Human Resource Management Practices

The provided assignment is a compilation of references related to human resource management (HRM). It includes various research papers, articles, and books that explore different aspects of HRM such as strategic HRM, employee relations climate in China, glass ceiling in human resources, impact of corporate strategy on HRM, and more. The references cover topics like talent management, organizational learning capability, diversity and equality management systems, and the role of commitment and satisfaction of managers versus supervisors in hotels.

HUMAN
RESOURCE
MANAGEMENT

Table of Contents
INTRODUCTION...........................................................................................................................1
MAIN BODY...................................................................................................................................1
Proposed situation to case- .........................................................................................................1
Implementation plan in manner to develop HR resourcing strategy to support the company’s
into having International growth plans.......................................................................................2
Strategy implementation of HR practices in relation to firm activities .....................................3
RECOMMENDATIONS.................................................................................................................4
CONCLUSION................................................................................................................................7
REFERENCES................................................................................................................................8

INTRODUCTION
Human resource management is crucial element in order to facilitate the effective growth
in enterprise. With the help of this all organisation can perform its business activities in smooth
mode (aw and et.al, 2016.). In enterprise Human resource department has designed in order to
maximise the employee performance in order to achieve strategic objectives of organisation.
They work as to play many functions inclusive of benefits administration, pay roll, recruiting and
training so that each things can be dine in expertise mode.
The HR need to have effective skills in relation to communication, multitasking and
problem solving etc. the present assignment is in relation to case studies, the chosen case
scenario as International expansion in gaming software development (Daniels and et.al, 2017).
The main aim of this firm is to expand their business activities into Eastern Europe than to
expansion of business activities in internationally North Africa. The enterprise can able to
achieve its desire growth with the help of retaining current employee base. In this they need to
focus on to deliver the same products to customer by retaining best employees to the firm
(Guinot and et.al, 2016 ). In addition to this report will be inclusive of things as are identification
of changes and to address work life balances policies and procedure so that they can provide high
level of services to clients.
MAIN BODY
Proposed situation to case-
In this case scenario it has been reflected that VirtualGaming Ltd. It is one of the UK
based gaming software enterprise. The main branch of office is located in the South West of
England. It is gaming industry, over the 3 to 5 years the entity is planning to expansion of
business units into Eastern Europe, then internationally in North Africa (Chelladurai and Kerwin,
2017). The main aim of the enterprise is to achieve the desire growth plans, with the help of this
the plans can be develop and retain the current employee base of enterprise. This is important in
relation to deliver the same quality of products to customers. This kind of function will be
helpful in relation to retain the bet employee in the enterprise (Brewster and Hegewisch, 2017).
With the help of retaining the existing employees to the firm the organisation can work as to
enhancement in the profitability so that expansion of firm can be possible.
The human resource manager of the firm as facing very difficulties in manner to expansion of
business into the new geographical location. The firm is keen interested to retain the reputation
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of firm, with the help of being innovative they are able to have expansion of business activities
they are able to achieve is desire objectives. Most of the employees are male even through some
products in relation to aimed at women. This kind of activities are helpful in order to attract and
to maintain customer base (Domínguez-Falcón and et.al, 2016). The main issue in the enterprise
is to retaining the employees to the firm so that quality of products can be maintained. In this
manner it is need to be stated that the HR special need to provide assistance in relation to make
plan as per resourcing strategy so that firm is able to expand their business activities in
accordance to have international growth of plan (Domínguez-Falcón and et.al, 2016). They also
need to take various initiatives in order to hire fresh talent to firm so that fir can able to have
expansion in their business activities in large manner. Thus, it is essential to hire competent
worker to the firm so that he is able to carry function of enterprise effectively. In addition to this
some existing employees in the firm are in favour to perform business activities by working
overseas, many of them attracted by opportunity to travel and they don't want to miss the chance
to have enhancement in career.
Implementation plan in manner to develop HR resourcing strategy to support the company’s into
having International growth plans.
