HRM Trends and Research Directions

This document delves into contemporary Human Resource Management (HRM) practices, examining key trends shaping the field. It analyzes various scholarly works focusing on HRM's evolving role, including the influence of technology, talent management, sustainability, and diversity & inclusion. The document highlights significant research gaps and suggests potential avenues for future empirical investigations in HRM.

HUMAN RESOURCE MANAGEMENT
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Table of Contents
Introduction......................................................................................................................................3
Task 1 [LO1, LO2]..........................................................................................................................3
P1 Function of HRM in workforce planning of Deloitte.............................................................3
P2 Evaluating the strength and weakness of the different approaches about recruitment and
selection.......................................................................................................................................5
P3 Benefits of different HRM practices in Deloitte....................................................................8
P4 Evaluating effectiveness of several HRM practices with respect to increasing the
organisational productivity and profit.......................................................................................10
Task 2 [LO3, LO4]........................................................................................................................11
P5 Analysing importance of the employee relations with respect to influence the decision
making in HRM.........................................................................................................................11
P6 Identifying key elements of the employment legislation as well as their impact on HRM
decision making.........................................................................................................................12
P7 Illustrating application of the HRM practices within work related can text by using the
specific examples.......................................................................................................................13
Conclusion.....................................................................................................................................14
References......................................................................................................................................15
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Introduction
Human Resource Management is the backbone of any organisation. It is performed to maximise
the prophets of the organisation. Being a leader of the human resource management is one of the
best strategies for the administration and the employees. The study has focused on the human
resource management of Deloitte in UK and hands enhanced the assistance of the employee by
gaining knowledge while working in Deloitte. The success of the organisation always depends
on the performance of the employees as well as the recruitment and the process of training. This
helps the human resources to get activate and produce a better revenue for the organisation.
Task 1 [LO1, LO2]
P1 Function of HRM in workforce planning of Deloitte.
Figure 1: Logos of Deloitte in the UK
(Source: Deloitte United Kingdom, 2018)
In defining Human Resource Management, it can be said that it is known as a practice of any
organisation related to hiring, recruiting, deploying and managing the employees of the
organisation.
Deloitte US and UK incorporated multi-professional services network which is one of the “big
4” accounting organisations and the most extensive professional service network in the world
(Ogunleye, and Van Belle, 2016). The services of the Deloitte are tax, audit, consulting,
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enterprise risk and financial advisory which has more than 2, 63,900 professional globally. The
revenue of the organisation is £38.8 billion, and the headquarters is in London (Deloitte United
Kingdom, 2018). Deloitte focuses on the activities which include the development through
knowledge about the corporate plans and culture with the government policies adopted in the
organisation. It also acts as a financial consultant in competition to PWC etc. The alteration and
modification of the human resource management in the organisation has played a responsible
role to facilitate and establish better communication. The individual present within the workforce
of the organisation has also increased the proficiency. The HRM has also focused on tea strategy,
measurement and evaluation of criteria that has helped the financial measures of the organisation
(Armstrong, and Taylor, 2014). The competitive advantage right balance has achieved the goal
of the balanced scorecard.
Purposes of HRM
The main purpose of human resource management is to coordinate with the employees of the
organisation for the achievement of organisational goals and objective. In addition to that, the
human resource management also views the employees as the assets of the organisation or an
internal customer. By this process, they can provide them better job satisfaction and increase the
efficiency and effectiveness of the employees. Using this internal resources as part of the
competitive advantage is also one of the purposes of Human Resource Management. This
department is also associated with communicating with the employees and helping them in
adopting the organisational policies and culture.
