Human Resource Management Practices in Emerging Economies

This assignment requires a comprehensive review of the provided journal articles focusing on human resource management (HRM) practices in emerging economies, with a specific emphasis on India's new economic environment post-liberalization. Key topics include the financial impact of HR initiatives, talent management in multinational companies, knowledge sharing, and employee downsizing effects. Students are expected to analyze these concepts, synthesize the information from the articles, and present their findings in a coherent and well-structured paper.

HUMAN RESOURCE
MANAGEMENT

Table of Contents
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
P.1. Explain the purpose and function of HRM, applicable to workforce planning and
resourcing an organisation..........................................................................................................1
P.2. The strength and weaknesses of different approaches of recruitment and selection...........2
TASK 2............................................................................................................................................4
P.3. The benefits of different HRM practices within HSBC corporation for both employee and
employer......................................................................................................................................4
P. 4. The effectiveness of different HRM practices in order to raising HSBC organisational
profit and productivity.................................................................................................................5
TASK 3............................................................................................................................................6
P.5. The importance of employee relations in respect of influencing HRM decision-making...6
P.6. The key elements of employee legislation and impact upon HRM decision-making.........7
M.4. The key elements of employee legislation:........................................................................8
TASK 4............................................................................................................................................8
P.4. The application of HRM practices in a work-related context, with specific example.........8
REFERENCES..............................................................................................................................10

INTRODUCTION
In this investigating, we would take a look at various purpose and functions of HRM,
applicable to workforce planning and resourcing in HSBC firm and also discuss about to the
strength and weaknesses of different approaches to recruitment and selection process. Moreover,
er would discuss about to the benefits of different HRM practices within HSBC business for both
employee and employee as well. Furthermore, we would investigate about to the importance of
employee relations and employee legislation and their impact upon the HRM decision-making
and ultimately, we would take an illustration of one day agenda of hotel receptionist of 5 star
hotels.
TASK 1
P.1. Explain the purpose and function of HRM, applicable to workforce planning and resourcing
an organisation
Human resource management is a most vital element of each organisation to operate the
business in superior way(Werner and DeSimone, 2011). It helps the firm to ensure that all
management and operation activities are being done appropriately. Definition: Human resource planning is the process in which recruitment and selection
planning, training and development program etc are done by its professionals and by
these activities the would become more valuable for the corporation. Human resource
management involves several activities like job analysis, personal needs, managing
wages and salaries, training and development, recruitment and selection as well as
communicate with all employees within the firm. The nature and scope of strategic HRM: A strategic HRM practices play a very crucial
role in HSBC firm. Human resource management nature and scope describe about to the
function like planning and organising, directing and controlling the HSBC business and it
involves development and management of human resources within the firm(Wang and
Noe, 2010). Furthermore, HRM includes the study of management, sociology,
physiology and economic. It involves team work and team spirit within the firm to
superior management at workplace in the HSBC business. Human resource and planning: HRM department provides their best functioning in
human resourcing and planning in HSBC firm. They work for figure out vacant jobs in
the business and make plane to fulfill their required post with effective manner. As a HR
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assistant manager in HSBC firm, I would prepare a job searching activity and find out
vacant post in the firm which are necessary to fulfill in the firm. This function of HRM
practices provides the best candidates for vacant post in the business which helps the firm
to fulfill their goals and objectives sufficiently. Recruitment and selection: This is also a most essential function of HRM practices
within HSBC firm. It involves all recruitment and selection exercises in the business like
preparing a job advertising, job searching in the firm, preparing a selection process,
conduct interviews and exams for skill test of candidates etc(Parker, Bindl and
Strauss,2010). As, a HR assistant manager I would help the department to done all the
activities properly. This HRM practices provides the best candidates for their targeted
post to performing well in HSBC business and these HRM practices provides efficient
talent and skill appropriates for the business to well performing the business in
competitive situation and make more competition in the market.
 Training and development: Each selected candidates go through training and
development program in HSBC firm to know about to the activities and their role and
responsibilities within the firm. Training provides the manners from which employee get
to know about to the latest techniques of working effectively in the business and how to
face competition in the market as well(Moutinho, ed., 2011). These HRM practices helps
the business to furnish talent and skill appropriates to perform well in competition and
generate more profit to HSBC corporation.
P.2. The strength and weaknesses of different approaches of recruitment and selection
Recruitment and selection is a method of HSBC firm to improve the quality of their
employee and best candidate should be selected to the desired post within the business.
 M.2. The strength of different recruitment and selection process:
 The major advantage of recruitment and selection process to managerial involvement of
all departments within HSBC firm to developing guideline for recruitment of new
candidates in the firm and each departments' manager are aware about to their current
needs so that managers would provide a proper guideline of new selection process and
furnish job description as well to select appropriates candidates for HSBC
corporation(Morgan, 2013).
