Human Resource Management Practices

This assignment delves into the crucial role of Human Resource Management (HRM) in contemporary organizations. It examines various HRM practices, such as recruitment, training, performance management, and compensation, and analyzes their influence on employee attitudes, behaviors, and overall organizational performance. The assignment encourages critical thinking about the link between HRM strategies and business success, drawing upon scholarly research and practical examples.

Human Resource
Management

Table of Contents
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
Importance of HRM and their functions.....................................................................................1
TASK 2............................................................................................................................................2
Objectives of HR Planning and its usefulness in sourcing right skills and competencies..........2
TASK 3............................................................................................................................................4
Training and development strategies..........................................................................................4
TASK 4............................................................................................................................................5
Process and model for managing change within Flat Metal Pressing company.........................5
TASK 5............................................................................................................................................7
Employment legislation in HR practices.....................................................................................7
TASK 6............................................................................................................................................8
Ways by which Flat Metal Pressing company can take advantage of globalisation...................8
CONCLUSION................................................................................................................................9
REFERENCES..............................................................................................................................10
.......................................................................................................................................................11

INTRODUCTION
Human resource management is the most important department in an organisation which
focuses on recruitment, selection, compensation, training and development functions. It is
helpful in managing employees so that they will perform according to the specified standards
(Armstrong and Taylor, 2014). In other terms, it can be said that it is a process by which
employees are hired and developed so that they will create value for company. This project is
based on the case study of Flat Metal Pressing which designs metal pressings for auto-mobile
sector. There, will be discussion on the importance of HRM and their functions within
organisation. It will also state about the objectives of HR planning and the way it can be useful in
sourcing right skills and competencies for firm.
TASK 1
Importance of HRM and their functions
Human resource management is highly important for the success of Flat Metal Pressing
because it increases productivity and efficiency of employees. There is given some other
importances that are as follows-
 Its practice is very helpful in attracting and retaining the best qualified employees in an
organisation.
 HRM develops the skills and knowledge of workers by providing training to them.
 It aids in utilizing available human resources in an optimum manner.
 Also, it motivates workforce by providing compensation and healthy environment to
them so that they will perform according to the specified standards.
 If any worker will have problem regarding their job then in this situation, HR department
plays an important role as it resolves their issues in an effective and efficient manner.
HR functions- Recruitment and selection- It is the most important function of HR department in which
it hires new employees according to the requirement of company so that business
operations can be carried out easily and effectively. Training- For getting positive results, HR manager provides training to their employees
that increases their skills and knowledge by which they are able to perform their job
effectively.
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 Record keeping- HR department has main responsibility to keep record for the business
regarding their income, expenses, etc.
 Employee relation- It is also the most important function of HR manager. If at
workplace, there occurs any type of issues between employers and employees then he
plays the role of mediator. He tries to maintain healthy environment in an organisation so
that everyone will perform their job effectively.
TASK 2
Objectives of HR planning and its usefulness in sourcing right skills and competencies
Human resource planning is a process which is very helpful in identifying the current and
future needs of manpower that aids an organisation in achieving its desired result or targets. It is
a continuous procedure which ensures that there is proper availability of qualified and competent
staff for attaining organisational objectives. This process is very important in today’s competitive
environment as it aids in achieving the competitive advantages over its rivals (Bloom and Van
Reenen, 2011).
Objective of HR planning- In Flat Metal Pressing, it is done because of many reasons
that are given as below-
 For ensuring proper supply of employees whenever firm requires
 To hire and maintain workers according to the requirement of company so that there will
be no occurrence of any over and under staffing situation
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(Source 1: FUNCTIONS OF HR, 2013)

 To evaluate the effect of technology on operations as well as on present and future
employee’s requirement
 To utilize existing workforce in an optimum manner so that firm can reach at its decided
destination
 To control the activities of current manpower so that they will perform according to the
prescribed rules and regulations
So, from the above discussion, it can be said that human resource planning is very
important for an organisation as it aids in achieving competitive advantages over its rivals.
