyse the strategies to fill those needs. This function projects the future human needs and also determine the strategies to fill those needs and it is termed as HR planning or the management of talent. It is useful in identifying the essential skills which an organisation currently does not have but after sometime it arises. In relation with Netflix, it is a core business procedure which align changes within an organisationand can become more cost effective according to the activities of an organisation. It does not need to be complicated and can be adjusted according to the size and maturity of an organisation. It also offer market and industry intelligence to help the company and also put emphasis on the challenges and issues for operational initiatives to support it for long term business goals. Explain the difference between recruitment and selection with suitable approaches RecruitmentSelection It is a process of searching the candidates for the employment and also apply jobs within the organisation(Garavan, and et. al., 2016). Itincludemanystepswhichareusefulin selecting suitable candidates for the vacant job position. Purpose of recruitment is to develop talentedThe purpose of selection process is to choose 3
pool of candidates to select best candidates for thecompanyandattractmoreandmore employeesfortheapplicationofan organisation. suitable candidate to fill the different positions of company. It is termed as positive process as it encourages more andmore employeestoapply inthe company. It is considered as negative process because it include rejection of those candidates who are unsuitable for the job(Edwards and et. al., 2016). Approaches of Recruitment:Recruitment has mainly two approaches used by Netflix which are discussed as under: Internal:It is a process which is helpful in filling the vacant job position by recruiting employees within an organisation. It also has two ways which are as follows:Promotion:It is an act for the progress of workers as here, employees are promoted to nextpositionbyanalysingspecificskillsandperformance.Here,employeesare promoted within an organisation(Moore and Jennings, 2017).Transfer:It is a process in which workers are promoted from one position to another post under same organisation. External:In this process, vacant post is filled by analysing suitable knowledge and experience of candidates who belongs from outside an organisation(Presbitero, 2017). In this approach, employees are hired from outside of an organisation. It has many methods but few of them are mentioned as follows:Advertisement:It is the popular recruitment method which is helpful in hiring employees from the external side of an organisation. In this method, full details are provided to public regarding the specific job position with the mode of magazines, newspaper and so on.Campus Recruitment:In this method, new candidates are recruited who has fresh and unique mindset and it arises them from their educational institutions and colleges. Approaches of Selection:It has four approaches which are used by Netflix are mentioned as: 4
Online Screening:It is a process in which applications are viewed which are concerned with the job and send by candidates with the help of emails or official website and further selection process is depends on screening.Interviews:In this process candidates are hired on the grounds of few questions and it is organised as a face to face round.Ability and aptitude test:It is helpful in analysing the desired skills and knowledge of employees as because of this, company get talented and skilled employees. Personality profiling:This process is useful in analysing the behaviour of employees like they are suitable for the particular job position or not. Using two current job descriptions, evaluate the advantages and limitations used in recruitment and selection approaches JOB DESCRIPTION Job role:Senior Technical Program Manager Reported to:Technical Department Head Job summary:Recruited for leading consulting firms in order to provide project management at large level and complex technology initiatives. Responsibilities: Track and monitor technical issues and besides from tracking issues, manager need to find the suitable solutions in an effective manner.Manage, plan and oversee the progress of program and the manager need to maintain and keep the projects within the budgets and schedules. Qualifications: Masters' degree in engineering, computer science, and other similar field. Minimum 5 years experience in technical program and other managerial position. JOB DESCRIPTION Job title:Senior Software Engineer Reportable to:Technical Department Head Job summary:Senior software developer is a member of software team who is responsible for the requirements, design, construction, testing and verification of software products. 5
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Responsibilities: Determine the requirements of customers Develop software architecture Take part in estimation of tasksImplement and integrate the components of software Qualifications: UniversitydegreeinthefieldofComputerscience,electronicsandinformation technology Minimum 5 years experience in C language programming Knowledge in general electronics and software design Professional experience in design of software Recruitment StrengthsWeaknesses Internal:Recruitmentofemployeesislow budget and quick to hire vacant job post in TESCO. External:It is helpful in getting new and fresh talent within an organisation in terms of skilled candidates. Internal:Due to above discussed recruitment method, company does not get fresh and new talent within an organisation. External:Thisfunctionisquiteexpensive because of advertisement cost. Selection StrengthsWeaknesses 6
Onlinetestareconsideredbymany organisationsasherecandidatescan easily get maximum marks in easy and quick way. Interviews are useful in analysing the suitablepersonalityofcandidatesby overseeing their personality. Due to online test, many candidates get nervous because questions which are askedtothemarequitetoughand complex. Interviewsare more timeconsuming becauseitalengthyprocesswhich require more time to done. CONCLUSION Thus, it is concluded that HRM practices are important for the systematic regulation of an organisation and these practices put great impact on the functioning of company. Here, various functions and purpose of HRM are described which are useful in attaining the objectives of business. It also describe the comparison among workforce planning with its approaches and evaluate the advantages and limitations of these approaches. 7
REFERENCES Books and Journals Delery, J. and Gupta, N., 2016. Human resource management practices and organizational effectiveness: internal fit matters.Journal of Organizational Effectiveness: People and Performance. Dumont, J., Shen, J. and Deng, X., 2017. Effects of green HRM practices on employee workplace green behavior: The role of psychological green climate and employee green values.Human Resource Management.56(4). pp.613-627. Edwards, T and et. al., 2016. Global standardization or national differentiation of HRM practices in multinational companies? A comparison of multinationals in five countries.Journal of International Business Studies.47(8). pp.997-1021. Garavan, T and et. al., 2016. The antecedents of leadership development practices in SMEs: The influence of HRM strategy and practice.International Small Business Journal.34(6). pp.870-890. Masri, H.A. and Jaaron, A.A., 2017. Assessing green human resources management practices in Palestinianmanufacturingcontext:Anempiricalstudy.Journalofcleaner production.143.pp.474-489. Milliman, J. and Clair, J., 2017. Best environmental HRM practices in the US. InGreening People(pp. 49-73). Routledge. Moore, L.F. and Jennings, P.D. eds., 2017.Human resource management on the Pacific Rim: Institutions, practices, and attitudes(Vol. 60). Walter de Gruyter GmbH & Co KG. Presbitero, A., 2017. How do changes in human resource management practices influence employee engagement? A longitudinal study in a hotel chain in the Philippines.Journal of Human Resources in Hospitality & Tourism.16(1). pp.56-70. Tang, G and et. al., 2018. Green human resource management practices: scale development and validity.Asia Pacific Journal of Human Resources.56(1). pp.31-55. Vanhala,M.andRitala,P.,2016.HRMpractices,impersonaltrustandorganizational innovativeness.Journal of Managerial Psychology. Online HumanResourcesDepartmentFunctions.2020.[Online]Availablethrough <https://www.humanresourcesmba.net/lists/5-purposes-of-the-human-resources- department/>./ 8