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 For the company growth human resource department conduct recruitment and selection
process which is necessary for the firm for future growth(Mitchell, 2013). For this, the
company need to develop searching information for selection of new candidates for
existing post in HSBC firm. Company's HRM professionals also need to be more
familiars with their new development plan in the business to know about what type of
position they are required in corporation and according to that conduct recruitment and
selection process to fulfill required post for company growth. One of the main advantage for recruitment and selection process is, with the help of these
activities both recruiter and candidates prepare themselves to perform well while having
this methodology within HSBC firm. They go through very tough competition of
recruitment and selection process and they prepare themselves for qualify in all the
phases of this process so that company would be able to hire more efficient and
productive candidates for their existing business.
 M.2. The weaknesses of different approaches of recruitment and selection:
 The major weaknesses of recruitment and selection process is, many of companies
nowadays provides verity of facilities and benefits in the market so that there are so many
HSBC's competitors are presented in the market who are providing facilities such as
better healthcare, strong retirement packages, higher pay salaries etc(Iles, Chuai, and
Preece, 2010). Increasing more competition to the firm and becoming more expensive as
well so that HSBC corporation must provides all these attractive facilities are mentioned
in their recruitment advertisement to attract the new talent and skill towards the company
to accomplish organisational goals and objectives effectively.
 Location could be major disadvantage for HSBC company, if they select the current
location of recruitment and selection for the new desired posts. Company chose their
current location for the availability of appropriate work forces under the old business
model so that they are no longer be reliable for the business according to the innovation
in the business. They need to hire their candidates around the country and globe to select
appropriate candidates for sustainable competition HSBC corporation.
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TASK 2
P.3. The benefits of different HRM practices within HSBC corporation for both employee and
employer
HSBC business always promote the positive work culture within the business and provide
some facilities and rewards for keeping employee happy and motivated towards their role and
responsibilities within the firm(Hobfoll, 2011). Effective training and development practices of
HRM is necessary for HSBC firm and their employees as well for sustainable development in the
market. Training provides the better skill for well operating with the latest technology within the
business and development provides broad knowledge about to their expertise areas and make
them more competitive and productive in the critical condition of the business. HSBC business
are required to those employees who are committed and flexible to work effectively in each
crucial situation of the company in order to enhancement of their business in very efficient
manner(,Abdelhak, Grostick and Hanken, 2014). Hired new employee are needed to complete
their training and development program to their senior let know about to their potential and skill
for working in all condition of business and also their professional knowledge as well. HRM
practices keep happy and motivate their employee towards their job role and responsibilities
within HSBC business. Job analysis and design in the firm also beneficial for the corporation in
terms of find out appropriates job in the business and also know about to extra candidates in the
company according to the job design and analysis HRM professionals would be able to know
about to vacant post in HSBC company and also get help from their all departmental managers to
formulate a proper job description and according to that prepare a proper recruitment and
selection process.
M.3. Different method used by HSBC in terms of developing its employees:
 HSBC's Human resource professionals have some assets like their employee in the firm
and they can use their employee to provide their various kind of flexible financial
services within the firm to fulfill company's needs effectively(Heizer, 2016). The
weakness of this HRM practices is that their employee feel demotivated when they are
giving extra job within the firm.
 HRM department of HSBC firm furnish support to their employee when they are feeling
their rights are violating within the business and provide remedy for those employees
who are facing any king of harassment and discrimination in the company as well. The
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strength of this HRM practices in the firm to raise employee's satisfaction level which
helps the business to accomplish their desired goals and objectives effectively.
P. 4. The effectiveness of different HRM practices in order to raising HSBC organisational profit
and productivity Learning, training and development: Training is a process in which each individual are
provided some skills and experience in terms of performing well in their expertise areas
within HSBC business(Griffin, 2013). This is the most vital part of HRM practices
becoming an employee more efficient, skilled and experienced towards their desired
expertise areas to contribute the company to fulfill their predetermined goals and
objectives effectively. The learning process is a life learning process in which all
employee learn new things and process at regular daily operation within the business in
terms of developing their skill and performing better in HSBC firm. The training and
development program of HSBC's firm provides their candidates work effectively at
various zone of the business and become friendly with all latest approaches and work
with them sufficiently. This HRM practices helps the organisation to raise their
productivity and employment in the current market. The centering of all these HRM
practices providing sufficient workforce to the company in terms of achieving their
desired goals and objectives sufficiently in their existing business. Payment and reward management: This approaches always helps to motivate their
employee towards their job role and responsibilities within HSBC firm(Glendon, Clarke
and McKenna, 2016). This approach assists the company to raise their profitability and
productivity within the corporation. There are huge scope of increase work experience
within HSBC business by supporting their employees with effective pay scales, special
allowances, attractive payment and rewards system etc. this all activities contribute to
raise the motivational level and job satisfaction level of their employees within the firm
and boost up the capacity of their working capacity in terms of efficient return on their
investment in their existing business. We have seen may times in the corporations that
reward system always make contributes to raise employees' satisfaction level enforce
them to work hard in the firm to accomplishing their existing goals and objectives within
HSBC company efficiently.