The functions of human resource management are:
 Relating the goals of the business and human resources of the organisation
 Properly identifying the organisational processes and re-engineering for the betterment
 Managing the process of transformation and change within the organisation
 Stuffing of the organisation which include hiring offering the employees
 Providing training to the employees
 Listening to the Employees and responding to them for maintaining the organisational
performance and providing them job satisfaction
 Understanding different labour laws and ethics for integrating it within the organisation
The primary functions performed by the human resource management in the organisation are:
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Compensation and benefits: The employers price corporate performance by optimising the
design and the human resource management deals with the compensation benefit and other revert
programs. The yearly increment depends on the return however the benefits attracts many
employees. The opportunity for working from home, good PTO, Excellent vacation, good 401k,
bonus structure etc.
The relation between employee and labour: Deloitte has kept the fundamental value of the
organisation by motivating the Employees with attractive salary for the working hours (Glaisteret
al. 2018). The total working hour is 40 hours in a week however the HRM has maintained the
link between the employer and the employee by helping with extra money for extra hours.
Planning, recruitment and selection: Deloitte has focused on hiring for the candidates who are
well versed in accounting so that the word can be dealt efficiently. They plan according to the
projects and stuffing and thus recruit the desired candidates. After the recruitment of more than
the required candidates, the organisation takes a long time to choose the best candidates for the
desired role (Bratton, and Gold, 2017).
Training and development: Deloitte has focused on the training and development with a
competitive advantage for the employees. This has resulted in the better evaluation of the
organisation not only in the UK but also in all over part of the world.
Deloitte adopted best practice and best fit for the benefits of the organisation. The best practices
of the HR policy is to reward the employees monthly according to the month performance of the
project. It also focused on the commitment of the Employees with high motivation in the
workforce. A rewarding system with line strategy of the company has helped to achieve a better
competitive benefit.About the function of the HR, the organisation has also adopted hard HRM
and soft HRM (Armstrong, and Taylor, 2014).
Hard HRM Soft HRM
Deloitte has focused on the short-term
modification in the employee count with excellent
communication with the higher authority. The
appraisal depends on the behaviour and the
performance of the employees which has created a
suitable structure and created an “Autocratic
leadership”.
The organisation has concentrated on the planning
for the longest time workforce with regular and
robust communication. It has also helped in the
regarding the performance with competitive pay
structure and delegation of taking responsibility.
Though organisation structure has gone into flatter
after adopting this HRM method and fashionable
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style is the best leadership style.
Figure 2: Deloitte adopted HRM approaches
(Source: De Prinset al. 2015)
Human resource planning and practices
The human resource planning of the organisation helps them in identifying the competencies
according to the organisational goals. The process of Human Resource Planning and resources is
one of the basic need of the organisation because the skills of the employees are dependent on it.
However, the planning and resources also develop a link between the organisational strategic
plan and the HRM process. For developing the necessary competencies of Deloitte, the
organisation need to hire new employees for meeting the organisational corporate objectives and
goals. Finally, it can be said that this planning and resources process help the organisation in
continuous evolution and improvement of the organisational human resource and performance.
P2 Evaluating the strength and weakness of the different approaches about recruitment
and selection.
Deloitte is the one of the excellent account organisation in the UK has adopted strategic Human
Resource Department so that the organisation can quickly meet the goals and objectives (De
Prinset al. 2015). External and internal approaches have been effectively used in the
organisation.
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Figure 3: Sources of Recruitment
(Source: Latukha, 2018)
The internal source of approach regarding recruitment and selection:
It is an approach for recruiting the employees internally within the organisation for promotion,
IJPs etc. Different exams are held in the organisation for getting the promotion and desired post
for the desired candidates (Latukha, 2018). The strength and weakness of internal sources are as
follows:
Strength Weakness
● Recruitment and selection process of
the HRM in the internal approach is
quite short time and benefited for the
employer and employee.
● The interview is simple and
straightforward.
● The interview consists of the existing
employees in the organisation.
● It sometimes can cause a day
motivation among the employees for
less promotion etc.
● Discrimination can be one of the
significant drawbacks.
● Age limit for opportunities for hiring
be innovative employees.
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● The approach has effectiveness for
hiring employees within the
organisation.
● The risk of hiring wrong candidates is
quite low.
