Human Resource Management

This document provides an overview of the purpose and scope of Human Resource Management, including its key elements and their benefits for employers and employees. It covers topics such as recruitment and selection, training and development, performance management, and employee motivation. The document also discusses the role of HRM in aligning with the organization's business strategy and the importance of coordination and integration within the organization. Overall, it highlights the significance of HRM in achieving organizational, social, and individual objectives.

University
Human Resource Management
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Date
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Lecturer’s Name

Human Resource Management
Contents
Task 1...............................................................................................................................................3
1.1 Introduction.......................................................................................................................3
1.2 Learning outcome.............................................................................................................4
1.3 Essential Content...............................................................................................................6
LO1 Purpose and scope of Human Resource Management.........................................................7
Task 2...............................................................................................................................................9
LO2 Key elements of Human Resource Management.................................................................9
LO3 Internal and external factors that affect Human Resource Management decision-making,
including employment legislation..............................................................................................10
Task 3.............................................................................................................................................12
LO4 Application of Human Resource Management Practices..................................................12
Task 4.............................................................................................................................................15
(a)Analyses on the importance for ITV to maintain good employee relations and how it
influences their HR decisions as a result:..................................................................................15
(b) Identify and briefly explain the key elements in the employment legislation and how it
influences ITV’s HR decisions. Please try to provide examples:..............................................15
M4. (a) You will have to evaluate the key aspects of employee relations management and
employment legislation that affect HRM decision-making in ITV...........................................16
D3. (a) Critically evaluate employee relations and the application of HRM practices in ITV
that inform and influence decision-making in the organisation.................................................17
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References......................................................................................................................................18
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Task 1
1.1 Introduction
Employees are the integrated part of an organisation. But appoint those employees in the proper
position is also very important, as it helps them to utilise their potential within an organisation.
No product or service can be produced without the aid of a human being. Human resource
management is the process of recruiting and selecting employees, providing orientation,
induction, training and development. HRM practices of an organisation also help to improve the
skills and knowledge of an employee. To create a required HRM, it is important to understand
the basic structure and function of human resource management is necessary. There is no proper
definition of human resources management, but HRM can be defined as a range of circumstances
that has a large effect on the employment and contribution of people. HRM is the process of
increasing the utilisation of available skilled labour. Use of existing human resource in the
organisation is another essential purpose of human resource management.
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1.2 Learning outcome
According to some experts, there are three parameters of human resource management such as
sills enhancing, opportunity-enhancing, and motivation-enhancing. Human capital and
motivation are known as proximal organisational outcomes, voluntary turnover, operational
results are known as distal organisational issues (Dessler, 2017). Among these dimensions, skill-
enhancing practices are positively related to human capital but are less positively related to
employee motivation than motivation-enhancing practices and opportunity-enhancing practices.
These three aspects of human resource management are also related to financial outcomes. HRM
is concerned with both organisational performance and employee well-being, that means any
assessment of an HR Manager's contribution must include both organisation's and employee's
perceptions. Contribution to individual wellbeing relates to employee attitudes and behaviours. If
an HRM belongs to a high-level performance, then it can benefit that organization, as employees
respond to their HRM initiatives which is linked to their job performance and ultimately to
organizational performance. Some outcomes are considered after evaluating HRM performance,
these are:
Adaptability: It means those HRM strategies that affect the organizational flexibility.
Innovation and creativity encouraged, knowledge is recognised as a crucial asset and the
organization uses candidates with from different background and beliefs here in this stage.
Competence: HR Managers retains, motivates and develops employees with the abilities,
knowledge, skills and expertise with their policies. It helps the HR department to achieve the
goals for the sake of organizational profits.
Co-effectiveness: Sometimes, HRM policies cause to reduce employee-related costs, helps
properly shape the firm, reduce compensation and benefit costs, reduce labour turnover and
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absenteeism, increases employee health and safety, improve employee productivity and avoid
costs from litigation and least efficient public relations (Deadrick and Stone, 2014).
