Human Resource Management

This report focuses on defining and understanding human resources in organizations. It explores the purpose, roles, and functions of HRM, recruitment and selection strategies, employee performance, motivation, and more.

Human Resource Management
Word count 4000
Total Word count 4568
Executive summary
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As it Initially it focuses on defining and understanding human resources as a whole in a broad sense. The
identification of the business case of responsibilities of the Human resources department is the initial
process in formulating a strategic action plan and development. Therefore, this report functions as the
research and initial development of the Morgan Hunt organization’s.
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Table of content
Task 1
Introduction pg4
Purpose, roles and functions of human resources of Morgan Hunt’s pg4
Best Fit and Best Practices pg5
Hard and soft HRM pg5
Recruitment and selection of Morgan Hunt’s pg5
Internal and external approach’s of Morgan Hunt’s pg6
Line manager and their roles and responsibilities pg7
Motivation for employees pg7
Task 2
Employees performance pg8
Flexible working pg8
Employees retention pg9
HRM work practices pg.9-11
Conclusion pg12
Reference Pg13
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Introduction
Human resource management is the process of establishing a strategy, growing and allocating schemes,
and reinforcing HR arrangements in a company. The HR department has a variety of responsibilities inside
the company. The HR department's responsibilities include analysing the issues that employees have while
working for the organization. It is commonly involved in the proper fulfilment of HR in order to import
superior results. Employee achievement, such as recruitment and training action, contributes to an
organization's growth, which reduces human resource decision-making. Their responsibilities include
selecting, verifying, hiring, onboarding, and promoting the complete organization's services and operations.
(Rob Jones,2019,pg150-151)
Human Resource Management Purpose
It is the responsibility of HR Management to complement people within and outside of an organization in
order to carry out the organization's goals. The company exchanges information with the employees in
order to familiarize them with the perception and arrangement to their demand. Morgan Hunt's HR
management envisions the nation as organizational revenues and domestic customers, and works to build
employee satisfaction, adaptability, and strength. (Alfes, 2013, pp.839-859)
Morgan Hunt's Human Resource Management Functions
The Organization's HRM functions are as follows:
 Perks and allowances are provided to an organization's employees.
 A human asset completes the re-building association's activities.
 The human resource department must work on the employee's physical, social, psychological,
emotional, and behavioural specifications. (Alfes, 2013, pp.839-859)
Workforce Planning and Resources
Workforce planning could aid in maintaining employee commitment and reservation levels. This is used to
provide up the roles to an organization's needs and primary concern, as well as the workforce, in order to
ensure that government, regulatory resources, and organizational motives are met. (Giauque, et. al., 2013,
pp.123-150).
Workforce planning can be broken down into two categories: short-term predicting future trends and long-
term forecasting trends.
Short-term forecasting is prone to-
 Roles with high volume
 It is difficult to replace professionalism.
 Immediate requirements of upcoming projects
 Long-term forecasting has a tendency-
 Calculated business expansion
 Expertise that is difficult to find (Giauque, et. al., 2013, pp.123-150.).
Most HR skilled and experienced occupations will necessitate a diverse set of abilities. A broad base of
business knowledge and a foundation in sociology are advantageous. The best HR professionals have
excellent written and verbal communication skills, just like PCs. Here are some of the skills in this
framework:
 Employee relations
 HR Information Software for Onboarding (HRIS)
 Client administration planning
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 Taking on the executives. (Giauque, et. al., 2013, pp.123-150).
The company goes through the employment cycle, beginning with enticing and appointing the deserving
candidate to assist the progress of the reviews and ending with dealing with the outcomes. The primary
function of human resources is to plan, recruit, and hire employees through a selection process. Human
Resources must establish a relationship between labour and employee. Aside from the general
foundation and range of abilities, each claim to fame has its own set of requirements. (Giauque, et. al.,
2013, pp.123-150).
The 'Best Fit' vs. 'Best Practice' approach:
The Best Practice
 According to best practices, several HR Policies will include reward plans.
 HR leads to better employee commitment as well as high motivation in this practice. (ALDamoe,
2012, p.75)
The Best Fit
 It believes in reward systems that are aligned with the company's strategies.
