Human Resource Management Practices

The provided assignment is a review of human resource management (HRM) research, covering various aspects such as HRM practices, their impact on organizational performance, and environmental sustainability. The review includes a list of references from books and journals, highlighting the importance of HRM in multinational companies, small and medium-sized firms, and hospitality and tourism industries. The assignment also touches upon the role of HRM in schools and teachers' benefits, culture insights for human resources management, and green HR practices. This document serves as a valuable resource for students and professionals seeking to understand the significance and applications of HRM research.

HUMAN
RESOURCE
MANAGEMENT

TABLE OF CONTENTS
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
P.1 Purpose and function of HRM and improve workforce planning....................................1
P.2 Different approaches to recruitment and selection...........................................................2
P.3 Different HRM practice...................................................................................................3
P.4 Effectiveness of difference HRM practices.....................................................................4
TASK 2............................................................................................................................................5
P.5 Importance of employee relation......................................................................................5
P.6 Key elements of employment legislation and impact it has upon HRM decision making.. .6
P.7 Application of HRM practices.........................................................................................7
CONCLUSION................................................................................................................................8
REFERENCES................................................................................................................................9

INTRODUCTION
Human resource's administration is assist to indefinite quantity the level of internal
carrying into action and meet the structure objective in work place. In this context written
document assists to focal point on work forces planing and different kind of human resources'
management function is assistance to modification the level of carrying into action in market. In
this context report is based on the BT organisation. This administration is basically located in
united kingdom and provide the different holiday telecommunication company. This governance
is concentration on policy of human assets' department and activity at the time of determination
making in work place (Tracey, 2014). Further, it covered some legalisation impact on human
resource's management and focus to improve the growth rate as per the law. Some legal factor is
most important part for internal working environment. Moreover, Employee relation encourages
the reality of working environment and make some changes as per the need of the marketing
environment.
TASK 1
P.1 Purpose and function of HRM and improve workforce planning
Human resources' management function is useful to improve internal working
environment. Some function is most important to help in increase the production of the
organisation and make some change in market growth. Some function of human resource
management are as follows :-
 Recruitment and selection :- It is first function of human resources' management is to
recruit new person to right person at, right job in working environment. Recruitment is a
process of screening potential and qualified candidate for right job (Kramar, 2014).
Human resource department is focus on many activities before start a recruitment process
like proper staffing plan and grade the number of employees as per the ability of working
performance.
 Orientation :- To be focus on ordination of new employees with old employees in
organisation (Purce, 2014). It is positive aspect of internal working environment and
provide friendly environment to new employees in working environment. Make some
change as per the need of working environment.
 Maintaining good working condition :- Human resource department is to be focus on
good employees' relation. It is a fundamental duty to Hr department to motivate each and
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every employee in organisation. Human resources' department is provided benefit to each
and every employees as per work.
 Managing employee relation :- In internal working environment employee relation is
most important part and help to increase productivity. Employees are pillars of the
organisation. They have ability to influence behaviour and work output. In this context
well planned employee relation is will promote the healthy and better relationship to each
and every worker (Bolman, and Deal, 2017). To manage work is the least essential part
and improve growth rate in market. In internal working environment the fewest crucial
factor is to improve and organisation to be success.
There are all major function of human resource management and improve the growth rate
in organisation. To be focus on internal working environment and manage employee relation.
Some purpose of human resource department is to manage the growth rate and improving
working condition of internal environment (Bolman, and Deal, 2017). The responsibility of
human resource management is three most important areas staffing, employee compensation and
benefit of employees in work place. To manage work is most important part and increase the
growth rate in market. There are many levels of organisation are employees level, organisation
level and improve productivity in work place.
P.2 Different approaches to recruitment and selection
Human resources' department is to be concentration on some approaches to be used at the
time of recruitment and selection. Some new approaches is most important and find right
candidate for the right job (Purce, 2014). Make some changes as per the need of outside market
and increase number of employees in market. There are many approaches is to be used at the
time of recruitment and selection of new candidate.