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 Flexible working option: Flexible working condition is another part of HRM practices
which helps HSBC organisation to enhance their quality and quantity of their working
condition and modify their employee to work in each critical conditions of the business.
HRM practices furnish a flexible and favorable circumstances to their employees to
perform well in every condition of the business in order to generate more profitability
towards the company(Fulton And et.al., 2011). They furnish training and development
program at regular basis and resources as well to encouraging effective performance and
work harder and be flexible in terms of raising the profitability of the existing business at
various level. The effectiveness of this HRM practices is being special and think unique
at various critical level in the firm to sufficient development in HSBC corporation.
TASK 3
P.5. The importance of employee relations in respect of influencing HRM decision-making
Each business should follow the employee relations approach to become their existing
company more successful and raising their work efficiency toward increase their profitability and
productivity within the corporation(Flamholtz, 2012). An effective relationship with their
employee requires a high communication level and containment. A strong relationship with their
employee in the firm indicate towards the problem solving and removing barriers which are
related to each individual in the firm and that might be influence the working condition of HSBC
corporation. This all could be done with the assistance of collective bargaining, taking consultant
with the selected employee representatives in the business and direct engagement with each
employees within the corporation. Good relationship with the employees depend on the good and
healthy working climate with in the business and special incentive and allowances system also
effectively communicate their employees as well as motivate them towards better relations with
the company. HSBC company use broad range of communication process to engage with each
employee within the firm and also identify the current issues and barriers of the firm which are
faced by their employee at various stage of the business. When an employee are performing
according to the job policy of the company it is called indiscipline there are some critical
situations in which an individual can not make their decision on their won related to their task
and important decision towards HSBC company(Decker, Riley and Siemer, eds., 2012). But in
the corporation, there are several employees in the firm who bring some brilliant ideas and
thoughts towards their work and several other fields so that with the help of relationship with
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them each task can be solved in very easy way(Anderson, and Anderson, 2010). Before we
utilisation of each innovative project, we must go for positive and negative part of the project
and this activity helps us to find out the best implementation design of each difficult project
within the firm as well as employee share own experiences within the corporation to solve each
issues in very effective manner in HSBC firm. Each employee could not do everything in the
business, their responsibilities must be distributed among with all employees to solve then
rapidly and sufficiently. We follow good relationship with our all employees in HSBC firm and
they help each other within the business so solve all issues in very effective manner and project
made easy. Our administration are energetic and dedicated towards their work in the firm and
employees can easily trust on them.
M.4. The key aspect of employee relation management:
 Employee in HSBC corporation can give some feedback and suggestion to our employee
to appropriate changes in the firm(Datta, Guthrie, Basuil and Pandey, 2010). Their
advises for sustainable changes in the business could make clear way to effective
performance of their employee within the business and this activity helps the organisation
to accomplish their goals and objectives in very efficient way.
 Several employee suggestion may be productive for the firm so that top management of
the business must ask for their relevant suggestion for changes in the firm to increase
working efficiency and satisfaction level of the employee within HSBC corporation.
P.6. The key elements of employee legislation and impact upon HRM decision-making
Every nation have its own legislation and provision regarding to their regional employee
legislation effecting on the topic such as record possession, labor relation and employee criminal
record check etc. federal low directly effect human resource management at the national level
and many of time it could be seen that small business are not affected by the federal low's
regulation and provisions(Cascio and Boudreau, 2010). This is all depends on the size of each
business at regional level. This aspect is necessary for HR professionals to know that all are
necessary part for every business to know about to the each changing legislation areas in which
they are needed to know state legislation rule and regulation towards the business to know all the
responsibilities of HR professionals in the firm towards the employee legislation and make their
decision in favor for employee by mentioning in their mind the all legislative rules and
regulations.
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M.4. The key elements of employee legislation:
 All employee's wages, salaries must be reformed at annually basis according to the job
policies in the firm and provision are mentioned in the regional employee's legislation
towards appropriate pay scale of their wages and salaries according to their work in the
firm.