 Best fit results in a competitive advantage for the company. (ALDamoe, 2012, p.75)
The nature and scope of HRM:The 'Best Fit' method versus the 'Best Process' method, in which the strong
and delicate figure of HRM is undertaken. Effective workforce planning and resource functions can have a
positive impact on an organization's attenuation, culture, and brands. The interior work advertisement must
be taken, and the employee turnover, strength, and maintenance must be examined. After developing the
proficiency of Human Resource practices, the effect of legal and administrative systems, as well as the
effect that propels innovation, was observed. (ALDamoe, 2012, p.75)
Recruitment:-The sources of enrolment are divided into two categories: internal enlistment and external
enlistment. Employment prosecutions, sets of expectations, individual details, and competency systems are
all part of the process. (ALDamoe, 2012, p.75)
Selection: There are numerous primary techniques for determining the qualities and shortcomings of each
employee for the reason of recruitment and selection. Dependability and legitimacy are used as examples.
There are different methods for on loading and approval. The issues influencing fruitful enlistment and
representative socialization(ALDamoe, 2012, p.75)
Using an internal source
Interior etymology approach would select employees from within. It mentions Morgan Hunt's each
enrolment system. For example, the transfer of the ideal enables Morgan Hunt to effectively fill the vacant
position. Morgan Hunt once again supported the representatives in filling alternate vacant positions.
Advantages of an internal source approach:HRM can effectively direct this enlistment and preservation in a
short period of time. It is not essential for employees to fulfill academically. Morgan Hunt will select from
among the existing employees, so there will not be a long wait. Candidates who use this fundamental are
far more successful.
The internal source approach has a flaw-This philosophy would demotivate workers who are not making
progress. It limits the possibility of attracting new and creative candidates. (Xing, et. al., 2016, 25(1), pp.28-
41)
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External source approach
This fundamental chooses employees from incoming sources. Through a commercial in various media, this
process attracts workers from other processes (Xing, et. al., 2016). Despite the fact that the enrollment
process is tedious and difficult, the organization will benefit greatly from this method.
Internal approach: It allows the organization to recruit candidates from among its current employees.
The advantage of an internal approach: The cost of preparing internal candidates is significantly reduced
because Morgan Hunt can expedite the induction of internal candidates. Year 3 to 5 is the balanced phase
of the process. There is no risk of enlisting ineffective representatives.
The internal approach's weakness: There is a lack of confidence among applicants who are not progressive
but are still associated with the position. (Xing, et. al., 2016, 25(1), pp.28-41)
Employees and employers will be satisfied if Human Resource Management is practiced successfully. The
primary goal of Human Resource management at the company is to maintain functional human resources
at the company. If Morgan Hunt wishes to increase the productivity and power of its human resources, it
must provide good human resource services at the workplace. As a result, Morgan Hunt provides the
employee with adaptability. This practice captivates the employee at work. Employee performance
improves as a result of work satisfaction (Cooke, 2014, pp.877-896). The research and development
program provides employee training, skill development programs, and personality development programs.
The adaptability of employees at the office is also encouraged by this administrative policy. With this level
of employee turnover, the cost of human resource development rises as well. Nonetheless, Morgan Hunt
exercises to place the external sources of recruitment selection of candidates. If the company uses this
strategy, it will be able to appoint or hire creative and innovative employees for the organization. As a
result, Morgan Hunt will aid in the successful evolution of the brand. (Cooke, 2014, pp.877-896).
Line manager
The phrase "line manager" refers to individuals who have direct reports or teams reporting to all of them
and are accountable to a higher level of management.
Company's owner's role and responsibilities are:
Client quotation:
They need to send an email to their client informing that what will be the cost for wholeevent. How much
they must pay, how many employees they must hire from outside sources, and how soon they must do so.
(the balance careers,2020)
Motivation
Motivation is defined as a process that guides an individual toward achieving a goal or objective. Extrinsic,
intrinsic, and social rewards are the three types of rewards. Extrinsic reward refers to the tangible benefit
that an employee receives in exchange for his efforts. Intrinsic reward is the psychological reward that an
employee receives from his work experience. Employees are socially rewarded when they have a sense of
belonging, a common purpose, and are with other people oriented. The halo effect occurs when a manager
assigns a high or low rating to an employee based on one characteristic.
