Human Resource Management

University
Human Resource Management
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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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Human Resource Management
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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Human Resource Management
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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Human Resource Management
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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