Commitment: If HR department of a company has promised something to their stuff, then they
have to meet and fulfil those promises under any circumstances. It can result from loyalty,
increases teamwork and reduced labour turnover, along with a greater sense of employee self-
worth, psychological involvement, dignity and feeling of being essential to the company.
Motivation: HRM Practices and policies encourage employees to achieve a designated goal.
Employees will work hard, come to work on time and give their full effort to the assigned task if
they are highly motivated. Motivation is an essential outcome of human resource practices.
Job Satisfaction: Generally, pay scale, promotion opportunities, appraisal system, fringe
benefits, supervision, job conditions, job security, working environment affects the job
satisfaction of an employee. If a staff is satisfied with his job, then there will be no absenteeism
from his end, will make active efforts toward his tasks, and will have positive feelings towards
the organization (Deadrick and Stone, 2014). That's why job satisfaction is an essential outcome
of human resource management.
Performance: If the policies of an organization are planned correctly, then the working
environment of that organization will be comfortable for the employees. It will help the
employees to improve their performance in the workplace. HR department is responsible for the
fulfilment of the employees. Hence it is known as an important outcome of human resource
management (Harzing and Pinnington, 2015).
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Every program defines and collects data on learning goals, statements of the knowledge, skills
and attitudes that people have to figure out. The specific learning outcomes of human resource
management are as follows:
 Analyse the global and local business environment
 Assessment of an organization’s implementation of a performance-based pay system
 Allocate HR systems with the strategic business ideas of a company
 Plan a training program using a proper framework for evaluating training needs, and
training results
 Produce information related to the effectiveness of recruiting methods and the validity of
selection procedures and make appropriate employment decisions
 Properly interpret salary survey data and design a pay structure with suitable pay grades
and pay ranges
 Apply an ethical understanding and perspective to business situations
 Use crucial thinking skills and business ideas
 Apply effective verbal and non-verbal communication skills to business situations.
Weaknesses of human resource management of Woodhill College:
1) Lack of top management’s support.
2) Improper actualisation
3) Inadequate development programme
4) Improper information
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1.3 Essential Content
Human resource management is known as the fast paced department of an organisation (Harzing
and Pinnington, 2015). Human resource management seeks leadership and training as well to
achieve skills linked with hiring executives. Human resource department deals with several
employee issues as well as challenges of an organisation. It is also very essential for a human
resource manager to advise people I handling different situations. Human resource manager of a
firm helps the employees to resolve the issues they are facing within the organization. Human
resource management has emerged as a primary function of an organization (Zhang, 2012).
HRM department of an organization deals with hiring, organizational development, performance
management, administration, compensation, safety wellness, communication, and employee
motivation, etc. Employees will be more valuable to the organization if the hiring and
development program is planned in a disciplinary way. There are some factors that an HRM
includes:
 Providing benefits and incentives to the staffs
 Appraisal performance
 Planning personnel needs and recruitment
 Conducting job analyses
 Resolving issues of the employees as well as the firm
 Communicating properly with all the employees at all stages
 Planning orientation and training programs
 Selecting right people for the job
 Managing wages and salaries
 Maintaining awareness of and compliance with local, state and federal labour laws
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These are essential contents of human resource management.
LO1 Purpose and scope of Human Resource Management
The human resource manager is responsible for the administration of all human resources
activities and policies. Some objectives of human resource management are as follows:
Social Objectives: An HR manager is responsible for the societal needs and challenges that an
organization can face. HR management helps to reduce the risks of the negative impact upon the
organization. Society’s rules can affect the result of an organization’s performance, as societies
pass such laws that can cause the HR department to limit their performance (Kramar, 2013).
Organizational Objectives: HR department primarily assists an organization with its goals. The
department exists to serve the rest of the firm. If an HR department is more or less sophisticated
than the needs of an organization, then resources can be wasted. The committee should serve and
perform according to the needs of the organization.
Personal Objectives: This helps the employees to achieve their personal goals. It can be done if
the workers are maintained properly. Employee's performance and satisfaction may decline, and
they may leave the organization if the goals do not enhance the individual's contribution to the
organization.