 Job description :- In job description is most important part to new employees in
organisation. HR. department is give complete details about the job to each new
candidate. A systematic hiring policy beginning with complete knowledge of job in
organisation (Silva, and et.al 2015). One of the most important part is increase the
market share and make some changes as per the need of new candidate in organisation.
To be provide accurate information about the job title for hire new employees in
organisation.
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 Skills inventory :- To be find ideal candidate for specific job in organisation. In this
context to be concentration on some new skills is to be introduce in market and make
some changes as per the need of organization. To understand new candidate skills is most
important part and work is to be distributed as per skills and qualification of employees.
Make some changes as per the need of working environment and make some changes as
per skills.
 Job posting strategy :- In job posting is a kind of advertisement created by employer and
human resource department in organisation. It is focus is to improve market share and
make some changes as per the need of internal working environment. This is kind of
strategies to be follow by human resources' department (Darwish, and et.al 2016). With
the help of such kind of strategies is more important in market share and make some
changes useful for company. In this strategies future or upcoming vacancy is also showed
for new candidate in market. This is a strategy to be used by human resource
management and manage the growth rate in market.
All such kind of approach to be used human resource department for increase the number
of candidate in market share. This approaches are more useful and make some changes in
internal and external working environment (Silva, and et.al 2015). On the other hand, some
skills is the fewest essential part at the time of recruitment of employees in market. New
candidate is use acquirement to improve carrying into action and knowledge.
P.3 Different HRM practice
Human resources' department is use some practices to indefinite quantity knowledge and
improve services in structure. This kind of practice is give bothy positive and negative impact on
working state of affairs. There are something introduce new in working state of affairs is most
essential part for all internal department in organisation. In this way, some HRM practices are as
follows :-
 Flexible timing :- Human resource department is focus on timing is to be flexible once in
a week is give positive impact on working environment. HR. department is focus on such
kind of activity and manage work as in flexible timing.
 Dress code :- In this context organisation is to be decide that provide dress code of each
employees in organisation. This is practice of human resources' department and some
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changes as per the need of internal working environment (Bainbridge and et.al , 2017).
There is good decision to decide dress code of each employees about work. Human
resource department is decided the dress code and make some improvement in internal
working environment.
 Fun at work :- Human resource department is doing good practices in most important to
reduce work burden. This is most interesting part that is help to manage the growth rate
in work place (Darwish and et.al 2016). These are the leading property that we do to
brand sure that our worker are blessed so that they do holding which kind sure our
customer are happy. To be satisfied each and every employee in the organisation is most
important and improve the productivity at the work place.
All such kinds of human resource department practice, most important part and manage
work on it. HR. The department is focused on such kind of activity and manage work as in
flexible timing. It has given positive impact on it to solve any issue.
P.4 Effectiveness of difference HRM practices
Human resources' management is most important part to manage the growth rate and
increase the market share. In above question there are some new skills is to be used and make
some modification in market share. There are many kinds of Practice is most important and make
several natural event in development rate (Bainbridge, and et.al , 2017). To be transform the
complete internal working environment and make some changes as per the need of internal work
or employees in organisation and overall development of market and make some changes as per
the need of employees and provide advice by external parties. There are some benefit for human
resource department are as follows ;-
 Improve employee turnover :- In this context HRM practice is help to each and every
employees about the work. To be increase employee turnover as per the working ability
and performance level in organisation. It’s essential that you linearisation the right
defence mechanism and good too (Kramar, 2014). Human resource professed also need
to pay inattention to worker individual condition.
 Conflict resolution ;- In internal working environment is to be focus on remove the
conflict and make some as per the need of working environment. There is help to
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provide healthy relationship with employees and make some changes in as per the need
of market demand.
 Employee satisfaction :- Human resource department is focus on provide satisfaction of
employee's about the work and give some extra benefit as per the ability to working state
of affairs. To motivate staff member to creative solution to be used in working
environment. Some more important part is to increase the market growth and make some
changes in working environment.