Importance of human resource planning- Skills requirement- In this planning, it is evaluated that what skills and capabilities are
required in an employee for performing a specific job so that he will generate specified
outcome. So with the help of this planning, skilled and capable workers are hired which
help company in achieving the prescribed target. Checks labour imbalance- This planning is very helpful in identifying the shortages or
surpluses of manpower in organisation. Over or under staffing is not good for company
as it may be expensive for the firm. If at workplace, there will be shortage of workforce
then physical resources cannot be utilized effectively. To meet expansion need of company- It is also helpful in the case where company wants
to expand their business as through this planning, required number of employees are
estimated that help in meeting the needs of firm (Boxall and Purcell, 2011). Fulfilment of needs of employees- This planning also satisfies the needs or wants of
workers by doing promotion, transfer, etc.
 Implementation of budget- It also plays an important role in the implementation of
budget as it estimates the cost of human resources like their salary and other benefits, etc.
So, it provides support in making the budget for various departments.
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TASK 3
Training and development strategies
Training and development function is the most important function in an organisation
because it aids in increasing skills and knowledge of employees by which they are able to
perform their job in an effective and efficient manner. It is a short term process that are applied
on every level of management. When it is applicable on lower or middle management then it will
be known as training while when it will be provided to top management then it will be called as
managerial development (Guest, 2011).
Its Objectives- It is provided by Flat Metal pressing company to its employees because of
many purpose that are given below-
 This event focuses on a specific area by which employees' skills and knowledge can be
improved that aids the company in achieving specified result.
 To familiar new worker with organisational environment so that he can carry out their
activities effectively and comfortably.
Methods of training- There are various ways which can be adopted by Flat Metal
pressing company according to the requirement that are given below- On the job- In this, training are provided to employees at work place. In this, there are
various types by which knowledge can be increased that are as follows-
◦ Apprenticeship- In this, learners learn thing while doing work with skilled
employees. In this person get stipend till the ending of training.
◦ Vestibule training- In this, a dummy environment is created which looks like real
workplace. When individual get knowledge in this situation then he came to know
how to work in real situations.
◦ Job rotation- In this, person is rotated from one job to another so that he can take
experience of all positions. And at the end of training, he will be able to work in
every situation and with every equipments (Huselid and Becker, 2011). Off the job-
◦ Classroom- In this, lecturer gives knowledge or information to the large number of
people. It is useful in that situation where there are more number of candidates.
◦ Case study- In this technique, a specific problem is given to learners and ask to give
solution. With the help of this, they learn that how to handle situations effectively.
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TASK 4
Process and model for managing change within Flat Metal Pressing company
Change management can be defined as a process which guide and prepare to the people
for accepting change successfully in order to get success in the market. To adopt modification is
very important for company because it will aid it in achieving competitive advantages over its
rivals. If Flat Metal Pressing will not alter their activities and process then it will not be able to
get attention of customers (Jiang and et. al., 2012). For managing change successfully, cited firm
should follow the below given process that will help in obtaining desired result. This process
mainly concentrates on four stages that are- Prepare phase- At this stage, it is identified that what are the problems and factors for
which change has to be implemented in the company. For this, research has to be
conducted. Collected information will be helpful in creating vision by which current
issues can be dissolved. Design phase- After knowing about the exact problem, process will be designed
accordingly so that change can be implemented successfully.
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Source 2: Training process, 2017

 Build a team- After designing process for implementing modifications, now a team will
be formed and responsibilities will be delegated to them so that they will help in the
formulation of change effectively (Kehoe and Wright, 2013). Communication- After that, vision of this change will be communicated to every
concerned members so that they can understand its needs. Removing obstacles- There is no process in which disturbance will not be created. After
communication about change, there will be many people who will resist for change. So
for getting success in the implementation of change, management should try to convince
them for accepting them so that it can be formulated effectively. Implementation- After removing all disturbing elements, change will be implemented at
work place so that company can attain its desired result within stipulated period of time. Evaluation- It is very important step for getting success because if there will be no
evaluation then no one will carry out their activities accordingly then that may result that
organisation will not achieve its target.
