Human Resource Management Perspectives

This assignment delves into the multifaceted world of Human Resource Management (HRM), exploring diverse perspectives on its role within organizations. It encourages a critical analysis of HRM's functions, including recruitment, training, performance management, and employee relations. The assignment also examines the influence of HRM practices on organizational performance, employee well-being, and knowledge sharing. Finally, it considers emerging trends shaping the future of HRM in the dynamic global business landscape.

HUMAN RESOURCE
MANAGEMENT

Table of Contents
INTRODUCTION...........................................................................................................................3
TASK 1............................................................................................................................................3
P1. Explain the purpose and functions of HRM which is applicable to manage workforce
planning..................................................................................................................................3
P2. Strengths and Weaknesses of different approaches to recruitment and selection ...........4
P3. Benefits of different HRM practices for employer and employee...................................6
P4. Evaluate the effectiveness of different HRM practices in raising profit and productivity7
TASK 2............................................................................................................................................8
P5. Importance of employee relations in respect of influencing HRM decision making ......8
P6. Key Elements of Employment legislation and its impact on HRM Decision making
process ...................................................................................................................................9
P7. Application of HRM practices ......................................................................................10
CONCLUSION..............................................................................................................................11
REFERENCES..............................................................................................................................12

INTRODUCTION
Human resource management refers to the process of managing employees of the
organisation so that they can perform according to the rules and regulations of an organisation.
This duty lies in the hands of human resource manager of any company. They continuously focus
on improving their performance and productivity in order to gain final outcomes. Along with
this, other functions also include finding out the suitable candidates that fit best in the institution
for attaining set targets and mission in particular time period. This report include Sony Mobile
Communications Inc, which is a telecommunication company located in Tokyo japan. They
provide services to all over nation and supply number of products to their which include smart
devices, wearables, mobile phones etc. As it is a large scale company employing huge number of
employees from all over the world hence, human resource management plays an important role
for making them work so that goals and final ends can be achieved. Report also throws light on
functions of HRM which is required in workforce planning, different types of training methods
that are available with business which focuses on enhancing the performance of employees.
Other concept also include establishing conducive employee relationship in order to set up
successful firm.
TASK 1
P1. Explain the purpose and functions of HRM which is applicable to manage workforce
planning
Workforce planning is an essential role of human resource department that concentrates
on attracting the suitable workers and performing recruitment function along with selection,
training and development process. Employees are most significant resources that aids in running
the business organisation in effective and efficient manner (Hendry, 2012). HR manager head
this department which makes rules, regulations that are applied to all employees and has to be
followed by them. Sony Mobile communications have substantial amount of staff members that
work there hence, proper system must be executed to control them in right and decorous way.
Therefore, there are specific and certain duties that is lend by HR manager in Sony Mobile
Communication which is described below: Controlling Staff members: This is the basic purpose of HR manager in this company,
which regard leading the workers in healthy mode (Armstrong, and Taylor, 2014). Every

business entity works on some mission and vision that has to be acquired in certain time
period. Thus, managers have to make each individual work accordingly by combining
their efforts in proper direction. Hiring suitable prospects: This is a very crucial step that has to be carried out in
effectual mode so that organisation can work smoothly. For this it involve recruitment
process that refers to inviting the applications from large number of people and than
carrying out the selection procedure which means choosing the best out of so many
available candidates (Brewster, and Hegewisch, 2017). Sony Mobile Communications
Inc have their own system to perform recruitment and selection process. Establishing healthy relation between employees: This process is very essential so that
work process can be performed in conducive style. It is necessary that there are number
of work force that are different from each other in number of basis that include nature,
background, knowledge, skills and many more. Thus, it is required to coordinate their
efforts in right route that leads to accomplishment of set objectives.
 Imparting proper training and development programs: Training is very necessary to
improve the performance level of each individual. HR manager of Sony Mobile
Communications find out the areas that on which training has to be executed and
therefore, it become necessary to conduct such process.
Purpose:
The major purpose of this company is to increase the working capacity of every worker
in the company in order to align their personal objectives with organisation's aims so that final
results can be met out. It also include performing motivation concept so that they can be
encouraged to conduct the work accurately. There are number of obstacles that are faced by
almost every company which has to be removed by manager to achieve sustainable company
share and profits.
P2. Strengths and Weaknesses of different approaches to recruitment and selection
Recruitment is a concept of finding out appropriate and best fitted employees that can
work in the organisation for longer period of time. There are number of applicants that approach
for this but only best out of them is selected for further activity (Chelladurai, and Kerwin, 2017).
It basically focuses on putting efforts to locate prospective and potential people. This is done