There are all effectiveness of employees to improve the working environment and
indefinite quantity the growth rate in market. All such factor is more important to internal and
external work. In above question there are some new skills is to be used and make some
modification in market share.
TASK 2
P.5 Importance of employee relation
Organisation is to be see employee relation is most important part and make some
changes as per the need of market and improve the growth rate inside working environment. In
this way, employees relation is one of the most important part and more useful to organisation
are as follows:
 Work become easy:- In internal working environment good employees' relation is help to
work become easy to organisation members and increase profit in market (Kramar,
2014). To be help improve productivity in market and make some changes as per the
need of external working environment.
 Improve quality :- In this context employee relation is helping to improve the quality of
working conditions. Employee relation encourages the reality of working environment
and make some changes as per the need of the marketing environment. Loyalty become
employees most important part, if employees are loyal about their work. This has given
positive impact on internal organisation.
 Productivity :- Human resource department is focus to improve level of productivity is
most important part and make some changes in relation with employees is more
important to modification in internal work place (Budworth and et.al 2015). Organisation
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is investing employees relation programme to improve the productivity in market
condition and increase loyal atmosphere in market growth.
 The organisation become happy place, if the employee are working as a family member :-
In this context each and every employees is more friendly is more important to increase
the market share and make some changes in growth rate (Budworth and et.al 2015). If
worker are happy with other inside the organisation, give positive impact on carrying into
action growth and ameliorate level of work or productivity in organization.
 Easy to take new decision :- Human resources' management is focus to employee relation
is most important at the time to take new decision in working environment (Oke, 2016).
In internal work place decision making is applied under the guidance of each and every
worker. To manage work and make some changes in market share.
P.6 Key elements of employment legislation and impact it has upon HRM decision making.
At the time when candidates are been selected to get work within any kind of
organisation there is need that all type of legal regulations and legislation are followed. This part
should be mentioned there in employment contact of that employee so that he and company both
are clear with what type of rules and legalisation are to be followed (Kramar, 2014). The breach
of any of the mentioned legalisation will be inviting punishment for employer so special care
must be taken so that there are no mismatches. There are many kinds of laws and legalisation
which are to be followed like that of Employment Right Act, Sex Discrimination Act, Disability
Discrimination Act, Equal Pay Act and National Minimum Wage Act. All these must be kept in
mind at the time when company is employing any person or taking decision regarding any of
them.
So there are also some elements which are to be used on employment legislation and
impacting the decision making of HRM at time when they are dealing with any activity of human
resource management or planning. These elements could be:
 Social security
 Special provision of occupation or group
 Working conditions
 Sexual harassment
 Affirmative actions
 Equal employment opportunity
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 Welfare, safety and health
These above key said components guarantees that authoritative assertions of bosses
match with those of representatives in consistence with enactment. The expansive effect of
business enactment when HR directors take choices regarding the occupations and whole
organization is speak in the following:
The first effect is on choices regarding the work environment outlines and security
measurements of the labourers where the HR staff ought to consent to the base requirements
otherwise they will be lawfully punished (Bainbridge and et.al, 2017). Once more, as the key
target of enactment is shielding workers from separation and disparity, troughs of HR need to
define unique HR plans and working environment overseeing strategies. Enactment likewise
directs finance arrangements and other compensation and advantages designs in line with the
working time booking and arranging as needs be so every HR choice goes right confirming
decency and uniformity. In addition, work enactment impacts government managed savings
plans of the organization and unique arrangements relying upon circumstances and employment
nature
P.7 Application of HRM practices
There are some HRM practices is one of the most important part to improve the
productivity and make share. There are different practice is to be used to improve the market
share and make some changes in internal environment, which is give direct impact on external
working environment. There are process is to be depend on the HRM practice and make some
changes as per the need of marketing environment. There are lot of problem is to be faced at the
time of productivity is to be affected in such kind of work.
