Human Resource Management: A Comprehensive Guide

Human Resource Management
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Table of Contents
Introduction......................................................................................................................................3
Task 1-Explain the purpose and scope of HRM in terms of resourcing of an organisation............4
Task 2- Effectiveness of the Key Elements of Human Resource Management............................10
Task 3-Analyse internal and external factors that affect HRM decision-making, including
employment legislation..................................................................................................................13
Task 4-Apply HRM practices in work related contexts................................................................17
Conclusion.....................................................................................................................................19
Reference List................................................................................................................................20
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Introduction
Human resource management is the process of controlling and directing employees in an
organization. It includes various functions like recruitment, selection, planning, training and
development. Human resource managers plan, coordinate and direct employees in an
organization. It is important for an organization as it helps in achieving organizational goals
through creating a positive attitude among employees in different department. Human resource
management is highly focused on strategic works and objectives by enhancing employee skills,
knowledge and motivation. Employees get a chance to get well trained and future promotion. In
addition to this, a healthy HRM practice helps a company to build co-ordinal relationship with
labor union. This assignment will cover purpose and scope of human resource management
functions in terms of resourcing an organization. The assignment will also focus on analyzing
effectiveness of internal and external factors that are affecting decision making process of human
resource management in. Key elements of human resource management are incorporated in this
assignment.
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Task 1-Explain the purpose and scope of HRM in terms of resourcing of an organisation.
Introduction
The task will explain purpose and functions of HRM applicable to workforce planning and
resourcing along with hard and soft approaches of HRM. In the second part of the task will focus
on strengths and weaknesses of different approaches to recruitment and selection in context to JP
Morgan
P1: Explain the purpose and functions of HRM, applicable to workforce planning and
resourcing an organization
HRM function includes two major types of function such as operative and managerial. Basic
managerial functions and purposes are as follows.
Planning: It is essential function of human resource management as it determines the goal and
lays down certain procedures and policies in order to reach at goal. As per HRM, planning means
determination of some personnel programs that can contribute to a particular goal. This
department follows certain works like planning job requirements, preparing job description and
determination of appropriate sources of recruitment (Sharma, 2016).
Organizing: Human resource management develops and designs organizational structure in order
to carry out various operations. The basic duties under this function are assignment of different
tasks to different employees along with coordination different activities performed by
individuals.
Directing: Human resource management encourages employees to work effectively and
willingly for organizational goal. Another duty of HR mangers is motivating employees to
accomplish personnel programs. Employees can be motivated through salary administration,
career planning and ensuring employee morale (Bratton and Gold, 2017).
Controlling: This is concerned with regulation of various activities in accordance with plans.
This function also includes comparison of organizational performance with formulated
standards. Controlling helps the HR managers to evaluate the performance of personnel
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department, which involves personnel audit, performance appraisal and critical examination of
personnel statistics.
Operative functions and purposes of human resource management are discussed below.
Employment: This function involves employment of appropriate number of persons required to
achieve objectives of organization. Other responsibilities under this function are selection,
recruitment and placement of employees. Selection and recruitment cover the devices and
sources designed to choose right individual for right jobs.
Development: The duty of HRM is to train employees to develop their technical and other skills
for the desired position. Proper development will help the employees to perform well in their
jobs and in satisfying growth needs. Appropriate training programs will not only help the new
employees but old ones in terms of updating their existing knowledge.
Compensation: This function is associated with determination of equitable and adequate
remuneration of employees for their contribution in the organization. Employees are
compensated in terms of financial and non financial rewards (Bryant and Allen, 2013).
Organizations have to focus on certain factors before fixing remuneration such as requirements
of jobs, capacity to pay and legal provisions regarding minimum wages.
Strategic HRM
SHRM is defined as the process of formulating and executing HR practices and policies that
produce employee competencies, which will ultimately help in achieving organization’s strategic
needs (Cascio, 2015). SHRM helps in analyzing threats and opportunities existing in external
environment of the organization. It also controls and evaluates activities in order to ensure that
objectives of the organization are achieved. Natures of SHRM are as follows.
 Strategic human resource management is associated with setting objectives, allocation of
resources and preparation of policies
 HR practices are accepted, adjusted and used by employees as a part of everyday work
 Business strategies have long term orientation in SHRM
 SHRM is focused on fostering corporate excellence skills
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Hard HRM approach
In this approach, HRM is seen as short term policy and employees are hired as per requirement.
Employees have less or limited control over working life. Communication process is in a
downward direction and judgmental appraisal is used to analyze the performance level of
employees. Limited use of team work and delegation is used in this approach (Jenkins and
Delbridge, 2013).
Soft HRM approaches
In this approach, employees are used effectively to achieve long term business objectives.
Emphasis is given on development and training. Employees are give opportunity to have control
on their working life. Developmental appraisal system is used in this approach. Advanced
techniques are designed to empower employees (Jenkins and Delbridge, 2013).
P2: Explain the strengths and weaknesses of different approaches to recruitment and
selection
Common recruitment approaches are as follows.
Internal recruitment: This approach involves recruiting candidates within the organization to
fill job vacancies. Methods of internal recruitments are promotions, internal employee referrals
and internal advertisements such as newsletter, email and notices (Board, 2017).
External recruitment: This approach involves recruiting candidates through external sources
such as job portals, networks and outside references.
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