after performing some steps in easy order. Moreover, there are two types of recruitment sources
internal and external. HR manager have to examine these and choose the best out of it. On the
other side selection process involve selecting the most suitable workers out of the people that
have approached for particular job. HR manager of Sony Mobile Communications have to
choose the best alternative out of the several sources of recruitment. They have advantages and
disadvantages that are associated with these sources. Hence, proper examination has to be done
before applying in the organisational system.
Internal sources of recruitment refers to recruiting the employees within the company this
involve process like promotions, transfers etc. on the other hand external recruitment sources
involve hiring employees from outside sources like consultancy or trade associations that supply
diverse variety of work force to various institutions according to their needs and requirements.
Strengths and weaknesses of these sources are mentioned below:
External Recruitment Sources Internal Recruitment sources
Merits Merits
This process is conducted by hiring the suitable
candidates from outside world that include
trade or consultancy firms or through online
process. The major advantage associated with
this process is that it allow new blood to be
infused in the company institution. It is the
world of dynamic working concept hence,
business firms have to adopt in that scenario so
that competitive advantage can be constituted.
This type of recruitment function is carried out
within the company organisation. Current
workers are transferred to fill the upper
position or transfers are done to fill the vacant
position. The advantage is that it aids in
enhancing the motivation factor within the
employees as they feel important part of the
institution (Guest, 2011).
Demerits Demerits
It is a very time consuming and costly
operation which is conducted by business
organisation. As they have to approach outside
sources and hence leads to increase in the cost
of company.
The disadvantage of this process involve
inculcating the feeling of insecurity among
employees, as they begin to feel unsafe with
the movement of their peer candidates to
higher level or position (Clarke, and Hill,

2012).
P3. Benefits of different HRM practices for employer and employee
HRM practices are conducted in every organisation which is of small sized or large sized.
It only perform those functions that centres on conducting various functions that continuously
update the knowledge and skills of employees to attain the aims and objectives in effectual and
efficacious manner (Meredith Belbin, 2011). Sony Mobile Communications is a large
telecommunications business company having around 7000 employees working there. Therefore,
there are numerous HR practices that have to be performed by HR manager of this company.
These practices provide number of welfares to employee and employer both. Some functions that
are executed in this company is mentioned below: Supervising Performance of an individuals: This is indispensable to scrutinize the
performance level of each individual so that some areas that need proper attention and
continuous efforts that have to be focused so that final aims and objectives can be
attained. Managers have to draw correct system to measure the performance frequently. Training and development process: Training is an important concept that concentrates
on increasing skills and productiveness of each worker of every organisation system.
Development process always make employees prepared for future scenario so that they
can able to meet final targets and objectives. Training can be conducted in two forms on
the job and off the job which have it sown characteristics or features. Managers have to
draft certain training programmes that has to be executed in accordance to rules and
regulations. Human Resource Information System(HRIS): It refers to managing human resources of
the organisation so that proper attention can be conducted in proper format. HRIS is
performed to record data of each employees so that no confusion can be raised in future
for any particular area (Purce, 2014).
 Establishing compensation and salary system: This area is so important that provide
proper structure of compensation that has to be allotted to every employee. Every
company has proper payroll system that keeps records regarding data related to salary
that institution have to pay to their employees per month. Hence, it is an important
function that has to be performed by HR manager in Sony Mobile Communication.

From the above features it can be find out that HR manager of every company organisation plays
crucial role that assists both superior and subordinates to succeed in final path or route (Cardona,
and Morley, 2013).
P4. Evaluate the effectiveness of different HRM practices in raising profit and productivity
HRM practices that is being performed in the organisation always engrosses on
heightening the outcomes or results in the form of increased growth or share. Training and
development concept if applied in accordance to improving the performance level and skills it
always provide better results and effects. The main objective of any business system is to earn
huge financial gains and profits in particular time period (Albrech, 2011). There are certain
vision and mission that should be taken into consideration while performing actions. Sony
Mobile Communications have diverse departments namely finance, marketing, Human resource,
operations, which have their duties that has to be conducted in correct and proper style. In order
to check the effectiveness of development and training process in mentioned below: Increasing motivation within employees: This is important to develop motivation in
employees or persons so that they can work to best of their efforts. Motivation can be
provided into two ways that involve in monetary and non monetary terms. Every
company system has their own policies of developing motivation that has their own
distinctive functions. Holding employees for maximum period of time: This step is very important which
involve making workers work in such a way so that they can able to retain employees for
larger period of time in the organisation system (Ployhart, and Moliterno, 2011). Sony
Mobile Communications always frame policies in favour of their worker force.
 Creation of good working relationship: It is necessary to develop such environment that
enable employee and employer to work together in coordinated working culture. There
are various types of employees that come into single company system and has to perform
activities in such a way so that environment can be maintained in such a way to reach
final heights or goals (Campbell, and Burton, 2012).
From the above discussed points it can be concluded that all HRM practices that are being
carried out directly or indirectly aids in raising the final financial gains or productivity of the