Change management model- There are various number of model, one of them is
Kotter's change management concept which aids in managing alteration effectively. This
theory is explained below-
 Create urgency- In this, firstly reasons for change will be identified which will aid in
creating urgency of change at workplace.
 Form a powerful coalition- In this, management tries to convenience the people so that
they will not resist for accepting change. For this team work is required so at this step, a
team will be formed which will help in the implementation of change successfully.
 Create a vision for change- Management should create clear objective so that everyone
can understand the requirement of change.
 Communication- After that target of modification will be communicated to everyone so
that they can take action accordingly (Lengnick-Hall, Beck and Lengnick-Hall, 2011). Removal of hurdles- After communicated all things, there will occur various problems
so management should remove that timely so that it can achieve specified outcome.
 Implementation- At last, change will be implemented at workplace.
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TASK 5
Employment legislation in HR practices
Government makes various rules and regulations related to employment so that it can
protect the rights of employees and employer. These legislations have to followed by Flat Metal
Pressing company for carrying out its operation smoothly. These laws are as follows- Employment Right Act 1996- As per this legislation, every employee has right to receive
equal chance of growth. It includes various provisions regarding unfair dismissal,
parental leave etc. According to this right, employer should not do discrimination among
their workers on the basis of sex, colour, caste etc. (Wright and McMahan, 2011) Sex Discrimination Act 1975- This legislation is made by parliament for protecting men
and women from favouritism concept which can be done by employer on the ground of
sex and marital status. Equal Pay Act 1970- As per this concept, all employees have right to receive equal
compensation amount if they are working at same level. Management can not do
discrimination among work force if two person are working at same level with equivalent
productivity then both should gain equal salary. If he does then he will be liable for
penalty. Disability Discrimination Act 1995- This act has main motive to protect the rights of
those people who are disable. According to this, employer should not adopt favouritism
concept on the basis disability. If disable have skilled and capability to perform job
effectively then job provider should hire them otherwise he will be liable for penalty. National Minimum Wage Act 1998- Government has made this legislation for protecting
the rights of employees so that they can survive smoothly. In this, top authority of nation
has prescribed the minimum amount of wage that has to be given by employer to their
employees in every situation. He can not deny to pay.
 Working Time Directive, 1999- This legislation has prescribed maximum average
working week in which labour can do their duties. According to this Act, workforce may
work not more than 48 hours in a week as well as it provides mandatory rights to paid
annual leave of at least a minimum of 28 days (Employment legislation, 2017).
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TASK 6
Ways by which Flat Metal Pressing company can take advantage of globalisation
Globalisation is a process by which world are becoming interconnected and
interdependent with each other. With the help of this, firm is able in generating huge amount of
goods or services. This procedure provides various benefits to the entire world that are as
follows-
 International trade has increased.
 A firm is able to operate their business in more than one country.
 Free movement of capital, goods or services etc.
After evolution of globalisation, companies are getting numerous benefits by following
the given ways which can also be adopted by Flat Metal Pressing firm- Increase cross-border trade- Those companies which have more governmental
restrictions while doing partnership at international level then it should take smart
decisions regarding which countries is suitable for developing trade agreements. Doing
agreement with neighbouring countries is more complicated in today global supply
chain. Take advantages of skilled labour markets- For remaining competitive in the market,
Flat metal pressing company should hire skilled manpower so that they can perform
according to the specified standards. Globalisation process has main benefit to
international firms to hire expertise of foreign workforce at competitive costs. It is very
beneficial for that which are running their business in Mexico. Make use of cost effective trade policies- International firm has to understand tax
regulations and labour laws for operating their business smoothly. It will influence their
bottom line (.FUNCTIONS OF HR, 2013).