In order to have internation expansion in business activities, it is important to understand
HR resourcing strategy because it is helpful in order to cope up with increase competition within
firms. It is useful to analyse the future staffing needs and take initiatives to work out how to
meed the needs (Guinot and et.al, 2016 ). Thus, it can be said HR resourcing strategy is one of
fundamental component of effective HR practices. It is very important to have crucial activities
so that firm can get success in market. In addition to this the core principle behind effective
resourcing is to have reduction in employee cost and to have enhancement in retention of worker
into business enterprise. The function of human resource manager are essential in relation to both
multinational and national companies. In this there are international expansion of business
activities is need to be taken. In this it is essential to have talented, satisfied and strong
employees in the enterprise so that they are able to run the business activities effectively. In
order to expansion of business activities on international platform, it is essential to implement
HR resourcing strategies to derive better support to firm (Brewster and Hegewisch, 2017). The
main objective in manner to resourcing strategy is to find out the most suitable workforce. These
are defined in following manner as are-
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Attracting, developing, retaining high quality people- in order to have international expansion
it is essential to identify those factors which can attract people to firm, it is helpful in order to
determining the strength and weakness to business enterprise. The retention strategy will be
helpful to find out the key employees to firm, with the help of which VirtualGaming Ltd. Can
able to retain its existing employees. This will assist as to deliver high quality products to
customer. By retaining the employees there can be reduction of cost ion relation to maximise the
expenses on hiring new employees (Brewster and Hegewisch, 2017). In addition to this it can be
said that the existing employees to firm are having ideas about key operational function of
enterprise. The main role is to prepare plan to retain employees, which already had hired in
enterprise. The human resource manager are responsible personalities who need to take various
initiatives in order to deal with the expansion of firm activities in international market.
Talent management- This is the way which is helpful in relation to attract the best qualified
people. Talent management strategy is works as to introduce succession planning. With the help
of talented employees in business enterprise which can contribute maximum to the enterprise.
This will be helpful yo meet the future requirements (Guinot and et.al, 2016). The
VirtualGaming Ltd. is need to take various initiatives to maintain employee retention in entity.
With the help of this kind of process they are able to bring changes in relation to retain existing
employees who are already familiar with operation of firm (Brewster and Hegewisch, 2017). In
this it can be stated that ensuring that the organisation has the talented people it requires
providing for management succession and meet present and future business needs. The entity
need to have talented personal who can promote activities of firm in expertise mode.
Resourcing plans- In this it is need to be stated that the main role of HR resourcing strategies is
to finding effective employee from within or outside the entity. The HR need to take initiatives
in order to provide effective training top employees who are able to bring maximum growth by
working effectively. The main aim of VirtualGaming Ltd. Is make proper resourcing plan so that
firm will process its business activities effectively. The human resource manager are responsible
to have arrangement about all the resources so that firm can able to run its operations smoothly.
This kind of activities will be helpful in order to achieve the desire objective of enterprise. With
the help of arranging resources of firm they can undertake their business activities effectively.
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Strategy implementation of HR practices in relation to firm activities
In this it can be said that Human Resources, that indeterminate posterity of promoting
and free endeavour, has finally gotten his clumsy legs underneath him. The HR division has
reliably been a condition of some confuse, as associations fight to locate the best ways to deal
with utilize such a questionable, if obviously huge, instrument (Chelladurai and Kerwin, 2017).
Experimentation have a tiny bit at a time empowered HR to cut its claim to fame in the business
world; starting late, HR has exhibited itself especially supportive in the imaginative change of
progressive system. The time has come, in any case, for Human Resource specialists to push past
the system change stage and put their plans energetically (Brewster and Hegewisch, 2017). The
execution of approach is a key part of business accomplishment, and HR specialists are
remarkably arranged to pioneer the affirmation of such philosophies (Baum, 2016). Furthermore,
in order to have expansion of business activities in international market it is essential to promote
innovative procedure. At first, not in any manner like some other constituent of an affiliation,
Human Resources is expansive, amongst departmental, and incorporated all through the
association the nature of HR is to coordinate with and fathom the systems of the business when
all is said in done. Second, the use of a business strategy absolute asks for cooperation with the
employees. With the help of having employee retention in the firm can able to operate its
business activities effectively (Purce, 2014.). In order to expansion of business activities on
international platform, it is essential to implement HR resourcing strategies to derive better
support to firm. The main objective in manner to resourcing strategy is to find out the most
suitable workforce. At the time of having expansion ion the activities of the firm the HR need to
put its major focus over to cost of investment in relation to expansion of business activities in the
global market. This kind of activities will be helpful in order to define the proper strategy to the
VirtualGaming Ltd. By implementation of successful HR strategies the firm can undertake its
business activities effectively (Abbasi and et.al, 2016). The main aim of this firm is to expand
their business activities into Eastern Europe than to expansion of business activities in
internationally North Africa. This can be done in the effective manner by having recruitment of
talented women will help the organization in achieving those areas which specifically requires
women resources so that they can able to achieve their desire objectives.
