Human Resource Management: Strategy, Relationship, and Application

Human Resource Management
Assessment 1
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Table of Contents
Introduction.................................................................................................................................................2
Human Resource Strategy...........................................................................................................................2
Relationship between the business environment and function of human resourcing...............................3
Application of human resource management principles to practical situations............................................5
Critical analysis of the HR practice in the organisation...............................................................................7
Conclusion...................................................................................................................................................9
References.................................................................................................................................................10
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Introduction
Human resource management within the firm deal with the process of recruiting, selecting then
inducting employees, and then providing the orientation, training as well as the development of
the appraising performance of the employees within the field (Chambel, Castanheira, and Sobral,
2016). The organisations have effective human resource management that eventually helps to
develop the value of the firm and maintain the staff members within the firm and enhance the
performance level. The primary purpose of the paper is to provide an effective view of the
human resource strategy regarding the business environment as well as the human resource
function within the firm. The paper also discusses the application of the human resource
principle within the firm for the betterment of the activity and the working function. The paper
also discusses the HR practice and the activity that took place within the firm for the betterment
of the working function and the situation within the organisation.
Human Resource Strategy
The sharing economy is gradually developing with the impressive rate across the world. In this
situation the Human resource management maintain the economic factor and the development
process of the firm all over the world. The contractual activity within the sharing economy is
highly developed by the help of the business process within the field. Human Resource Strategy
is the processes that are effectively done by human resource management for the development of
the business. It is highly different from traditional HR in numerous aspects (Noe et al., 2017).
HR strategy is eventually considered to be the long term as well as focus on workforce planning
along with the workforce development from the forward-thinking perspective of the HR
management team. This strategy is primarily adopted by the HR management of the firm that
aim for integration of the organisational culture their employees along with the system by
eventually coordinating the set of action for getting the required business goal (Al-Refaie, 2015).
For dealing with the human resource strategy within the business, it is essential to address the
four dimensions within the firm, and they are culture, organisation, people and human resource
systems.
The organisational culture shows believes along with the rules as well as the style of the HR
management of the firm. The HR management within the organisation maintained the structure
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along with the job types and the job descriptions along with the reporting lines of the firm. The
vital part of the organisation is the people associated with the business activity that deals with the
situation and provide a valuable factor for the firm (Nankervis et al., 2016). The last dimension
of the HR strategy is the human resource systems that focus on the staff members that help in
delivering proper strategy for the firm like the recruitment process then the communication,
training as well as development and even the compensation of the employees (Longoni, Luzzini,
and Guerci, 2018).
Relationship between the business environment and function of human resourcing
The function of human resource has a huge impact on the business environment. It is the fact that
the business owners have to maintain the numerous activities within the operating company and
always maintain a suitable position with the staff members in the business. It is the fact that the
HR management role within the business is highly essential for the development of the firm
(Chowhan, Pries, and Mann, 2017). The suitable purpose or the relationship that could be found
among the business environment and the human resource function is associated with the firm
performance than the customer value, then the recruitment and even the organisational design of
the firm. The performance level within the firm is highly affected by the role of the human
resource as they are highly associated with the vital working function within the field. The
human resource function within the business environment is to maintain the labour force that is
eventually depending on for producing suitable and effective results (Knies et al., 2015). It can
also be seen that the result of the firm leads to the benefits for the customers. The employee
plays the diver role according to the business environment like in the factor the employee
performs the physical labour, and in the service industry, they effectively deliver service to the
business. The Herzberg Motivation-Hygiene theory effectively show that the HR functions
within the organisation is to effectively motivate the staff members for performing their best
within the market.
The customer value is another factor that leads to the relationship between the business
environments along with the human resource function. In this process, it can be seen that the
resource-based view within the competitive advantage of the firm generally refer to the way by
which the business can produce long term value of the customers from the resources. In this
process, the employees are also considered to be the resource of the firm where the management
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