The distinct approach to recruitment and selection:
This type of approach deals with the employment from the external sources like through
advertisement on different media, agencies, employee referrals etc. In this type of process, the
hiring of the employees is time-consuming and can be complicated but can bring better results
for the organisation (Bidwell, and Mollick, 2015). It has few strength and weakness which can be
described below:
Strength Weakness
● The sources have helped to recruit the
youth effectively with the proper
interview.
● The sources have helped to promote
the brand externally.
● It has also helped to increase the
productivity through various methods.
● It is very costly and quiet time taking
process.
● The risk for the approach is unfit
employers hired by the organisation.
The different recruitment and selection approaches of the light have focused on the reliability
and validity. The test reliability is done to understand the honesty and achievements through
accuracy. The legality is a certification and licensure tests which have helped the organisation to
measure the job-related content and competencies.
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P3 Benefits of different HRM practices in Deloitte
HRM help both employees and employers in the organisation to work deliberately and make the
production efficient (Latukha, 2018). HRM practices are essential so that the performance can be
improved and the needs of the employees and employers can understand.
The benefits of the different HRM practices in Deloitte are:
Positive behaviour in the organisation: The response is significant for gaining success in the
organisation, so HRM has adopted the specific rule for orderly conduct in Deloitte. Also, he
culture of the organisation has helped the employees to maintain the practice.
Retaining the qualified employees: The detention of the empowered workforce’s for flexibility,
creativity and purpose has become one of the primary means for today. HR department of
Deloitte helps with flexible benefits and corporate culture with the implicit and social contract
between the employers and employees (Aklamanu, et al. 2016). There also adopted work-life
balance and write work environment and tried to fulfil the needs of the employees.
Motivating the employees towards the work: The greater emphasis on transparency, simplicity
and continuity in the process functioning of the employee's experience has helped to achieve the
outcomes of the organisation. The diversity of the ethical culture, incentive program for high
performance, reward contribution, bespoke incentives, variables incentives, yearly bonus etc. the
critical factors for motivating the employees in work.
Figure 4: Satisfaction of the employees through HRM in Deloitte
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(Source: Ogunleye, and Van Belle, 2016)
The effectiveness of direction and execution: The leaders and the managers of Deloitte should
be more responsible (Ogunleye, and Van Belle, 2016). This organisation is adopting training and
development not only to the Employees but also to the leaders and managers so that they can
understand the effectiveness of the organisation efficiently and then motivate others. This has
built a healthy relationship and has also maintained proficiency in the work culture. It has
increasing profitability of the organisation with desired candidates.
Individual gold and team performances with effective communication: HRM practices in
Deloitte has helped the organisation as well as the workers to understand and meet the objective
and requirements. The communication process in every level has achieved the clear
understanding of the work without any hesitation (Armstrong, and Taylor, 2014).
The human resource practices are beneficial for both the employers and the employees of the
organisation Deloitte.
The employer of this organisation is benefited by this management system in different area
management like organisational culture management, planning for change within the
organisation, the training and development process becomes more flexible, the health and safety
issues are being adequately managed, and finally, the recruitment and retention of the employees
become easier.
The employees of the Deloitte are also become benefited variously. Those are the conflict
resolution in the work environment become possible because of the Department of Human
Resource Management. In addition to that in the training and development process, the human
resource management is very effective, and it is also helpful in maintaining the employee
relations with the organisation. Finally, the employees of this organisation are benefited by this
Human Resource Management by getting information resource.
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P4 Evaluating effectiveness of several HRM practices with respect to increasing the
organisational productivity and profit
Some of the most effective HRM practices can be illustrated which are carried out in different
organisations including Deloitte Are:
Development and training programs: improvement and training basically refers to the planned
effort through which the organisation can facilitate the learning of the job related Behaviour for
the part of different employees. Entire objective of the training is basically to achieve than skills
and knowledge that may lead to an increased skills in person within 1 or other areas of expertise
as well as by this required background of motivation can be provided and improved for doing the
job properly (Budhwaret al. 2016). In this way therefore the employees are being provided with
proper lessons about working in an effective way so that the organisational performance can be
developed.
