Human Resource Management and Volunteering in Events Organizations

Running head: HUMAN RESOURCE MANAGEMENT
Human resource management
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Introduction
The essay is prepared to discuss about the management of human resources and its
relationship with the strategies to achieve better flexibility, commitment and deliver the best
quality customers’ services for building long term sustainability. The human resource
management is an effective strategies approach for managing the organization effectively and
ensuring that the staffs are handled and understand them about their roles and responsibilities
properly. It is designed for enhancing the performances of the employees and achieving the
desired goals and objectives set by the employer of the organization. The HR is concerned with
the handling and management of people within the organization by following the policies,
practices, rules and regulations furthermore create training and developmental sessions along
with recruitment, selection and performance appraisal processes to bring organizational change
(Armstrong and Taylor 2014). This will also include managing the industrial relations and
maintaining a balance between the organizational practices considering the requirements of
collective bargaining and governmental laws, rules and regulations.
Human resource management
The management of human resources is essential for the business organizations to
management of people working at the organization and managing changes to ensure successful
management of human capital along with proper focus on the implementation of policies and
procedures. The human resource management enables various processes including recruitment
and selection, training and development along with continuous development procedures. The
HRM approaches also include training programs arranged for the employees of the organization,
evaluation of performances, providing rewards to the staffs for ensuring improvement of their

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performances and keeping them motivated to perform efficiently (Brewster and Hegewisch
2017). The management of employee relations includes considering the needs and preferences of
employees, making sure that the policies and practices of the organization are followed properly
along with the prevention of discrimination and harassment within the workplace. There are
various compensation structures that are developed to provide the right wages to the employees
and even providing other benefits to the employees. The human resource management
professionals are assigned with the roles and responsibilities to manage the labor relations,
furthermore create unionization and coordination among employees to enhance the business
performance and efficiency in terms of profit level achieved and competitive advantage in
business (Budhwar and Debrah 2013).
Strategic HRM
The strategic human resource management is an effective procedure followed by the
events organizations to manage processes like attracting talents, development of skills and
knowledge, providing rewards to the employees, retaining the existing employees and even
improving the ability of the organization to manage the human resources properly. It will benefit
both the organization and the employees, thereby improve the performance of the organization
and ensure that the expected revenue is generated with ease and efficacy (Alfes et al. 2013). The
HR departments are responsible for managing the human resources and at the same time, make
the staffs understand the goals and objectives properly to support the legal compliance with the
legislations, laws and rules. The strategic human resource management is also responsible for
using the talents and opportunities within the human resource department and makes the HRM
strategies much more flexible and sustainable to reduce the cost of operations and provide the
best quality customers’ services. The strategic human resource department can also develop

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plans for recruitment, selection, training and compensation according to the goals and objectives
of the organization and ensure business success through the accomplishment of long term
business goals and objectives along with gaining competitive advantage in business
(Marchington et al. 2016).
Models and frameworks for human resource management
The Harvard framework consists of six major elements of the human resource
management and the various dimensions include the interests of the stakeholders, situational
factors, making the right choices of HRM policies, HRM outcomes, long term effects that may
be brought and the feedback loop, which can allow for measuring the progress of successful
HRM strategic implementation. The outcomes generated are transferred to the organization and
its stakeholders who are managed properly to ensure successful management of human resources
at the events organization (Purce 2014).

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Figure: Harvard model of HRM (Purce 2014)
The model proposed by David Guest enables development and implementation of various
strategies and creating positive outcomes in terms of employee behavioral management,
performances and financial rewards and benefits provided to the employees of the events
organizations. The model or framework introduced by Guest has helped in following a proper
sequence considering the major components including the HR strategy, HR practices, HR
outcomes, behavioral outcomes, performance results and financial consequences. The financial
outcomes are based upon the performances of the employees, who are action oriented and can
help in improving the business performance, furthermore ensure higher engagement of
employees within the organization, enhanced quality and flexibility (Jackson, Schuler and Jiang

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2014). The HR practices are integrated with the HR strategies to manage proper group dynamics,
furthermore ensure proper coordination among employees and the development of a good culture
within the events organizations.
The Warwick model was proposed by Hendry and Pettigrew of Warwick, which
considered the micro and macro environmental factors for managing effective business strategies
and maintaining a healthy workforce where employees can work together as an unit and at the
same time, enhance the business production level and revenue generation consistently. This
model is used to assess the micro and macro environmental factors that can contribute to the
successful management of human resource and at the same time, facilitate the management of
human resources to ensure successful development of a culture and foster teamwork and
coordination among work (Boella and Goss-Turner 2013). The business strategies are
implemented not only to manage the human resources, but also to bring changes and
improvements in the human resource management for ensuring maintenance of a stable culture
and improved workforce efficiency too (Brewster et al. 2016).
Engagement with the term volunteering
The volunteering is a philanthropic activity that allows for delivering the services without
expecting for any financial gains and social benefits. It is also considered as an effective
procedure of obtaining relevant skills, knowledge and expertise for improving the quality of lives
of human beings, furthermore serve the community and its people with dedication and
commitment. The volunteering helps in managing contacts with individuals for providing
employment scopes and opportunities as well as trains the individuals in the field of health,
education and emergency rescues (Minbaeva 2013). The volunteering activities are also