The Role of Human Resource Management

This assignment explores the crucial role of human resource management (HRM) within organizations. It delves into the core functions of HRM, including recruitment, training, compensation, workplace culture maintenance, and employee motivation. The document also highlights key demographic considerations and employee concerns that HRM must address effectively to foster a positive and productive work environment.

Running head: HUMAN RESOURCE MANAGEMENT
Human Resource Management
Name of the student:
Name of the University:
Author Note:

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1. Introduction
Human resource management is one of the major departments in any business
organization. This department has a key role to play in ensuring employee satisfaction and
enhancing the employee performances in any business organization. My experience of working
in an organization is positive. This assignment highlights the role of the HRM department, along
with highlighting the roles and responsibilities of the HRM, in ensuring effective workplace
practices. The key demographics, as well as the concerns of the employees have also been
highlighted.
2. Human resource management
The human resource management is defined as the management of the human resources
aimed to maximise the employee performances, as well as achieve employee satisfaction
(Armstrong & Taylor, 2014). The HRM department has a major role to play in ensuring
employee satisfaction and employee retention. Moreover, the HRM department efficiently
maintains the cross-cultural diversity, and eliminates conflicts among the employees. The HRM
department is also responsible to ensure that the workplace is a positive one.
3. Application of the work place
The responsibilities of the HRM department include the following:
1. Recruitment and selection: This is one of the most important responsibilities of the HRM
department. Attracting the best talent for a vacancy created, along with ensuring rigorous
recruitment process and selection ensures that the best skills are chosen for the fulfilment of the
organizational goals (Beardwell & Thompson, 2014).

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2. Training and development: It is important that the training needs of the employees be
identified and the adequate training be given, to the employees, to ensure that the employees are
well-equipped with the required knowledge and technical skills.
3. Compensation: The compensation and wages of the employees are taken care by the HRM
department. The employees with the right skills need to be paid the right amount of money, in
order to ensure decrease in the employee turnover. This has a strong significance in the lives of
the employees.
4. Maintenance of workplace culture: The positive workplace culture has to be maintained in
order to ensure that the employees are able to work successfully, without facing workplace
hazards. This had a positive effect on the employees, as they are able to work in peace.
5. Motivation: Another important role of the HRM department is the motivation of the
employees. It is important that the employees are successfully motivated, and their needs are
fulfilled, in order to ensure employee retention (Brewster, Mayrhofer & Morley, 2016).
4. Key demographics and employee concerns
Some of the demographic issues and employee concerns are as follows:
1. Cross-cultural issues: The issues between the people of various cultures might arise because
of differences in culture among the employees. It is the responsibility f the HRM department in
order to ensure that the cross-cultural issues are mitigated.
2. Racial discrimination: Issues of racial discrimination among the employees is a major issue
that might be faced. The HRM policies need to be strict enough to mitigate racial discrimination.

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3. Lack of motivation: The lack of motivation among the employees will result in increase in
the employee turnover rate, which is not desirable for any business organization. The HRM
department needs to ensure that the employees are well motivated (Marchington et al., 2016).
4. Abuse: Employees facing abuse is also an important issue, that needs to be taken care by the
HRM department. Proactive monitoring of the HRM department will ensure that the abuses
among the employees are mitigated.

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References
Armstrong, M., & Taylor, S. (2014). Armstrong's handbook of human resource management
practice. Kogan Page Publishers.
Beardwell, J., & Thompson, A. (2014). Human resource management: a contemporary
approach. Pearson Education.
Brewster, C., Mayrhofer, W., & Morley, M. (Eds.). (2016). New challenges for European
resource management. Springer.
Marchington, M., Wilkinson, A., Donnelly, R., & Kynighou, A. (2016). Human resource
management at work. Kogan Page Publishers.