Reward system:It basically urges The Walker for ending up being inspired and along with this
several lines of increment in investment of contributing development thoughts can promote to a
much higher authoritative advancement. Due to this the business can encounter more prominent
and abrupt proficiency as well as expansion in profitability and different deals.
Work simplification: Under this method, occupation is basically streamlined through separation
it into the sub parts. At this particular point, Each and every part of employment can be relegated
to the labourers or employees. This also empowers specialists for picking up the wellness and
capability in order to do redundant activities and projects (Dagnino, 2017). This will ultimately
expand the specialist efficiency and therefore benefits the organisation as well.
Performance appraisal method: The system of performance appraisal given to the Employees
is a process to observe identify and assess the organisational performance. It is one of the most
broadly accepted illustration of evaluation. It can be also considered as the technique to review
weaknesses and strengths associated with activities of different employees or an entire team
within the organisations. By this method therefore the working of employees can be improved
and the organisational productivity together can be raised.
Compensation method: Compensation basically refers to kind of the reward which implies sign
of the gratitude for different people who ever get the work done. In a new approach to the human
resource management, the compensation is not only provided via bonus or Salary paid to the
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employees (Aklamanu, et al. 2016). Also, quality of the working life involving indirect non-
financial and financial benefits which are concerned. It therefore concentrates on increasing the
employee performance and therefore the entire organisational productivity.
Task 2 [LO3, LO4]
P5 Analysing importance of the employee relations with respect to influence the decision
making in HRM
Maintaining up of healthy relations among employees and employer within the organisation
seems to be a prerequisite for the organisational success. Strong relations of employees can be
required for the higher productivity as well as human satisfaction. Employee relations basically
deals with resolving and avoiding the issues that are concerned with individuals which may arise
out of and influence work scenario (Ogunleye, and Van Belle, 2016). Strong and powerful
employee relations also depend over safe and healthy work environment, incentives for the
employee motivation, cent percent commitment and involvement of the employees as well as
effective system of communication within organisation. Healthy and prominent employee
relations male eat too much more motivated, productive and efficient employees that for the
more leads to an increase in the sales level.
Employee relations can result in effective decision making of Human Resource Management
because good relations signify that employees must feel positive regarding their identities and
their jobs. It is quite important therefore to grow long lasting and trustworthy relations within
employee and employer. At times the managers in need advice and guidance of other people and
sometimes they may miss out over the important areas (Aklamanu, et al. 2016). In this case other
employees support them by coming out with brilliant ideas that can help in achieving the targets
at the faster rate. Before implementation of the plan cause and pros shall be evaluated for
expressing the opinions of managers and higher authorities in a freeway. Also work becomes
easy if it can be shared among all and some of the most effective decisions can be taken by many
people at a time and not only one. The stress of working therefore becomes lowered.
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The employee relations maintenance is important to the organisation, and in this process, several
parties are internally connected. For example, it can be said that the human resource manager
plays the major role in this relationship maintenance. In addition to that, the team leaders of the
different team of the organisation are also responsible for employee relations.
There are various strategies which might use by Deloitte for maintaining good employees
relations those are providing a flexible organisational culture, providing effective communication
with the higher authorities in both positive and negative situations, providing compensation to
the employees.
P6 Identifying key elements of the employment legislation as well as their impact on HRM
decision making
Anti-discrimination: Civil rights act in 1964 generally provided the discrimination against
several employees over a basis of colour, religion, race, National origin or sex. Regulations
basically apply to the employers who had 15 and even more employees over the payroll each and
every day for 20 weeks at the time of current or prior calendar year. Employer's even cannot
refuse for hiring the employee and dismiss them from the employment and otherwise can
discriminate against employee for one of the above reasons. Employers can not to retaliate
against any employee to make the charge of discrimination under this act.
