Human Resource Management

Running head: HUMAN RESOURCE MANAGEMENT
HUMAN RESOURCE MANAGEMENT
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Author note

HUMAN RESOURCE MANAGEMENT1
Introduction
Human Resource Management (HRM) is the most successful constituent of a
successful work place. This helps the work force to become productive and the help them to
thrive the crucial and crucial phases of business (Paauwe & Boon, 2018). As per Sparrow and
Otaye-Ebede (2017), these are the aspects that help the employers to understand that majority
of the people that are working in the organisation are the assets and they should not be judged
as the costs of the organisation (Vanhala & Ritala, 2016). This assignment discusses about
the HRM of Coffeeville and in this discussion in mentions of the HRM system of the
organisation. Further, in the line of this organisation, it discusses about a short explanation
and discussion about the HRM system and its functions in the Coffeeville organisation
(Paauwe & Boon, 2018).
Therefore, with the aim of discussion about the HRM of Coffeeville, this paper will
discuss about the employee legislations, technologies, HR strategic planning, and a complete
overview of the system.
Overview of Human Resources Management
As per Paauwe and Boon (2018) Human resources management is the process through
which any organisation manages and understands the concern of its employees and this
responsibility helps them to take any decision regarding the hiring, firing or to train and
motivate its employees. Through the processes of Human Resources, employers are able to
understand the complications employees are suffering from and through their management
processes, HRM empowers the management to take decisions like appraisals, trainings,
career planning and incentives that motivates and influence employees to perform for their
career (Vanhala & Ritala, 2016). As per Vanhala and Ritala (2016), human resources play
critical role in any organisation as through the processes and services, HR managers

HUMAN RESOURCE MANAGEMENT2
communicate with their employees that develops a connection among the employees and
employers. As per Brewster, Mayrhofer and Smale (2016), employees also contains emotions
actions, feelings and efforts that help them to improve their personal and professionals
abilities. This develops five critical aspects of organizational processes such as the Men,
Money, Machines, Materials, and Methods and within these, the HRM system deals only
with men as they are the most crucial and critical aspect of organizational process.
While discussing the functions of the HRM, four primary aspects that should be
discussed is the Planning, Organizing, Directing and controlling the work force (Paauwe &
Boon, 2018). In this organisation namely Coffeeville, it was seen that HRM is involved with
the analysis and assessment of the performances of the employees so that if any employee
requires any training and personal improvement program, then they could arrange for their
professional and personal improvement (Kaufman, 2016). Further, it was seen that the HRM
of Coffeeville took responsibility of organizing employee engagement activities so that they
could develop abilities for the growth and development of the organisation, as well as
develop communication and coordination between the organisations. Moreover, through the
help of direction, HRM helps to motivate or influence their employees so that they could
achieve the target for their organisation (Vanhala & Ritala, 2016). Finally, controlling is the
aspect of HRM that helps the management to determine the achievement of the
organizational goals or fulfilling the organizational standards. Within these four theoretical
approaches, the ergonomic approach and motivational approach of HRM should be
implemented in the Coffeeville so that employees could be provided with much needed
aspects for their growth and motivation in the organisation (Brewster, Mayrhofer & Smale,
2016). Through the motivational approach, employees could be motivated to take an extra
effort and then they could provide the employees with rewards to develop connection
between employees and employers. Further, the ergonomic approach would help the