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Human Resource Management Assignment: HR Practices

   

Added on  2020-06-04

14 Pages4513 Words30 Views
HUMAN RESOURCEMANAGEMENT

Table of ContentsINTRODUCTION...........................................................................................................................1TASK 1............................................................................................................................................1Relationship between business strategy and human resource strategy.......................................1Critically evaluate models of SHRM..........................................................................................2Critically evaluates HR practices of performances management and reward.............................4Design and redesign performance management system ............................................................5TASK 2............................................................................................................................................7Explains and critically discuss nature and theoretical perspective of employment relations ....7Critically evaluate roles of actors in employment relationship in respect to analysis changingnature...........................................................................................................................................8Recommendation that how to mechanisms of employee participation and voice contribute forimproves employment relations .................................................................................................9CONCLUSION................................................................................................................................9REFERENCES..............................................................................................................................11

INTRODUCTIONHuman resource management (HRM) play vital role in order to perform effectivefunctions and operations in private and public-sector businesses. Both of organisations largelydriven by the work atmosphere and culture which prevails at workplace (Shaw, Park and Kim,2013). In this context, present report covers example of different enterprises in whichrelationship has been formed with its individual performances. Furthermore, it includes HRpractices of performance management and reward system. Moreover, it critically evaluates rolesof actors to maintain relationship to analysis changing nature. In addition to this,recommendation also provided for employee participation and voice contribution for improvesemployee relations. TASK 1Relationship between business strategy and human resource strategyPersonnel administration functions of human resource has been developing from past 20years. There is positive relationship between business and HR. This is because, it developscomplementary goals for people and overall enterprise as well (Abdelhak, Grostick and Hanken,2014). HR strategy is business strategy: In the present world, there are different type of privateand public-sector enterprises exist which make effective relationship between HR and itsfunctions. Successful owners of the business realize strong connection in these two elements(Mayhew, 2017). Human capital developing is very important concept that make long termsuccess in crucial manner. For example, in Sainsbury personnel administration merelyprocessing of payroll, benefits and applications. On the other hand, in John Lewis HR strategyincludes executive leadership teams conferring with experts to enhance complementary goals(Mok, Sparks and Kadampully, 2013). In this way, human resources are categories withrequirement of business. It helps to understand and enhance knowledge of person who workingin this area. This is because, at the workplace employees getting opportunity to work in crucialmanner. HR strategy and business productivity: Recruitment and selection process of HRdepartment is building productive workforce. With the help of developing HR strategy inorganisations the best employees can be recruited. It assists to maintain workforce and workers1

are also enjoyed high level of job satisfaction to accomplish business targets. According to NHS,HR experts, human capital and resources are most valuable resources (Reynolds, 2017). HRstrategy also impact positively on productivity of the enterprise. This is because, it helps toaccomplish goals and objectives that are made for further development. Trends affect HR and business strategy: In respect to make effective results, closeattention tend towards human resource strategy and business as well. Technology assists to makeadvancing results in Brakes Group which is dealing in private ownership in food industry. Itintegrated engine for advancing needs of the business which support to the future results (Elliot,Dweck and Yeager, 2017). Recent trend also require development in business as per the marketchanges. Therefore, this strategy also needed to create new functions and operations insignificant manner. Interaction among executive leadership: In order to make relationship between HR andbusiness, quality of interaction among executives and other company people is develops. Manytimes, HR leaders of Sainsbury denied access to boardroom and complain to appreciate value ofhuman capital (Liebowitz and Frank, 2016). However, in public sector enterprise of NHS makeconnection between reduction in employee turnover and improvement in job satisfaction.Relationship between HR and executives leaders can be done through access meeting amongthem. In this way, interaction can be enhance quality of employees to appreciate value of thehuman in business. Critically evaluate models of SHRMThere are different types of SHRM models exists that assists to promote effective resultsat workplace of private and public-sector enterprises. They are as follows:Michigan modelAccording to Schwalbe, K., (2015), this model is originating to make relations betweenHRM and organisational strategy. This model shows that how different activities unified anddesigned to make support in enterprise. It demonstrates in two parts such as HR strategyintegration and HR cycle. Assumptions of human resource management derived from corporateand strategy of business level which lead in matching model. In NHS, organisationaleffectiveness has been achieved through ensuring corporate, business and HRM strategy. On theother hand, Tao, Zuo and Zhang, (2014) stated that this model provides simple framework thatdepicts policies of HRM which assists to frame mission and strategy at workplace. It is2

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