Hour and wage: fair labour standards act establish an amount of the Federal minimum wage
that is revised on the periodic basis. Since several States can have legislation that establishes
minimum wage more than Federal minimum, the HR professionals must continuously verify
accuracy of an amount to be paid to the employees (Budhwaret al. 2016). Along with the
extensive regulations of child labour, FLSA laws eventually require the covered employees for
being paid overtime whoever have worked more than 40 hours in the week.
Equal opportunity of employment: Employees are basically protected by equal employment
opportunity Commission that has been established in the 1964 civil rights act where they cannot
be distinguished through age gender race ethnic origin religion military experience or any other
attributes. Vocational rehabilitation act generally prohibits discrimination over a basis of the
mental or physical disabilities as well as required that the employees are informed about the
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affirmative plans of action. Equal pay act under 1963 prohibits the pay differences depending
over sex for the equal work (Johnstone, 2016).
Occupational health and safety act of 1970: this establishes the mandatory health and safety
guidelines within different organisations such that the employees shall not get any harm from
staying within the office premises. If any accident happens then the organisations become
responsible for treating the employees with a good hospitality and under good doctors.
Sexual harassment act: this is basically important for the women working in offices because
many women often get scared in working at night shifts within the organisations. This is because
the men working over there tends to harass the women specifically the ones who are at the higher
authorities. In that case civil rights act of the 1991 can permit the victims under sexual
harassment for having the Jury trials and collecting the compensatory damages in the cases
where employees act with malice or the reckless Indifference to individuals’ rights (Budhwaret
al. 2016).
P7 Illustrating application of the HRM practices within work related can text by using the
specific examples
Selection and recruitment: HR selection and recruitment practices are generally based upon
mission and workplace culture of organisation. For instance, the employees who ever recognised
value of the workplace diversity can impress recruitment practices as designed for attracting the
diverse applicant pool (Mahadevan, and Mayer, 2017).Different recruitment practices definitely
underline the recruiting activities as well as functions like sponsoring career fair at the colleges
as well as universities along with the diverse population of student, advertising the job vacancies
all along different venues for reaching the broad audience.
Work life balance: Implementation of flexible schedules of work and providing the employees
with the telecommuting options as well as training supervisors for spotting different signs of the
workplace stress can also suggest organisational culture that would support the employees to
achieve the work life balance (Maloney, and McCarthy, 2017). Managing the logistics and
modifying the technology for a remote access as well as conducting the training sessions by
Deloitte include essential transactional functions. These functions ultimately create the results
oriented environment of working because they allow a greater efficiency as well as increase in
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time that the employees are supposed to devote to the family obligations as well as personal
endeavours.
Development and training: training as well as development are the functions of HR
management which include job skills training, employee orientation, leadership training as well
as professional development. the activities of Deloitte also improve the job skills of employees in
current positions as well as equip them with expertise and skills for the cross functional work
which can raise value to organisation (Dagnino, 2017).
Compensation: Benefits and compensation are often viewed together which presents the
comprehensive view of rewarding the employees by employers. Compensation can also offer
clearer picture in HR management practices since the employee wages welcome price up to the
70% of the employees cost for operating businesses.
Human Resource Management helps in recruiting and selecting the employees of Deloitte.
However according to the preference of the organisation the recruitment is done by the human
resource manager and selecting the recruited employees in specific job role is also part of the
process.
Employee relations maintenance is another very successful application of Human Resource
Management. Because of the strong and good employee relations with the organisation, the
organisational production and profitability increase very effectively. However, good employee
relation also helps the organisation in achieving the goals in a short time.
Conclusion
Therefore, from the above study it can be concluded that, different HR related practices and
functions affect the decision making process of HR and also the organisational productivity and
performance. It has considered Deloitte for elaborating the aforementioned conclusion even
more. The workforce planning about the HRM has focused on the employer and employee and
the effectiveness of practices in the organisation. The HRM practices have also helped the
organisation to increase the efficiency and productivity.
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