Human resource management works to put right people's effort into the right tasks. They also
ensure whether the employees can meet the organization's challenges and goals or not (Kramar,
2013). A business function is incomplete without the human beings, as they are the great
resource of a business function. And use those human being in a proper manner and assign them
to the right work is the responsibility of a human resource department. Human resource
management is responsible for how an employee is being treated within an organization
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(Ivancevich and Konopaske, 2013). It is important to manage individual's abilities, time and
potential to increase the organizational productivity. In some small organizations or firms,
human resource department cannot be seen. But in larger organizations HR departments are very
essential, and they directly report to the chief executive officer of the organization. Training and
development activities are crucial to international human resource management, as international
HRM is wide-ranging (Ivancevich and Konopaske, 2013). Sometimes, when certain candidates
for upper management posts are being recruited, there are various options as to whether choose a
candidate from the organization’s parent-country nationals, their host-country national or even
third-country nationals.
Task 2
LO2 Key elements of Human Resource Management
Roles of human resources management is to ensure that management deals effectively with
everything concerning the people resource of the organisation, people development and
managing the relationships between the management and the employees (Gerhart et al., 2015).
HRM ensures that all plans for changing in conduct will have a sufficient time and resources to
take effect. Human resource plans and policies should be related to the organization's business
strategy (Gerhart et al., 2015). HRM must provide tools to conduct these strategies and control
the processes and systems. Capability and knowledge of the HR professional can improve their
performance. It helps to decrease the employee’s dissatisfaction towards the job. Before planning
the strategies, an HR professional should decide long term and short term needs. Human resource
management involves management functions like planning, organizing, directing, and planning.
It helps to achieve organizational, social and individual objectives (Perrewé, 2011). Human
resource management is considered as a multidisciplinary subject that includes the study of
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management, communication, psychology, economics and sociology. Human resource
management is a continuous process which involves procurement, development and its
maintenance. Team spirit and team work are involves in the human resource management
process.
HRM is closely related to the business strategy of an organization. Sometimes private sector
human resources are promoted to a position where the organization looks and treats them as a
competitive advantage, then the HRM department becomes strategic (Perrewé, 2011). Most
companies prefer a reactive management approach within their human resources. The integration
of HRM and business strategy means at which level the HRM issues are considered. It plays a
significant role in the formulation of business strategies. Several organizations concentrate on
various types of integration. The response to integrating human resources and strategic plans can
limit the level of subordinations of strategic planning in consideration of human resource
preferences. There is an association between high performing human resource management and
organizational performance. Some firm’s beliefs that they are in an environment where
workforces with the type of competencies that they need are in short supply. It is crucial to the
success of the business to retain the best people.
P3 explain the benefits of different HRM practices within an organization for both the employer
and employee.
HR management is helpful for coordinating in the organizational activities, without the
coordination the world famous company like Tesco cannot run their business successfully. The
human resource manager should take the responsibilities of the organizational coordination
through the various practices of Human Resource Management. If the management team is
unable to perform their responsibilities, then the total company may face a serious difficulty in
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the market and the employees of the organization may feel dissatisfied. The HR management
helps to promote positive behavior in the firm, create a flexible working place for the employees.
The team also develop their employees in the company through training process. The HR
manager motivates the workers as they can perform well for the company production and make
the firm successful.
The Human Resource Management gives their staffs some benefits to find and keep them for
developing their productivity. To keep the liable employees, the company provides various
policies like group insurance, retirement benefits, sick leave, daycare, non-paid and paid
vacation, alternative and flexible work arrangements etc. The HRM practices help to provide a
pleasant workplace for the employees as they can complete their task with full peace of mind. If
the staffs receive various facilities in the company, they feel a sense of superiority in their
manager.
P4 Evaluate the effectiveness of different HRM practices in terms of raising organizational profit
and productivity.
