Human Resource Management - Assignment

HUMAN RESOURCE MANAGEMENT

Table of Contents
INTRODUCTION...........................................................................................................................3
MAIN BODY...................................................................................................................................3
HUMAN RESOURCE MANAGEMENT...................................................................................3
ANALYSIS OF FACTUAL OR CONCEPTUAL UNDERSTANDING OF HRM AND ITS
ROLE...........................................................................................................................................4
BALANCE SCORE CARD.........................................................................................................5
USES OF BALANCE SCORE CARD IN CONTEXT OF MODERN BUSINESS
ORGANISATION.......................................................................................................................5
HUMAN RESOURCE MANAGEMENT STRATEGIES..........................................................6
ORGANISATIONAL CAPABILITIES AND PERFORMANCES............................................6
CONCLUSION................................................................................................................................7
REFERENCES................................................................................................................................8

INTRODUCTION
In this assignment, various human resource development strategies and their meanings
has been discussed. The human resource management is something in which the
companies makes strategies and policies by which they can achieve success and profit in
their organization. The human Individual Report resource management can be done by
specifying the roles of human resource management. Every company needs to make
proper balance score card for their employees so that their performance can be recorded
and then judged by the supervisors. This balance card is very much useful for the
modern business organization. This is because it is the easiest and it shows the accurate
and exact information about the employees performances.
MAIN BODY
HUMAN RESOURCE MANAGEMENT
Human resource managements defines both employees who works for an organization and the
team which do the human resource management for the company. The major functions
performed under the human resource management system is recruitment and selection process of
the candidates applied for the job vacancy. This recruitment process includes short-listing of
candidates who have applied for the job. Conducting an interview of those candidates. Analysing
their skills and abilities by giving them question and situation and judging their answer and
attitude towards the work. After that the most deserving candidate is selected by the HR team.
The other work which is done under human resource management is the making rules,
regulations and policies for the existing employees of the company(Albrecht and et.al., 2015). In
this the strategies are made to increase the performance and efforts of the employees. Many
activities are conducted to increase and motivate their work. In this the employees are appraised
by the organisation, if they have achieved their targets. Providing compensations, trainings to
new joining, building public relations, doing CSR act ivies etc. are done under human resource
development. The company allots different human resource work to different human resource
teams so that they can perform well in their works (Aryee, S. and et,al.,2015). The other work
which comes under human resource management is the making of incentives, gifts and bonuses

for the employees who has achieved success in the organisation. The performance appraisal of
the employees has also been made by the HR team of the company and by analysing the
performance appraisal of employees, the bonus, incentives, gifts etc. which will be given to the
employees is decided(Delery, J.E. and Roumpi, D., 2017).
ANALYSIS OF FACTUAL OR CONCEPTUAL UNDERSTANDING OF HRM AND
ITS ROLE
The concept of human resource management is the basically managing the people of
organization. The proper facilities, rights of employees, work from the employees, their
contribution in the growth of the organization, proper policies and procedures are followed by
the employees, allotting them work according to their capabilities, keeping them motivated
towards their work, appreciating them time to time etc. comes under the conceptual and factual
analysis of the human resource management (Hitka, M.,and et.al., 2018). The roles played by the
human resource management are firstly, development of skills for the future. In this the human
resource management team helps the employees to develop their skills and knowledge about the
work which they have been provided by the HR of the company. There are levels in the skill
development of the employees. Every employee is promoted one and the other skill up with the
development in their skills. Second role performed by the human resource management team is
the building loyalty and commitment with their clients and the customers. This loyalty is made
only if the company stays long on their promises made to their customers. It is the role of
employees to complete the task or the commitment they have made to their supervisors and
clients. Third role performed by the human resource management team is the building talent
pipelines for the organisation. This can be done by the by recruiting the candidates for have
different specialities and talent in them which will help them in the in making the companies
different from the other competitive company. In this the proper use of talent should be made so
that the employees will also get complete satisfaction from their work and company will also get
profits. Every company needs to stay on the policies and the procedures of the company. The
changes cannot be made in the future because it will lead to the change in the contract of the
employees who are working in the organisation. The terms and conditions on which the
employees are working should remain the same as they were told before their joining. The
market competition should remain positive for the company(Knies, E., Boselie, and et.al., 2015).

Nowadays, There is though competition for all the products and services in the market. Every
Individual Report product and service have many competitors in the market who are dealing in
the same production. So to beat all these competitors and keep the company no(). 1 in the
market, employees have to make an different identity of the products and services provided by
their organization. This is the only way to keep the company existed in the market.
BALANCE SCORE CARD
It is an strategic planning and management system by which we can communicate what we are
trying to accomplish, align the day to day work employees are doing with the strategies,
prioritize project, products and services. It is a kind of matrix used by the strategic management
to identify and improve various internal functions and their resulting existing
customers(Nankervis, A.., Baird, and et.al.,2015). It is used to measure the feedback from the
organizations and their clients. Data collection is the major and crucial role played by the balance
score card. It helps a lot in providing the quantitative results and the information gathered is
analysed by the supervisors and team leaders. Balance Score card is used to make better
organizational culture. There are 4 functions in the balance score card. First is the financial
sector in the we measure that how do we look at our share holders. The goals are given in it that
proper financial activities are performed in it. Second is the international businesses, in which we
excel with our clients living in foreign countries. The effectiveness and efficiency of the foreign
business is evaluated in it(Noe, R.A., and et.al., 2017). The third is innovations and learnings
which helps us to evaluate overall skills and abilities of the employees. The fourth is customers,
which tell us about the needs of customers and is the company satisfying them.
USES OF BALANCE SCORE CARD IN CONTEXT OF MODERN BUSINESS
ORGANISATION
The balance score card is used in 5 different ways in the context of modern business
organization. The uses are firstly in the better strategic planning. The balance score card helps a
lot in making the better and competitive strategies for the organization. The cause and effect
management becomes very easy to analyse in the organisation. Second is the improved strategy
and communications. In this the company can connect with their employees internally and
externally(). This is very helpful to spread the message quickly within the organization and helps