The manager develops a pattern for rating employees, and there may be errors in the manager's rating (De
Stobbeleir.et.al.2011).
Determine the best method for completing the task360-degree feedback
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 Conversations with each employee on a one-on-one basis
 The disparity between expected and actual results
 Inquiring about the reasons for a goal's failure to be met
Observation-Aids in gathering information related to performance development and management. Aids in
identifying the issue that an employee is having in achieving a goal.
Term-time working: is an arrangement in which employees are assigned work hours in the organization that
they must complete during a specific, predetermined week.
Annual hours: This is an arrangement in which the employee and the employer have agreed on the number
of work hours that must be put in. The employer then reserves some work hours from the employee's
schedule. (Rob Jones,2019, pg150-158)
If the organization wishes to reduce turnover, it must engage in effective human resource management
exercises. These programs have increased employee loyalty and inspired them to attain greater success.
The following are some of the several methods that are considered in HRM practices:
 Career and personal information
 Organizing and implementing job promotions.
 Creating a shortlist and drafting applications
 Consider enactment and friends techniques when planning work specifics and individual details
relevant to the enlistment situation and demands of the associations.
 Relatively speaking, enrollment and choice.
 Planning a meeting and recommended practices.
 Determination of the most appropriate convention.
 The impact of innovation on the enrollment and selection process; the use of online resources,
advanced stages, and long-distance informal communication (Cooke, 2014, pp.877-896).
Managers from various private sector organizations unambiguously accepted self-acknowledgement (one
of the cultural characteristics), which was found to be significantly related to nearly all HRM practices.
Organizing, enlistment, selection, execution assessment, preparation and improvement, vocation the
board, and incentives are among them. While organizations have general challenges, the overwhelming
number of people are attempting to better their intellectual achievement, capacity utilization, progress,
style, self-improvement, and harmony. Better performance has resulted from acknowledgment or the
prospect of acknowledgment of the attributes. The organization will not be able to gaining recognition
connections with employees if these human resource management techniques are not implemented in the
organization. With financial support in the private sector, HR rehearses were found in a substantial way.
Enlistment is accomplished via arranging. Newcomers with more grounded frameworks of assistance report
less unfriendly behavioural results associated with task execution than individuals with less assistance.
(Wright, 2018, p.27).
The following factors influence pay:
Job evaluation is the systematic assessment and analysis of various jobs in order to determine their relative
importance in the organization. The job is evaluated based on the set of skills and qualifications needed to
complete the job. As a result, it can be used to determine which jobs should be paid more than others.
Wages are generally determined based on the cost of living as measured by the consumer price index and
the general price level.
Demand and Supply: The skills required by firms generate demand for employees or labours, while the
number of skilled labours available in the market constitutes supply. If the supply of labour is limited, wages
will rise, and vice versa. (Danish and Usman, 2010, 5(2), p.159).
Employee relations refers to how management interacts with and addresses each individual employee.
Maintaining a better relationship will reduce any workplace problems, as well as provide other benefits such
as increased employee morale and increased overall productivity. Morgan Hunt is negotiating to oversee a
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large representative coalition, which will weaken the organization's normal hit. Workers Relations are
obviously not a simple selling process; rather, they are the foundation of a scope where there is trust and
belief in the board's thought processes when discussing themes and activities - a setting in which people
feel valued for their potential and knowledge.can use the following systems to maintain excellent employee
relations: (Renwick, 2013, 15(1), pp.1-14.).
Correspondence - The company must provide crucial information to its representatives in order to keep
them informed about the company's mission. Morgan Hunt should, for this reason, provide information to
the application about a new start or things, as well as the features of those products, to the employment
workforce. Morgan will be able to do so now. Seek for a candidate who can help you expand the task by
providing information about the consumer. This will also aid teachers in maintaining large-scale customer
relationships. Employees are more likely to perform at a satisfactory level in this manner. (Renwick, 2013).
Contingency - The representatives' job is to build their general professions within the organization. As a
result, Morgan Hunt provides career change opportunities for representatives. As a result, the candidates
will be inspiring and trustworthy to the company. Employee relationships will improve as a result of this
(Renwick, 2013, 15(1), pp.1-14.).