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RECOMMENDATIONS
The VirtualGaming Ltd being a leading organization of UK involved in developing
software has plans to evolve with the changing environmental conditions and demand of the
market (Collings and Mellahi, 2009). The company decided to expand its operations to Eastern
Europe and North Africa so as to enhance its overall growth in the gaming industry (Bratton and
Gold, 2012). The directors and top management are planning to expand its business thereby
undertaking critical evaluation of various factors as well as suggestions from internal employees
as they would might be required to work overseas. The various activities are taken into
consideration and recommendations are formed (Purce, 2014).
Going global is the demand of today's environment as it will enhance scale of operations
and with globalization expenses have reduces and profits has increased as cheap workers are
available worldwide (Ngo, Lau and Foley, 2008). Emerging business enterprises are expanding
globally which is of significant importance to the top managers and directors of the company.
They should evaluate various steps and should look into the impact it will have on their
organization before going globally. Stakeholders across the organization will be called on to
carry more responsibilities to continue to execute on day-to-day activities in addition to the
global initiative.
The research shows that the gaming software development industry of UK is growing at a
fast speed with the advancement of technology and evolvement of gadgets every now and then
has impacted children and others to engage their time in playing games either on smartphones,
PC's, play stations X-box etc. (Boxall and Purcell, 2011). This growing demand has forced the
VirtualGaming company to expand its scale of operations in the international markets which will
definitely increase their overall growth thereby bringing in more revenue for the company. With
advancement of technology the gaming software development companies needs to evolve with
the technology so as to achieve competitive advantage otherwise their products will be termed as
obsolete. The various recommendations needs to be incorporated by the VirtualGaming software
development organization are:
1. The human resource management of the VirtualGaming software development is
responsible for hiring more women resources to the organization as they will help in
achieving targets efficiently as well as effectively while men resources of the company
could be utilized in overseas operations (Boxall and Purcell, 2011). The recruitment of
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talented women will help the organization in achieving those areas which specifically
requires women resources (Pichler, Simpson and Stroh, 2008).
2. The HRM practices should incorporate all the talented employees of the company by
providing them proper training facilities as well as timely appraisal, rewards and
recognition which boost their morale and motivates them to achieve organizations target
effectively (Collings and Mellahi, 2009). Retaining talented employees is necessary for
the VirtualGaming software development company to be in competition with other
competitive firms.
3. As the company needs to expand its operations to two specific international markets that
is Eastern Europe and North Africa, the economic imbalances of these countries needs to
be evaluated critically (Purce, 2014). The various political, technological, environmental,
social and legal changes impacting the environment of these countries will have an
adverse impact on the VirtualGaming software development company which needs to be
considered by the HR manager.
4. The economic imbalances of the countries will increase the cost of operations, rate of
inflation as well as the level and amount of incentives will be impacted because of the
increase in cost figures (Boxall and Purcell, 2011). The HR manager responsible should
evaluate the economic environment of these countries before commencing business
(Bratton and Gold, 2012).
5. The HRM practices should include a critical evaluation of the needs and desires of the
existing employees about overseas expansion and take notes of their suggestions and
recommendations as they are crucial for the VirtualGaming software development
company (Purce, 2014). The HR manager needs to take strict measures on retaining of
talented employees by satisfying their goals and objectives.
6. The HR manager should plan various strategies to retain talented employees in the
organization which is planning to expand globally (Ngo, Lau and Foley, 2008). The
globalization has impacted economies and business both small and medium enterprises
thereby enhancing their scale of operations as well as cutting cost of various requirements
which is available worldwide at a cheaper price (Purce, 2014).
7. As the company tends to enhance their growth plans it needs to incorporate more talented
employees in equal proportions of men and women through strict recruitment and
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selection process which will bring in more talent to the company either domestically or
internationally (Pichler, Simpson and Stroh, 2008).
8. The recruitment and selection process needs to be carried out by the Human resource
department in a structural and procedural format which brings in talented as well as
dedicated employees into the VirtualGaming software organization who are ready to take
up new challenges as well as are ready to travel overseas (Purce, 2014).