Different HRM practices help to raise organizational profit and productivity of the company. The
company provides varieties types of training session through which the employees can develop
themselves. The well trained trainees or workers help the company to increase their productivity
in order to make successful business for the company. The well trained staffs also help to
communicate within the different types of stakeholders to satisfy the management team of the
organization. HRM practices have the power to motivate the workers within the organization and
this motivational force helps the workers to perform well for the company. Different types of
benefits and facilities that have been provided to the workers for supporting and providing help
to the staffs and that help the company for raising productivity and organizational profit.
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LO3 Internal and external factors that affect Human Resource Management decision-making,
including employment legislation
There are some factors that can influence the human resource management of an organization;
those are as follows:
1. Multi-tasking: The HR professionals should be multi-tasking, as they have to deal with
several issues at one time. An HR manager should always take care of employee's
problems, and they have to meet the organizational challenges as well. Hence if an HR
Manager is not capable of dealing with the issues in a little time, then he or she need to
improve their skills by being multi-tasking (Armstrong, 2017).
2. Communication skills: An HR professional should have good communication skills.
Communication is a process through which an HR manager can deal with every kind of
employees. One to one speaking or speaking to a large number of people need an
excellent communication power. If a human resource manager cannot understand the
problems of the employees, then it can create a negative impact and also effect the
reputation of the organization.
3. Problem-solving and conflict management: It is also very essential for an HR manager.
Not all employees can go well with their co-workers or job conditions. Here HR a
manager is responsible for resolving that issue of the staffs. So the problem-solving
power has to be convincing.
4. Performance evaluation: The performance of the staffs and management style should be
balanced by an HR professional. The process of implementing performance improvement
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process is challenging but is considered as a rewarding role for human resources, because
they assist in ongoing professional development (Armstrong, 2017). Human resource
management can teach the employees about the conflicting organisational skills.
5. Training and development: HR departments must plan effective training and
development programs. If the training and development are useful, then the performance
of the employees can be improved which will benefit the organization in future. But
training and development programs should be planned properly, only then it can increase
employee’s knowledge, and skills and HR manager are actually responsible for that.
6. Organization: The HR management requires perfect organizational skills where there
should be an orderly approach in everything they do. As HR teams deal with career-
related issues, hence an HR manager should have all the details regarding compensation
and termination.
7. Change management: Team work is an essential thing for completing a task. There are
several hierarchies that have squashed, and there are about four or five generations which
work. All the changes of a management style should be coped with the human resource
department.
8. Understanding other: An HR team must be aware of all the staffs. Here soft skill of an
HR manager needs to be improved (Zhang, 2012). If an HR professional doesn't have this
quality, then he would not be able to understand the behaviours of his employees.
9. Strategic orientation: A forward thinking HR professional will definitely have this skill.
To plan strategic orientation, the HR manager should be a good leader with all the
necessary leadership qualities. It helps the human resource team to bring new skills, meet
all the organisational challenges, and revision of compensation outlines.
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10. Team orientation: It is also very important for a human resource department to organise
several team orientations. It is organized by HR teams as only they can understand the
team dynamics. It helps the HR team to bring in different individuals.
Task 3
LO4 Application of Human Resource Management Practices
HR managers constitute the distinctive approach of HRM. Human resources management
function provides significant support and advice to line management. The attraction, preservation
and development of people can cause to the benefit of an organization. Here an organization
should treat their human resources department in resolving issues strategically. HRM sometimes
misunderstood by individuals. But this is a crucial part of a management (Zhang, 2012).
Employees are the essential asset of an organization. A composed human resource department
can help the organization to prioritise their organizational and business strategies. HRM attract
and retains competent employees. While applying human resource policies organizations faces
some challenges such as:
1. Provisional workers, issues and HRM: All contingent workers need to be treated
differently regarding HR policies. Contingent workers do not take their work seriously.
They can be less loyal too. But when an organization set strategic policies by depending
on these issues, HRM department comes in front and helps the organization to shape the
policies accordingly. The human resource department should active partners in
discussions. HRM recognizes the fewer interest people and takes necessary actions for
the same.