Sony Mobile Communication company. They frequently update their process so that they can
able to contribute in total revenue of the organisation (Smith, and van Putten, 2011).
TASK 2
P5. Importance of employee relations in respect of influencing HRM decision making
Employee is that resource of the organisation that put all the elements into working in
company system. Human resource department concentrates on controlling employees of the
company in a set structure (Camelo-Ordaz, 2011). HR manager always keep trying to set system
in achievement of set vision. Employee relationship refers to an status that each individual shares
with their peer members and their superior. There is unity of command that is followed in the
system that clearly defines the communication channel and accountability. Sony Mobile
Communications have proper system to maintain the Employee relations in better manner. There
are several advantages that are associated with establishing the strong employee relationship.
There are number of methods that are applied in the system that include direct engagement,
collective bargaining and many others. Some benefits are mentioned below: Constructing trust of staff members with company system: HR manager have to build
strong image and faith of organisational system in the minds of employees so that they
can able to contribute to their maximum level. Establishing true belief within workers
aids in running the company in proper manner (Ashleigh, Higgs, and Dulewicz, 2012).
 Decent working culture: Every individual wants to work in those organisations that
make them fostering their performances and leads to increase in current status. It is the
responsibility of higher management level to construct such working environment that
results in completing the tasks in set time period.
HRM practices that directly influence the employee relationship: Controlling cost of the company: It is formidable for company to manage their costs in
constructive way so that overall cost structure do not get disturbed and they are able to
control it at momentous level. Underlining rules for incentives of employees: This is very much necessary to form
salary structure or incentives plans in fair and clear manner. This helps in maintaining

healthy relationship between workers and their employers (Bondarouk, and Olivas-Lujan,
2014).
 Encouraging innovative ideas and thoughts: It is the duty of HR manager to promote
innovative process to perform proper actions that directly aids in attaining final outcomes
or end results.
P6. Key Elements of Employment legislation and its impact on HRM Decision making process
As company have to operate in society and has to follow certain rules in order to perform
according to set standards. Government of any country have framed employment legislations
rules that has to be accepted by every institution (Bondarouk, and Ruël, 2013). These actions
have direct impact on HR system of Sony mobile Communications Inc that are illustrated below: Equal pay act, 1970: This act focuses on providing fair remuneration to employees
according to their work or job position. Establishment have no right to discriminate any
single person on the basis of colour, greed, gender or colour. It is consider that every
individual is equal before organisation's rules or regulations. Hence, Sony mobile
Communications have proper salary structure that is followed. Health and Safety Act, 1974: According to this, health and safety aspects of each
employee is focused so that they can able to remain secure in working environment. It is
the prime duty of every organisation to provide sustainable care to their workers so that
they remain happy while doing work. Sony Mobile Communications have to follow
these framed acts. If it is not fulfilled than they have to bear lots of problems that may
impose number of threats to them (Bučiūnienė, and Kazlauskaitė, 2012). Data Protection Act, 1998: Sony Mobile Communications have to direct their attention
in keeping their data safe and secure. For this, they have to install data protection system
in their company so that proper work can be carried out. No issues are raised in future
that may cause huge loss for the company.
 Rights for Disable employees: There are certain person that are in society which are
disable. Therefore, company provide them chances to work in their organisation system
like other employees. They are treated evenly and equally.
Impact on HRM decisions:

