Introduction to Human Resource Management - Pdf

HRM

Table of Contents
INTRODUCTION..........................................................................................................................1
TASK 1............................................................................................................................................1
TASK2.............................................................................................................................................2
REFERENCES: ..............................................................................................................................6

INTRODUCTION
Human Resource Management is based for the management of employees in any firm.
Human resource manager carries many responsibilities including designing, benefits, staffing
and compensation provided to employees (Ahlvik and Björkman, 2015). It is an effective and
strategic approach applied so that business could achieve a competitive advantage in market. In
this report, there would be HRM discussion of organisations like Iceland Ltd (Cook, H.,
MacKenzie and Forde, 2016). And Arcadia Group. Professionals of these companies have
achieved success through people and managing capital of these organisations.. they are
specialised in hiring, benefits,training, focusing on implementation of strategies and many more
work. Many training programs and activities are conducted where organisational goals are
discussed.
TASK 1
Human resource policies and practices improve company's environment. Below are some
policies that are implemented to communicate with the employees in a right way.
1. Regulatory policies : these policies provide equal opportunity for employment, keeps
time record, employment at will and sexual harassment policies.
2. Policies for absence Leaves : for an employee it is better to inform before taking any
leave in future so that confusion is created (Ibrahim and Zulkafli, 2016).
3. Paid time off Policies : These policies help the organisation to handle paid time off
practices and communicate and determine with these companies like vacation,
holidays etc.
4. Policies for smooth work : These policies help HRM of Arcadia Group and Iceland
Ltd. To determine that what type of schedule is flexible and suitable for employees.
5. Policies of Acceptable Use : Use policies are used in organisations computers,
phones, cars, company property etc.
6. Travel and business reimbursement : while travelling it should be made clear with
employees that what they are paid and what not while travelling.
Similarly there are Human Resource practices that promote growth and culture in organisations.
These practices involve performing interviewing processes and providing tips regarding
interviews (Kapoutsis, Papalexandris and Thanos, 2016). Then before employment full
screening should be done i.e. criminal records and drug screening of employees should be done.
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Background should be checked properly. Integration strategy practices should be regular and
new plans are needed for new recruitment of employees so that assimilation could be there in
proper way. Planning for compensation which includes reviewing data of market, pay rates of
employees are reviewed systematically(Kaufman, 2015). This clears the department that they are
paying within range and annually inflation is adjusted. Surveys and practices boost up
employees' pulse so that it is easy to measure and incorporate with the feedbacks into these
companies.
High commitment HRM is a contribution or practices that is brings change in the performance of
organisation. These practices are done to reduce absenteeism, labour turnover, bring
improvisation in behaviour of employees and their attitude, improve customer service and
quality(Kendall, 2018). High commitment as the name suggest incudes many best practices like
working with team , hiring selective employees, cut-throat training and learning new things
which develops their skills and personality. Providing good compensation contingent on fine
performances, internal market of labour and employment and secured employment. These
practices help in retaining selective employees and capture a bunch of talent which are suitable
and perfect for their organisation. Besides this HRM have two more approaches i.e. Hard HRM
and Soft HRM.
Hard HRM has its some different like communication with employees is not much. Their link
with corporate business is very strong as they need resources on regular basis. For them
employees are kind of resources of companies. They just do their work in stages. They hire
employees for work. Then move on with other department and if they feel any employee is not
working properly then fire accordingly(Marchington, 2015). Hard HRM has taller structure and
here appraisal systems are emphasized by judgements that can be good or bad about staff. Hard
HRM follows an bossy leadership style. While Soft HRM treats employees as part of their
organisation or a source of any firm. Their needs are processed in a systematic. According to
their performance they appraisals are set. Soft HRM follows democratic leadership style.
TASK2
Many external forces affect Human Resource Management. These are described as
follows :
Government Regulations : Human Resource department of Iceland Ltd. And Arcadia Group are
constantly under pressure of the rules and regulations of Government (Michael, 2017). These
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