2. Workforce diversity: Employees working in an organization belongs from different
backgrounds and beliefs which create diversity at the workplace. That's why the
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organizations plan several diversity programs for the employees and Human Resource
department is largely responsible for this. HRM professional must be aware of the
workforce diversity. They must recognise and deal with several values, needs, interests
and expectations of employees. They must not be racist or offensive to any particular
group. Employers also must figure out ways to assist employees in managing work-life
issues.
Human resource management is no more a supporting function. Human resources
management is based on some factors such as:
 Setting goals and objectives, predicting future issues
 Establishing communication, delegating authority
 Recruiting right people, planning their appraisal programs
 Influencing the authority
 Getting work done through others
 Taking actions to correct staff's behaviours
The organisation should obey the principles set by human resource department. Employee
engagement is another important approach which helps to build the positive relationship with the
organization. Human resource department is determined to meet the challenges in this
competitive market. They are the strategic partners of an organization (Zhang, 2012). Human
resources department has to be innovative as they play a significant role in company's success.
Human resource professionals should remember these points as they are beneficial and would
put them towards success. HR information is managed professionally. Not only should that but
the organizational design also be favourable for its development.
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Task 4
(a)Analyses on the importance for ITV to maintain good employee relations and how it
influences their HR decisions as a result:
It is very much important to maintain the good relationship with the employee for ITV. This
good relationship also shows its effect in their HR decisions. It is suggested that the success and
failure of an organisation depend on the relation, which is shared among the employees. The
employees of ITV share the cordial relationship in the organisation. The HR plays the key role in
making the employee together. Employee relation mainly depends on the engagement of the
employee. The engagement process of an employee is done by the collection of few methods-
collective bargaining, consultation with the selected representative of employee and direct
engagement. Engagement is observed as being crucial to get the success of the company.
Employee engagement refers to the achievement of business aim; financial returns depend on the
delivery by the front line employees. The interest of the employee increasing has reflected the
anxiety to understand the behaviour of the employee. Collective bargaining of ITV refers to the
new working practices with the secure employment agreement. It suggested that the significant
changes occur in the management due to the delivery of collective relationships that benefits the
company. It helps to respect the employee’s interest by assuring them. Individuals engaged
through the direct communication method used by the ITV. ITV's intranet termed as the water
cooler, which provides a regular online update. ITV run a weekly intranet project for the
employee those who are offline. Good employee relation has an effect on the human resource
decision. Employee relation doesn't have the same receiving as other human resource functions
cause that is no more held together through the solid facts.
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(b) Identify and briefly explain the key elements in the employment legislation and how it
influences ITV’s HR decisions. Please try to provide examples:
A key objective of employment legislation in the workplace like ITV needs to maintain rules and
regulation of the organisation. ITV is also associated with the law which is maintained by the
employees as well as the human resource managers. These are meal break, hours of work,
overtime, sexual harassment, termination, maternity leave, annual leave.
Meal break: during the working hours meal break is necessary for every employee. The break
may for 45mnts or 1 hour. The meal break is also mandatory in ITV as other organisation.
Working hours: In any organisation, there are fixed hours of work for all workers. One
employee is engaged with his/her work 8-10 hours. Mainly one employee has to do duty for
8hours. Like all company, ITV also maintains that rules.
Overtime: if one employee was doing the overtime then the organization has to pay him extra
money. Overtime is applicable while the payment is given to the employee.
Sexual harassment: Sexual harassment is a punishable offence for any employee in the
workplace. So organisation should take the percussions for that on behalf of their employee.
Maternity leave: Maternity leave is a mainly offer to the female employee. During the
maternity, leave payment is paid by the company. It is a universal rule that is obeyed by all the
company.
Termination: it is a process when employee associated with some wrong work he is terminated
by the company. The guilt person removed from the by termination.
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Above mentioned key element of employee legislation has the effect on the HR
management of the ITV. Example: according to the mother's condition Dell offers the leave to
the employee. Leave is of 3-5months. During this maternity leave the salary paid to the
employee.
P7: illustrate the application of HRM practices in a work related context, using specific
examples.