9. The HR manager needs to conduct effective research inside the organization about views
of internal employees related to expansion of the company internationally.
This will bring out various aspects and suggestions needed for implementation and
decision-making (Chelladurai and Kerwin, 2017). Some employees at VirtualGaming are
excited about the plan of global expansion while others are resisting such an expansion as
it will bring in many changes (Collings and Mellahi, 2009).
10. Thus, both the directors and HR management has gone through series of researches and
carried out recommendations for the expansion of the company globally (Pichler,
Simpson and Stroh, 2008). The expansion will brining in new talent as well as advance
technology which will enhance profits but will somehow impact the company growth as
they will be in direct competition with many big firms and needs to evaluate their scale of
operations (Boxall and Purcell, 2011). Another aspect will include the expenses of
travelling and the work life as well as personal life of employees which will be impacted
by the expansion of the VirtualGaming software development company. Though the
company is leading in UK with global exposure it might be faced with downturn or may
impel in its operations with time if effective HRM practices are taken into consideration
(Bratton and Gold, 2012).
CONCLUSION
Based on above report it can be concluded that Human resource department has designed
in order to maximise the employee performance to achieve strategic objectives of organisation.
They work as to play many functions inclusive of benefits administration, pay roll, recruiting and
training so that each things can be done in expertise mode. It has been included with various
benefits administration, pay roll, recruiting and training so that each things can be done in
expertise mode. The main object of firm is to expand their business activities into Eastern Europe
than to expansion of business activities in internationally North Africa. The present report has
7

been included with various activities as are identification of changes and HR resourcing
strategies to address work life balances policies and procedure so that they can provide high level
of services to clients. In this manner the innovative factor plays the crucial role in order to
determine the high growth to enterprise. Thus, it can be stated that enterprise can able to achieve
its desire growth with the help of retaining current employee base.
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REFERENCES
Books and Journals
Boxall, P. and Purcell, J., 2011. Strategy and human resource management. Palgrave Macmillan.
Bratton, J. and Gold, J., 2012. Human resource management: theory and practice. Palgrave
Macmillan.
Collings, D. G. and Mellahi, K., 2009. Strategic talent management: A review and research
agenda. Human resource management review. 19(4). pp.304-313.
Ngo, H. Y., Lau, C. M. and Foley, S., 2008. Strategic human resource management, firm
performance, and employee relations climate in China. Human Resource Management.
47(1). pp.73-90.
Pichler, S., Simpson, P. A. and Stroh, L. K., 2008. The glass ceiling in human resources:
Exploring the link between women's representation in management and the practices of
strategic professional services firms. Human Resource Management. 50(3). pp.341-363.
Purce, J., 2014. The impact of corporate strategy on human resource management. New
Perspectives on Human Resource Management. Routledge Revivals.
Abbasi, M. and et.al, 2016. Identify Future Changes of ICT in Human Resources Management:
A Delphi Study. Human Resource Management. 3(1). pp.36-44.
Baum, T. ed., 2016. Human resource issues in international tourism. Elsevier.
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.
Daniels, S. R. and et.al, 2017. Collective assessment of the human resources management field:
Meta-analytic needs and theory development prospects for the future. Human Resource
Management Review. 27(1). pp. 8-25.
Domínguez-Falcón, C., and et.al, 2016. Human resources management and performance in the
hotel industry: The role of the commitment and satisfaction of managers versus
supervisors. `International Journal of Contemporary Hospitality Management. 28(3).
pp. 490-515.
Guinot, J. and et.al, 2016. Linking altruism and organizational learning capability: A study from
excellent human resources management organizations in Spain.Journal of Business
Ethics. 138(2). pp. 349-364.
Jaw, C. and et.al, 2016. Complexity Theory and Human Resources Management: Transcending
Variable and Case-Based Perspectives of Service Employees’(Un) happiness and Work
Performance. In Bad to Good: Achieving High Quality and Impact in Your Research
(pp. 245-292). Emerald Group Publishing Limited.
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Konrad, A. M. and et.al, 2016. Antecedents and outcomes of diversity and equality management
systems: an integrated institutional agency and strategic human resource management
approach. Human Resource Management. 55(1). pp. 83-107.
Miller M., 2017. Human Resource Management.
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