 Selection
 Rewards
 Development process
 Appraisal process
All such kind of activity is to be depend on the HRM practice in organisation. In this
way, improve productivity and profit is to be depend upon the internal working environment.
Human resource department is focus on all such factor like selection of new candidate in
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organisation, motivation of employees and make some changes as per the need of marketing
activity in working environment. Structure fairness is the time period used to draw the role of
justness as it directly tie in to the geographic point and is afraid with the way's employer
ascertain if they have been aerated fairly in their business and the slipway in which those alter
powerfulness other work-related changeable (Paillé and et.al 2014). All such kind of activity is
most important part to changes and make some improvement in market share. Some plan of
attack is to be used in internal and external working state of affairs and make some changes in
growth rate in market. There are some changes as per the need of organisation and employee
loyalty is more important to internal and external working environment.
CONCLUSION
Form the above report is based on written document assists to focal point on work forces
planing and different kind of human resources' management function is assistance to
modification the level of carrying into action in market. In this context report is based on the BT
organisation. This administration is basically located in united kingdom and provide the different
holiday telecommunication company. As per the above report is use some different function of
human resource management is most useful and make some changes in growth rate in market. In
this report find ideal candidate for specific job in organisation.
In this context to be concentration on some new skills is to be introduce in market and
make some changes as per the need of organization. From the above report is based on some law
is to be used for each and every worker in organisation. This is most important part to change
some law as per the need of market value and provide safety to each and every department in
organisation. As per the above report Employee relation encourages the reality of working
environment and make some changes as per the need of the marketing state of affairs.
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REFERENCES
Books and journals
Bainbridge, H.T and et.al , 2017. The Pervasiveness And Trajectory Of Methodological
Choices: A 20‐Year Review Of Human Resource Management Research. Human
Resource Management. 56(6). pp.887-913.
Bolman, L.G. and Deal, T.E., 2017. Reframing organizations: Artistry, choice, and leadership.
John Wiley & Sons.
Brewster, C and et.al 2016. International human resource management. Kogan Page Publishers.
Budworth, M.H and et.al 2015. Looking forward to performance improvement: A field test of
the feedforward interview for performance management. Human Resource Management.
54(1). pp.45-54.
Darwish, T.K and et.al 2016. The impact of human resource practices on actual and perceived
organizational performance in a Middle Eastern emerging market. Human Resource
Management. 55(2). pp.261-281.
Horwitz, F., 2015. Human resources management in multinational companies in Africa: a
systematic literature review. The International Journal of Human Resource Management.
26(21). pp.2786-2809.
Kramar, R., 2014. Beyond strategic human resource management: is sustainable human resource
management the next approach?. The International Journal of Human Resource
Management. 25(8). pp.1069-1089.
Oke, L., 2016. Human Resources Management. International Journal of Humanities and
Cultural Studies (IJHCS) ISSN 2356-5926. 1(4). pp.376-387.
Paillé, P and et.al 2014. The impact of human resource management on environmental
performance: An employee-level study. Journal of Business Ethics. 121(3). pp.451-466.
Purce, J., 2014. The impact of corporate strategy on human resource management. New
Perspectives on Human Resource Management (Routledge Revivals), 67.
Riley, M., 2014. Human resource management in the hospitality and tourism industry.
Routledge.
Runhaar, P., 2017. How can schools and teachers benefit from human resources management?
Conceptualising HRM from content and process perspectives. Educational Management
Administration & Leadership. 45(4). pp.639-656.
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Sheehan, M., 2014. Human resource management and performance: Evidence from small and
medium-sized firms. International Small Business Journal. 32(5). pp.545-570.
Silva, M.R and et.al 2015. Culture in Angola: insights for human resources management. Cross
Cultural Management. 22(2). pp.166-186.
Tracey, J.B., 2014. A review of human resources management research: The past 10 years and
implications for moving forward. International Journal of Contemporary Hospitality
Management. 26(5). pp.679-705.
Wehrmeyer, W. ed., 2017. Greening people: Human resources and environmental management.
Routledge.
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