Human Resource Management: Purposes, Scope, and Practices

Human resource management
Name
Institution name

Human resource management
Introduction:
Human resource management is the term used to elaborate formal systems developed for the
administration of people within an organization (Kramar, 2013). Human resource management
works for the human characteristics of an establishment. There are lots of activities
performed by the human resources management of an organization. Those performances are
selection, recruitment, training, development, etc. in a case of taking any decision for the
team. Human resource management plays a particular role. For each organization, human
resource management is very much important. Human resource management deals with
issues such as team's development, safety, benefits, employee motivation, administration,
employee relation, and Training, etc.
Task 1
LO1 Explain the purposes and scope of human resource management regarding resourcing an
organization with talent and skills appropriate to fulfill business objectives
P1: explain the goals of CEO and the purposes of HRM, applicable to workforces
planning and resourcing an organization. Definitions of HRM. Nature/scope of strategic
HRM. Explain the ‘hard and soft' HRM approach for planning and resourcing in the
world organisation like the canary wharf.
Human resource is the sector of an organization compact with the people. There are various
purposes of HRM in an organization. HR is the part of an organizational growth within a
group or team. Another goal is to train the employees as per the organizational need or
understanding. HR management is responsible for taking the decisions those are set flexible
2

Human resource management
working hours, information about the employee's needs, customer pleasure. Besides all those
purposes HR management encourages all the staff to enhance their career in they workplace.
Definitions: HRM is the process of handling people in organizations in a planned and through
method.
HRM embraces the management of populaces in organizations from a macro perception.
Personnel management is critical ‘workforces’ focussed whereas human resource
management ‘resource’ fixed.
According to some authors such as Ulrich and Lake in the 1990 define HRM as it is a type of
system that can be the organisational abilities and competitive benefits which helps a firm or
organisation to be knowledge and take advantage of within the new chances.
Human resource management referred as the management of people and works headed for
the preferred ends (Boxall, 2007).
The scope of strategic HRM: there is the variable range in HRM (Kramar, 2013). These are
employee hiring, remuneration, prospectus of employees, employee motivation, industrial
relation, employee maintenance.
Roles of HRM: 1) HR plays an important role as a strategic partner along with the senior and the
managers in the strategy performed.
2) HRM becomes a functional expert in the workplaces at time of taking any critical decision.
3) Human resource management acts as the agent of the employees within the organisation.
4) Human resource management perform a vital role in the business organisation as the champion
for the employees.
Theories of HRM:
AMO theory: it is one of the important theory. AMO is a formula of human resource
management. A is stands for ability, M is for motivation, O is for opportunity. Ability+
motivation+ opportunity = formula performance. This formula is mainly used to developing
the HR system. Basic principles of this theory is to identify the employee’s interest,
motivation, and the quality of their job or work.
Goals of HRM:
1. High commitment: behavioural commitment is to fulfil the goals and strong
attitudinal commitment indicate strong identification with the organisation.
2. High quality: delivering best quality of goods to the all clients with the help good
managerial behaviour and attitudes.
3. Flexibility: flexibility and presence of adaptable structure of organisation with the
capacity to handle the innovation.
3

Human resource management
4. Strategic integration: strategic integration helps to integrate the HRM issues along
with the strategic planning, different HRM aspects and perspectives of the making
decision making.
Hard and soft approaches:
The soft approach suggested to gain the employee promise, adaptive nature of employees,
through competing with rival accomplish organizational goals(Harney and Dundon, 2006).
Employees are the essential asset for an organization like canary Whorf. Concentrate on the
better communication, motivate employees, and lead them correctly came under the soft
approach of canary Wharf.
Hard approach: employees are regarded as an inactive element of production. In the case of
any issues, workers can be replaced from Canary Wharf(Canary Wharf move will allow regulator
to grow in light of increased inspections workload, 2014). They are treated as the resource. The
effectiveness of them helps to achieve goals.
P2: explain the CEO strength and weaknesses of different approaches to recruitment
and selection. Include the benefits and shortcoming of internal and external recruitment
and any selection methods that observed in a pervious firm by you.
Strength: existing employee’s demand fewer requirements, old employees are more
informative than the new one. Former employees are much committed and encouraged
(Cultivate Former Employees, 2016). Induction session, training helps to save the organization
money as old existing employees are well experienced. Promotion activities perform by the
CEO of Canary Whorf.
4