a lot in the better communication with their customers and employees. Third is better aliment of
project initiatives. In this the companies helps to initiate the project and work very hard on it so
Individual Report that it turns out in a fruitful way. Fourth is the improved performance
reporting. In this main use is to guide the design of the performance report and dashboard. Fifth
is the better management information and in this it is ensured that the company are measuring
what actually matters in the organisation.
HUMAN RESOURCE MANAGEMENT STRATEGIES
It is decided by the HR department of the organisation, in which they focus on the
implementation of strategies in the making of HR roles and policies in the organisation which
can make benefit to the organisation. This could help us to leads in very systematic and correct
policies which can make an unique image of the company. It will help the organisation to make
profit in not only the short term but also for the long term. Every company needs to make its own
strategies and planning the company in long term profit. It is very much different from the
traditional policies and procedures made by the HR department of the company. The major focus
is on the current situations and the needs of the business in the market(Roca-Puig, V., Beltrán-
Martín, I. and et.al., 2019). It deals only with the practical and possible work which a company
can do in the market. In this the human resource department focuses on the daily needs of the
company and their employees. They try to satisfy those needs first and then they focus on other
activities. The daily needs can be related to need of proper equipments and sources. The
compensations necessary things (for eg. Wash room facility, refreshments, lunch breaks etc)
should be provided to the employees. Coming next on the customers, the organisation should
focus in the complaints of their customers and should take a quick actions against them(Taylor,
T., Doherty, A. and et.al., 2015). The needs of customers should also be taken care of. If they
want some information about the product or service, then it should be provided to them within a
specific time period.
ORGANISATIONAL CAPABILITIES AND PERFORMANCES
The capabilities of the organizations involves the 2 kinds of capabilities. First is individual
capabilities and second is group capabilities. The individual capacity, the employee's capacity is
judged individually. The work or target given to them are analysed thoroughly and then the

report is made which shows the reviews and feedbacks received from their supervisors(Taylor,
T., Doherty, and et.al., 2015). On the other hand the in the group capabilities, the capabilities of
each and every employee of the group is analysed. In this the work done by the whole group is
judged and every employee is responsible for the work they have done, whether it is appreciation
or an insult. The whole group is responsible for that. In group performance, every individual's
work is depended on other's work. All the employees are interlinked in it and they are
performing with the unity and a sense of team work. Most of the time, the performances of the
groups are more appreciated and they lead to profit for the organization. The reason behind this
is that the output produced from the group work is more more in amount as compared with
individual's performance. The organisation needs unity and innovation for the running of their
businesses, and this can be achieved by working together in the group(Thienphut, D.,and et.al.,
2015).
CONCLUSION
From this report we can conclude that the human resource plays a major role in the development
of the organisations and its employees. Each and every part of the human resource management
strategies are important. If every human resource department plays these roles then the company
will have growth and its employees will be satisfied. The use of balance score card, modern
business strategies and organizations capabilities and performance helps the employees and
organisation both so work in effective way.

REFERENCES
Books and Journals:
Albrecht, S.L. and et.al., 2015. Employee engagement, human resource management practices and
competitive advantage: An integrated approach. Journal of Organizational Effectiveness: People
and Performance. 2(1). pp.7-35.
Aryee, Sand et,al.,2015 leveraging human capital resource to promote service quality: Testing a theory of
performance. of Journal management. 42(2). pp.480-499.
Delery, J.E. and Roumpi, D., 2017. Strategic human resource management, human capital and
competitive advantage: is the field going in circles?. Human Resource Management
Journal. 27(1). pp.1-21.
Hitka, M.,and et.al., 2018. Strategic tool of human resource management for operation of SMEs in the
wood-processing industry. BioResources. 13(2). pp.2759-2774..
Knies, E., Boselie, and et.al., 2015. Special issue of International Journal of Human Resource
Management: Strategic human resource management and public sector performance.
Nankervis, A.., Baird, and et.al.,2015resource management: strategy and practice. Cengage AU.
Noe, R.A., and et.al., 2017. Human resource management: Gaining a competitive advantage. New York,
NY: McGraw-Hill Education
Roca-Puig, V., Beltrán-Martín, I. and et.al., 2019. Incorporating poverty in society into strategic human
resource management. The International Journal of Human Resource Management. pp.1-24
Taylor, T., Doherty, A. and et.al., 2015. Managing people in sport organizations: A strategic human
resource management perspective. Routledge
Taylor, T., Doherty, and et.al., 2015. Managing people in sport organizations: A strategic human
resource management perspective. Routledge
Thienphut, D.,and et.al., 2015. Strategic human capital management for a new University: a case study of
Suan Dusit Rajabhat University. Journal of Knowledge Management. 19(1). pp.108-120.

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