There are different types of HRM practices cope by the organisation in order to be best in their
specific filed. Some of the practices cope by the organisation such as ITV –
Organisational design: the ITV use to apply few standardise operating methods in addition to
perform their working, chain of command, different laws and regulations. These steps are mainly
for shape or design organisational structure. By this process management look after the decision
making methods, check out how the responsibilities performed in ITV organisation.
Staffing: by the utilisation of this process management perform responsibilities like selection,
recruitment. New employees are appointed by the management of ITV organisation.
Employee and organisational growth: through this process employees are exercise or trained
by the trainer or skilled person. Development referred as the growth of a proper team building,
enhancing the employee’s skills. All these development programmes are inter related to the
organisational development.
Reward systems, benefits: different type of incentive systems are available for the employees of
ITV. Due to those reward facilities employees show their efficiency and encouragement to their
work. That helps to increase the growth of the organisation named ITV.
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M4. (a) You will have to evaluate the key aspects of employee relations management and
employment legislation that affect HRM decision-making in ITV.
To develop and retain the rhythmic relation between the labour or workers and the management.
It is very much essential for an industrial progress through the high productivity. ITV maintain
all the safeguard of labours or workers as well as the managements by saving the mutual
understanding and the kindness. Avoid every type of industrial or organisation conflicts or
misunderstanding. Maintain the peace among the worker. Government Sponsorship is needed to
protect the employment when the company was running with losses. Company maintain the
healthy relationship with all the clients and the workers. Employee legislation and the employee
relation has an effect on the human resource management of ITV. If employees are not ready to
cooperate with each other, that means they are not comfortable with each other. Human resource
management of ITV is responsible for managing or looking after the employee relationship. The
issues like conflict of employees, issues to take the leaves, working hour’s related problem are
concerned about the human resource management of ITV. Human resource got affected when the
employee relation and the legislation ratio got disturbed. When employees are not satisfied with
the legislation system, then the human resource management of ITV got affected.
D3. (a) Critically evaluate employee relations and the application of HRM practices in ITV
that inform and influence decision-making in the organisation
Human resource management suggests the strategy how to manage the relations of the
employees. To understand the employees need is another aim of human resource of an
organisation like ITV. HRM are the consultants they advised the other how to decrease the
conflict between the employees and the upper-level officer of the ITV. The necessity of the
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employees like maternity leave, break, overtime, sexual harassment, termination, etc. are control
by the manager in the order of HRM. If these needs are not fulfilled organisation got damage
because of the dissatisfied employees. Here the ITV’s HRM takes good care of these demands
and their necessity. The HRM take good decision to improve the relations among the employees.
In these way, the relationships of employees and the legislation show its effect in the decision-
making process of ITV’s human resource management. The ITV's HRM handled all the law and
regulation that arise up for the employee’s legislation. All these elements help to make the right
decision of the human resource management of ITV.
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References
Armstrong, M. (2017). Armstrong's handbook of human resource management practice. 1st
ed. New York: Kogan Page Limited.
Deadrick, D. and Stone, D. (2014). Human resource management: Past, present, and
future. Human Resource Management Review, 24(3), pp.193-195.
Dessler, G. (2017). Human resource management. 1st ed. Place of publication not
identified: Pearson Education Limited.
Gerhart, B., Hollenbeck, J., Noe, R. and Wright, P. (2015). Human resource management.
1st ed. New York, NY: McGraw-Hill Education.
Harzing, A. and Pinnington, A. (2015). International human resource management. 1st ed.
London: Sage.
Ivancevich, J. and Konopaske, R. (2013). Human resource management. 1st ed. New York,
NY: McGraw-Hill Irwin.
Kramar, R. (2013). 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.
Perrewé, P. (2011). The role of personality in human resource management. Human
Resource Management Review, 21(4), p.257.
Zhang, M. (2012). The development of human resource management in China: An
overview. Human Resource Management Review, 22(3), pp.161-164.
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Zhang, M. (2012). The development of human resource management in China: An
overview. Human Resource Management Review, 22(3), pp.161-164.
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