Human Resource Management Strategic Approach

   

Added on  2020-10-23

16 Pages4484 Words471 Views
Human resourcemanagement
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Table of Contents
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INTRODUCTIONHuman resource management is defined as the strategic approach to an effectivemanagement of individual in an organisation so as to gain competitive advantage (Humanresource management, 2019). It is basically designed to maximise employee performance so thatthey can come up with best outcome for an organisation. The company which is being taken intoconsideration to carry output this assignment is BARCLAY which is a British multinationalinvestment bank and financial services company with its headquarter in London and wasfounded in 1690.This report focuses on purpose and functions of HRM applicable to workforce planningand the strength and weakness of different approaches to recruitment and selection. In addition tothis benefits of different HRM practices for both employer and employee is being explainedalong with key elements of employment legislation and the impact it has upon HRM decisionmaking. Lastly, this file focuses on applications of HRM practices.TASK 1P1Purpose and functions of HRM applicable to workforce planning and resourcing anorganisationHRM DefinitionHRM is refers to human resource management which is defined as the process ofmanaging workforce in an organisation in an defective and efficient manner so as to archivetargeted aims and objectives on time (Rosemann, 2016). In addition to this it involves hiring,firing, training and motivating workers so that they work towards attainment of organisationalgoals. Therefore main role of human resource management of BARCLAY is to suggestmanagement team how to strategically mange individual working in an organisation as abusiness resources. It basically includes recruiting and hiring employees, coordinating workersbenefits and suggesting workforce training and development strategies.Workforce planning definitionWorkforce planning can be defined as a strategy which is used by employers so as toanticipate workers needs and deploys employees most effectively, usually with advance humanresources technology.Therefore workforce planning is done by BARCLAY because it makeseveryone from staff to management look into the future for themselves and for an organisation.
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Nature of strategic HRMFirstly it can be said that it is pervasive in nature which means it is present in allenterprises. Second nature of HRM of BARCLAY is that it focuses is on result rather than on rulesand tries to helps workers to develop their potential fully.Third nature of HRM of BARCLAY is that it encourages workers to give their best toan organisation and tries to put individual on assigned jobs so as to produce good result.Scope of strategic HRMThe scope of HRM of BARCLAY is very wide in all the three aspect which is explainedbelow:Personnel aspect: This aspect of human resource management of BARCLAY isconcerned with recruitment, manpower planning, selection, placement, transfer, trainingand development, promotion, lay-off, retrenchment, productivity etc.Welfare aspect: This aspect of human resource management of BARCLAY deals withworking environment and amenities like canteens, rest room, lunch room, medicalassistance, health and safety recreation facilities, housing, transport etc. (Reiche, 2015). Industrial aspect: This aspect of human resource management of BARCLAY coversunion- management relations, collective bargaining, disciplinary procedures, grievance,settlement of disputes etc. Purposes of HRMThere are several purposes of HRM of Barclay organisation and the two main purposesare mentioned below:First main purpose of HRM of BARCLAY is to maintain internal customer managementas productivity of an organisation directly rest with the quality of its employees. So HRmanager of a firm defines and implements the policies and processes which are essentialto attract, recruit and to retain talented and quality workforce.Second main purpose of HRM of BARCLAY is to maintain cultural awareness and toachieve specific business objectives by fulfilling staffing needs and by maintainingemployee satisfaction.
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