 There must be fixed working time of each employees within the business to increase their
satisfaction level and also ensure that they are not forcing by others in the firm to give
their extra working hour to the company(Budhwar and Varma 2010).
 There are always trade and labor union are available to develop their all working
condition and provide equal bargaining power to the employees in terms of receive wages
equal to their work done in the firm. It is working since 1930's towards the emloyees
benefits such as better pay, well working condition and also make sure that their
employee are treating with dignity and respect within HSBC organisation.
TASK 4
P.4. The application of HRM practices in a work-related context, with specific example
In this one day agenda of training program of hotel receptionist at 5 star hotels in the UK.
In a just one day agenda, you would be able to learn how to learn skill and experience to manage
the hotel receptionist effectively and how we can better support for every of our clients in the
organisation(Barney, Ketchen Jr and Wright, 2011). This program is concerned about to the hotel
receptionist which are needed to learn the latest tools and techniques such as challenging
confidently to their clients and provide effective services to their employees, manage all the role
and responsibilities of the receptionist job and maintain the all data base of their customers at the
regular basis and manage their all data in the computer.
Program activities during a day agenda:
 Well skill in telephone headlining.
 Improve your clients handling process.
 Better in the language improvement.
 Database management
 Booking/ reservation services etc.
Seminar timing:
Morning session: seminar check in 8:00 AM to 11:00 AM.
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Afternoon session: seminar check in 1:00 PM to 5:00 Pm.
CONCLUSION
From the above discussion, we have concluded that in every organisation HRM
department play a very crucial role in terms of better manager them and provide the company
better human workforce in terms of effective working condition of the firm. In HSBC firm, We
have concluded about to the purpose and the function of HRM, applicable to workforce planning
and resourcing within the firm to better manage. We have explained the strength and weakness
of different approaches to recruitment and selection process within HSBC business. We have
also concluded that employee relation are essential part of the organisation in terms of
Influencing HRM decision-making process. And the final stage of this investigation, we have
discussed about to the one day training agenda of hotel receptionist.
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REFERENCES
Books and Journals
Abdelhak, M., Grostick, S. and Hanken, M. A., 2014. Health Information-E-Book: Management
of a Strategic Resource. Elsevier Health Sciences.
Anderson, D. and Anderson, L. A., 2010. Beyond change management: How to achieve
breakthrough results through conscious change leadership. Vol. 36. John Wiley & Sons.
Barney, J. B., Ketchen Jr, D. J. and Wright, M., 2011. The future of resource-based theory:
revitalization or decline?. Journal of management. 37. 5. pp. 1299-1315.
Budhwar, P. and Varma, A., 2010. Guest editors' introduction: Emerging patterns of HRM in the
new Indian economic environment. Human Resource Management. 49. 3. pp. 345-351.
Cascio, W. and Boudreau, J., 2010. Investing in people: Financial impact of human resource
initiatives. Ft Press.
Datta, D. K., Guthrie, J. P., Basuil, D. and Pandey, A., 2010. Causes and effects of employee
downsizing: A review and synthesis. Journal of Management. 36. 1. pp. 281-348.
Decker, D. J., Riley, S. J. and Siemer, W. F. eds., 2012. Human dimensions of wildlife
management. JHU Press.
Flamholtz, E. G., 2012. Human resource accounting: Advances in concepts, methods and
applications. Springer Science & Business Media.
Fulton, E. A. And et.al., 2011. Human behaviour: the key source of uncertainty in fisheries
management. Fish and fisheries. 12. 1. pp. 2-17.
Glendon, A. I., Clarke, S. and McKenna, E., 2016. Human safety and risk management. Crc
Press.
Griffin, R. W., 2013. Fundamentals of management. Cengage Learning.
Heizer, J., 2016. Operations Management, 11/e. Pearson Education India.
Hobfoll, S. E., 2011. Conservation of resource caravans and engaged settings. Journal of
occupational and organizational psychology. 84. 1. pp. 116-122.
Iles, P., Chuai, X. and Preece, D., 2010. Talent management and HRM in multinational
companies in Beijing: Definitions, differences and drivers. Journal of World Business. 45.
Mitchell, B., 2013. Resource & environmental management. Routledge.
Morgan, G., 2013. Riding the waves of change. Imaginization Inc.
Moutinho, L. ed., 2011. Strategic management in tourism. Cabi.
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Parker, S. K., Bindl, U. K. and Strauss, K., 2010. Making things happen: A model of proactive
motivation. Journal of management. 36. 4. pp. 827-856.
Wang, S. and Noe, R. A., 2010. Knowledge sharing: A review and directions for future research.
Human resource management review. 20. 2. pp. 115-131.
Werner, J. M. and DeSimone, R. L., 2011. Human resource development. Cengage Learning.
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