Representative Interactions are what sets off such a good thing for basically much every HR activity – at
least the way to HR approval –regardless of whether the company's behavior is friendly to employees.
Everyone must understand that one force is required to function for his organization, while the other must
be kept at a distance because it is merely a simple exercise in emptiness. The upkeep of worker relations is
a top priority for Morgan Hunt's leadership. (Jiang, 2012, 55(6), pp.1264-1294.)
Worker relations: Maintaining excellent worker relations and developing and refining representative
relations and commitment tactics.
Workplace relations and legislation: Why do we have labour laws? Major legal difficulties and restrictions
(such as balancing, information security, health and safety, excess, rejection, and labor contracts)
There are some ethical and social responsibilities. Illustration of worker organizations and working
conditions: The work of a community worker's organization, The appropriate practice is to aggregate
assertions and control, complaints, and excess. (Jiang, 2012, 55(6), pp.1264-1294.)
Enlistment and selection as a result of and as a result of innovation aimed at enhancing the recruiting and
selection process, such as the use of online methods, automated levels, and interpersonal engagement
(Purce, 2014,pg67).
Rules and regulations, legislations, and various guidelines, such as The Workers Compensation Act, The
Employee Rights Act, The Sex Discrimination Act, and The Disability Discrimination Act, Equal Pay Act,
and so on, should be considered in the valuable making of Morgan Hunt's HR Management because they
will completely change any decision or plan made by the HR office. In business execution, general
characteristics acceptable for work are addressed, which includes:-
Comparable business opportunities: race, ethnic origin, and darkening (for instance, African American,
Hispanic, Native American, Asian), Sexual acclimatization (ladies, including the women who are pregnant),
level of maturity (people more than 40), Someone who is disabled (physical disabilities and mental),
Background in the military (Vietnam era veterans), myth (exceptional convictions and methods). (Daley,
2012, pp.120-125.).
Provide a ludicrous action plan. This statement should specify where representatives can file complaints,
preserve privacy, and ensure that sexual harassers face disciplinary action.
Assist administrators and supervisors in reaching agreements and adjusting projects. These activities must
emphasize that inappropriate behavior will not be tolerated under any circumstances.
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Lead moderate, generous-minded work and base tasks on the absence of a passionately gathered
existence. The complainant must be shielded from the kinds of treatment that enraged the debate.
 Working Hours Regulations
 Income and remuneration are two terms that are often used interchangeably.
 Social safety net
 Situation at work
 Benefit, profit, and health
 Special preparations are made for a variety of activities or collections, for example.
 Organizations for trade and other modern affairs (Daley, 2012, pp.120-125).
Responsibilities should be expected-Composing a precise expected set of tasks entails breaking the job
into its various parts and identifying the major objectives. A fantastic job to use as an example: Evaluate the
overall purpose for the performance and basic efforts.
Provide job analysis to deserving candidates, allowing them to choose whether or not the position is a good
fit for them. (Buller&McEvoy,2012, 22(1), pp.43-56.).
By use of HR Management procedures in a phrase parallel interaction is essential for data to be explicit
and quantitative. Provide a basic to interact with the suitable candidate once the performance standards
are fulfilled. Alternately, the most basic path to keep in use internet networking in selected may be the way
to screen competitors. In this way, change represents other employment pages and progress pages
alternated that how we can use the enlisting devices decently. Preparing job specifics and individual
decisions that are appropriate for the enlistment setting and the wants of the associations, taking into
account enactment and friends tactics. The utilization of online paths, higher levels, and extensive informal
connections as a result of invention on boosting enrolment and consistency processes. Organizing and
posting task notices, as well as waiting. (Buller&McEvoy,2012, 22(1), pp.43-56.).
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Conclusion
We determined in the preceding study that Morgan Hunt`s human resource management practice is at the
highest level. Although they have a company-wide usually protective Human Resource Management
approach in an organization working on a profoundly diverse product publicize and to make an authoritative
fashion that looks after both individual and collaborative ways at the same time is an extremely dangerous
errand if possible.
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Reference
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