 Reach to new consumer market- The most important advantage of globalisation is that
with the help of this, international companies can reach to a greater number of consumers
around the globe. It will aid in reaching to its decided destination within stipulated period
of time.
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CONCLUSION
From the above study, it has been concluded that human resource department plays an
important role in the success of company because it manages employees effectively and
efficiently by which they perform their job according to the specified standards and drives the
company towards the way of success. This report has stated about various types of HR functions
like recruitment, selection, compensation and also motivate to workers for doing well. Before
hiring of an employees, management does planning in which it analyses the requirement of staff
at present and in future. It provides various benefits like saves time and money of company and
protect the firm from under and over staffing situation. It has also explained change management
process which is very important to follow while implementing changes in the company.
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REFERENCES
Books and Journals
Armstrong, M. and Taylor, S., 2014. Armstrong's handbook of human resource management
practice. Kogan Page Publishers.
Bloom, N. and Van Reenen, J., 2011. Human resource management and productivity. Handbook
of labor economics. 4. pp.1697-1767.
Boxall, P. and Purcell, J., 2011. Strategy and human resource management. Palgrave Macmillan.
CHUANG, C.H. and Liao, H.U.I., 2010. Strategic human resource management in service
context: Taking care of business by taking care of employees and customers.Personnel
psychology. 63(1). pp.153-196.
Crook, T.R and et. al., 2011. Does human capital matter? A meta-analysis of the relationship
between human capital and firm performance.
Daley, D.M., 2012. Strategic human resources management. Public Personnel Management,
pp.120-125.
Gruman, J.A. and Saks, A.M., 2011. Performance management and employee engagement.
Human Resource Management Review. 21(2). pp.123-136.
Guest, D.E., 2011. Human resource management and performance: still searching for some
answers. Human resource management journal. 21(1). pp.3-13.
Human resource management: theory and practice. Palgrave Macmillan.
Huselid, M.A. and Becker, B.E., 2011. Bridging micro and macro domains: Workforce
differentiation and strategic human resource management.
Jiang, K and et. al., 2012. How does human resource management influence organizational
outcomes? A meta-analytic investigation of mediating mechanisms. Academy of
management Journal. 55(6). pp.1264-1294.
Kehoe, R.R. and Wright, P.M., 2013. The impact of high-performance human resource practices
on employees’ attitudes and behaviors. Journal of management. 39(2). pp.366-391.
Lengnick-Hall, C.A., Beck, T.E. and Lengnick-Hall, M.L., 2011. Developing a capacity for
organizational resilience through strategic human resource management. Human
Resource Management Review. 21(3). pp.243-255.
Ployhart, R.E. and Moliterno, T.P., 2011. Emergence of the human capital resource: A multilevel
model. Academy of Management Review. 36(1). pp.127-150.
Policy and Practice in European Human Resource Management: The Price Waterhouse
Cranfield Survey. Taylor & Francis.
Purce, J., 2014. The impact of corporate strategy on human resource management. New
Perspectives on Human Resource Management (Routledge Revivals). 67.
Vörösmarty, C.J and et. al., 2010. Global threats to human water security and river biodiversity.
Nature. 467(7315). pp.555-561.
Wright, P.M. and McMahan, G.C., 2011. Exploring human capital: putting ‘human’back into
strategic human resource management. Human Resource Management Journal. 21(2).
pp.93-104.
Online
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Employment legislation. 2017. [Online]. Available through:
<http://businesscasestudies.co.uk/business-theory/people/employment-
legislation.html>. [Accessed on 19th August 2017].
FUNCTIONS OF HR. 2013. [Online]. Available through:
<http://www.trueinfos.com/functionsofhr.html>. [Accessed on 19th August 2017].
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