 These legislations which are discussed above pose to be very important for the
organisation to run it in successful manner.
 Equal pay act always be monitored by HR manager of the company so that they can able
to supply accurate and right payment or salary to their workers (Davidson, McPhail, and
Barry, 2011).
 Various plan of actions are drawn to protect health of every worker or individual.
Therefore, from the above illustrated points it can be concluded that every business firms have to
comply with the rules and regulations that are framed by government body.
P7. Application of HRM practices
Use of job advertisement
JOB VACANCY
Sony Mobile Communications Inc is providing chance for many people to be the important part
of this well established organisation. There is a vacancy for a job for a HUMAN RESOURCE
MANAGER. It is a multinational telecommunication company established in Japan. It supply
high quality services to their clients and help in attaining the final objectives in proper way. Be
an essential resource of this large sized organisation.
Requirements of this job:
 Age should be between 22 to 33 years.
 Must have experience for not less than 5 years.
 Applying candidates should have MBA degree specialisation in HR from well known
institution.
 Should have leadership skills.
 Good personality characteristics.
 Salary- 15000 to 20000 pounds per month on the basis of experience.
Whosoever is interested or have all these requirements can apply for this post by sending their
CV on institution's email: [e-mail]. Last date for conducting this
procedure is March 28, 2018.

Selected employees will be carried for the next round.
Job Specification
JOB SPECIFICATION OF HUMAN RESOURCE MANAGER
Education Qualification Commerce field
MBA in Human resource management
Experience Between 5 to 8 years
Particular skills Communication and leadership
Other attributes Must have challenging nature to accept new
ideas according to current scenario.
Curiosity to apply new and innovative process
in the system
CONCLUSION
From the above report it has been concluded that human resource management is an
important concept which is carried out to manage employees of the organisation system. HR
manager plays a crucial role in this system as they have to perform functions related to
recruitment, selection, training and development. Training is a crucial function which is
conducted in almost every organisation that results in enhancing the productivity and results.
Sony Mobile Communications Inc has proper human resource system which continuously
concentrates on increasing the efficiency level of employees. The report also highlights the
different type of recruitment sources and advantages of employment relations that occur in
working area.

REFERENCES
Books and Journals
Hendry, C., 2012. Human resource management. Routledge.
Armstrong, M. and Taylor, S., 2014. Armstrong's handbook of human resource management
practice. Kogan Page Publishers.
Brewster, C. and Hegewisch, A. eds., 2017. Policy and practice in European human resource
management: The Price Waterhouse Cranfield survey. Taylor & Francis.
Chelladurai, P. and Kerwin, S., 2017. Human resource management in sport and recreation.
Human Kinetics.
Guest, D. E., 2011. Human resource management and performance: still searching for some
answers. Human resource management journal. 21(1).pp.3-13.
Meredith Belbin, R., 2011. Management teams: Why they succeed or fail. Human Resource
Management International Digest. 19(3).
Purce, J., 2014. The impact of corporate strategy on human resource management. New
Perspectives on Human Resource Management (Routledge Revivals). 67.
Albrech, S. L., 2011. Handbook of employee engagement: Perspectives, issues, research and
practice. Human Resource Management International Digest. 19(7).
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multilevel model. Academy of management review.36(1). pp.127-150.
Smith, A. D., Smith, D. C. and van Putten, I. E., 2011. Human behaviour: the key source of
uncertainty in fisheries management. Fish and fisheries. 12(1). pp.2-17.
Ashleigh, M. J., Higgs, M. and Dulewicz, V., 2012. A new propensity to trust scale and its
relationship with individual well‐being: implications for HRM policies and practices. Human
Resource Management Journal. 22(4). pp.360-376.
Bondarouk, T. and Olivas-Lujan, M. R. eds., 2014. Human Resource Management, Social
Innovation and Technology. Emerald Group Publishing.
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study in a governmental organization. The International Journal of Human Resource
Management. 24(2). pp.391-414.
Bučiūnienė, I. and Kazlauskaitė, R., 2012. The linkage between HRM, CSR and performance
outcomes. Baltic Journal of Management. 7(1). pp.5-24.
C G Davidson, M., McPhail, R. and Barry, S., 2011. Hospitality HRM: past, present and the
future. International Journal of Contemporary Hospitality Management. 23(4). pp.498-516.
Camelo-Ordaz, and et. al., 2011. The influence of human resource management on knowledge
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the global kaisha. (Vol. 7). Routledge.
Cardona, P. and Morley, M. eds., 2013. Manager-subordinate trust: A global perspective.
Routledge.

Clarke, M. A. and Hill, S. R., 2012. Promoting employee wellbeing and quality service
outcomes: The role of HRM practices. Journal of Management & Organization. 18(5). pp.702-
713.
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