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Human Resource Management in HRM Practices

   

Added on  2020-06-03

17 Pages5217 Words265 Views
HUMAN RESOURCEMANAGEMENT

TABLE OF CONTENTSContentsINTRODUCTION............................................................................................................................3lP1 Functions of HRM in context to workforce planning and resources.....................................3lP2 Strengths and weaknesses of different recruitment approaches............................................4lP3 Benefits of different HRM practices to the management and employees of Thomson group............................................................................................................................................7lP4 Different HRM practices in relation with organizational profit and productivity................8lP5 Decision-making influence by Human resource management..............................................9lP6 Legislation framed for employees and their impact on decision-making activities of Thomson. ...................................................................................................................................101.P7 Application of HRM practices in work-related context....................................................10CONCLUSIONS............................................................................................................................15REFERENCES ..............................................................................................................................16

INTRODUCTIONManagement of human resource plays a crucial role in an organization. There existdifferent roles and responsibilities which are required to be played by the HRM (Armstrong andTaylor, 2014). All these roles and responsibilities contribute in the effective functioning of thebusiness operations. This, in turn, assists in achieving the desired goals and objectives. Thisreport covers the advantages brought by effective human resource team in the workforceplanning, employee management, etc. will be evaluated. In addition to this, role of employeesand HRM in the decision-making operations of the organizations will be analysed. Further,employee legislations that support a worker in participating in business activities will beexplained in the present undertaking.In order to accomplish the present undertaking, the organization is selected to beThomson hotel. The chosen entity works in the hospitality sector and is renowned name. Further,the business is spread on a global level. There are thus large number of workers who are there inthe organization. In this order it becomes significant for the Thomson group to have effectivehuman resource management team to manage the workforce effectively. The chosen organisationbelongs to multinational travel and tourism business sector. This entity is the largest provider ofthe leisure, travel and tourism. The grandness of the firm can be estimated from the operatingrevenue of around 618.3 million euros. In addition to this, there are around 67,000 employeeswho are working in the company. In order to manage such a large people figure, effective humanresource management strategies are required to be settled. The purpose of HRM is to effectivemanage the workforce so that maximum productivity can be gained. P1 Functions of HRM in context to workforce planning and resources.In the varied range of functions that are been played by the human resources managementteam, the roles of workforce planning and resource management are regarded as the mostsignificant. Employees are considered as the key asset of an organization. In order to gain thedesired goals and objectives, it is essential to well plan the workforce (Brewster and Hegewisch,2017). If the workers of the firm will be effective then it will bring effectiveness in the overallbusiness. However, it should be noted that it is the human resource management team that plans

the employees. From recruitment to training till termination, all these functions are performed bythe HRM. The purpose of workforce planning by human resource management team to ensurethat the effectiveness in the work can be maintained. The rationale behind this is to increase theproductivity and thus, profit of the firm. In this order, there exits different functions that areperformed.Firstly, an impelling recruitment campaign is held to select the deserving and rightemployees. Later, it is the duty of HRM to guarantee the availability of proper training anddevelopment sessions to the new joining. It helps in making them understand the required skillsfrom them that can benefit the company. Further, it is the foremost duty of human resourcemanagement team of a firm to ensure a proper communication between the higher and lowerlevel employees (Beardwell and Thompson, 2014). It is because of the fact that the effecrtivecommunication among people helps in maintaining clarity in the business operations. They arethus needed to engage workers in the group discussions, summits, decision-making discussions,etc. It not increases the interaction level but also helps in boosting the motivation level ofemployees. This increased level of inspiration then contributes in achieving work quality. On theother hand, it is also the responsibility of HRM team to manage the resources of the firmeffectively. A plan is required to be prepared for the effective management. This schedule willalso render a guideline to perform action in appropriate manner. Further, it would be moreeffective if time line is settled along with all the tasks. This will bring work effectiveness.Besides this, management of human resource also includes to check that either the employees aremotivated or not. In case of they are not inspired then it is role of HRM to implement effectivestrategies in the business environment that can increase the motivation level of employees. P2 Strengths and weaknesses of different recruitment approaches.Recruitment of the employees is regarded as the most important function of the HRM team. It istheir foremost duty to welcome the fruitful addition that can contribute in increasing the businessvalue of the organisation. In turn, it will assist in achieving the desired success of the entity byaccomplishing the settled goals and objectives (Chelladurai, and Kerwin, 2017).There are twodifferent types of recruitments which are explained further along with their strengths andweaknesses:

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