Human Resource Management Report

This report examines the role of Human Resource Management (HRM) in Airdri, a small but rapidly growing company in the UK. It delves into the detailed description of HRM, its development with major concepts, the different roles of an HRM director, and the activities for which HRM is responsible. The report also examines the reasons behind the importance of HRM and its impact on organizational success.

HUMAN RESOURCE
MANAGEMENT

Contents
INTRODUCTION...........................................................................................................................1
1. HRM description in detail..................................................................................................1
2. Development of HRM with major concepts.......................................................................3
3. Different roles of HRM director in Airdri..........................................................................4
4. Activities for which HRM is responsible...........................................................................5
CONCLUSION................................................................................................................................7
REFERENCES................................................................................................................................8
Books and Journals.................................................................................................................8

INTRODUCTION
Human resource management is a term defined as to ensure greater employee
performance. This term is designed to increase employee's strategic performance in service of an
employer's strategic objectives (Bratton and Gold, 2017). This project is based on Airdri which is
small but rapidly growing company i.e. engaged in producing hand dryers in UK. Further, this
study is all about what human resource management is and how it can prove effective for small
organizations. HRM is deeply discussed in whole part including their roles, functions,
importance and last but not the least, it focuses on various reasons behind designing of HRM and
why they perform all those functions.
1. HRM description in detail
HRM team is designed to organize manpower in an organization. First of all, it is
necessary to know the basic concepts of human resources management and what is an HR.
Human Resource: Human Resource manager in an organization is the person
responsible to ensure that overall organization is able to achieve objectives or not and if not, to
find out deviations and take corrective measures in order to get objectives achieved.
Human Resource Management: HRM in an organization keeps ensuring effective
management so organization can get competitive advantage. Essentially, main purpose of HRM
is to ensure maximum productivity by optimizing performance of employees (Brewster and
Hegewisch, 2017). Principles of HRM: HRM is guided be several principles. These are: First principle of HRM is to recognize Human Resources as most important assets of
business because they are the one who actually bring plans and policies into action and
without managing them. Second principle of HRM is to link organizational goals with individual goals because if
personnel policies are linked with that organizational policies, it is most likely that
employees will work better in that condition.
 Third principle of HRM is to recruit right employees at right place. This is fully justified
because it is HR's responsibility to find, secure, guide and develop employees whose
talents are compatible as per requirements of company. Hence, human resource
management is crucial for an organization to function personnel associated activities in

more disciplined manner. Here are discussed some basic responsibilities of HR manager
that one need to fulfill in Airdri to accomplish business objectives:
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Plan an effective workforce: HR professional support team work and assist in
determining organization's staffing needs which includes detailed job descriptions, proper skill
set, education and personal qualities necessary for each role.
Facilitate Employee Development: HR managers keep ensuring that all of their
employees should get proper training to do jobs well and develop their skills (Chelladurai and
Kerwin, 2017). For this, HRM encourage their employees in order to facilitate them towards their
personal development as well.
Compensation and Benefits programs: Framing and providing attractive and effective
compensation benefits is one of the major responsibilities of HR professional in order to retain
valued employees with them. For this, they should consider company's budget and salary trends
that are new emerged in market.
Solve issues: Solving employees disputes and issues, giving advice to management on
employment legal issues are again major responsibilities of HRM team. For example, issues can
be of various types; employees are not happy with working environment and their pay or there is
lack of harmony between employees. So, this is essential to address such issues in order to create
smooth functioning.
2. Development of HRM with major concepts
Human Resource Management has changed since time throughout the history. These
changes have also led to changes in HRM in Airdri and so many new concepts have emerged.
This is discussed in following points:
Human Resource Development is a framework designed to help employees to develop
their personal organizational skills which is necessary for workings in an organization.
Industrial Welfare: Human resource management firstly was in form of industrial
welfare. Few years back, factories act stated that there should male employees only in factories
(Brewster, Chung and Sparrow, 2016). But later on, act was passed which let women to work with
males in factories.
Flexibility and Diversity: Few years back, where employees were seeking flexibility in
working hours for example, they were demanding that if their work is completed before time,
then they get allowed to leave. Workforce and patterns of work are becoming diversified and
hence traditional aspects are useless. So, organizations have to think strategically in order to
increase efficiency of company.

In past times, human resource managers treated employees as only their subordinates
whose responsibility was only to get work done on given time no matter how (Marchington,
Wilkinson, and et.al 2016). Now-a-days, human resource managers let their employees work
done on time but with lot of learning and experience.
HRM team of Airdri started developing skills of their employees so that they can use
knowledge with developed skills set and this is very useful for an organization. This will help
Airdri to maintain their brand image in market because companies having effective employees,
have higher goodwill and good stand out in market.
Introduction of HRM laid emphasis on labor consideration in which labors are considered
as an important part of an organization. Airdri has laid emphasis on labor considerations as they
have started second national labor commission to understand the conditions of labors in their
company. In that, they included healthy, happy and safe working environment for laborers as
they have right to work in safe conditions, harmony among workers as this is important for
workflow in company.
HRM team of Airdri is following delegation of authority concept as earlier managers
were solely responsible for all functions which is next to impossible. This created so much
unclear plans and chaos in workings. With introduction of delegation of authority, this can be
avoid to extent because everyone have their own roles and responsibilities which they have to
complete on given time. It also reduces burden on one individual.
3. Different roles of HRM director in Airdri
Human Resource Management in an organization is responsible to manage and organize
employees and workforce working under them. Some organizations see employees as costs to
their company but this is not right consideration (Purce, 2014). Employees should be considered
as an important part of an organization or it can be said as assets.
Airdri is a small company in UK which produces hand dryers but is growing at a fast
pace. Airdri company view their employees as important part of their organization.
Following points shows roles of HRM: Recruitment and Staffing: First and foremost role of HRM team in Airdri is to place
right person at right post. This process in conducted by human resource who finds and
recruit right individual throughout the long process. For example, HR in Airdri is
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responsible for right staffing as per requirements of their company and then HRM team
ensures the efficiency of recruited individual to the fullest. Training and Development: This is major role which HRM performs in companies. In
Airdri, once an individual is hired, HRM team then ensures that person need to be trained
(Paillé and et. al., 2014). Human resource management is responsible for assessing
training needs of employees. For instance, in Airdri, new technologies are coming to
produce hand dryers and to work upon them existing employees also needs to get trained.
This shows that HRM team ensures training of new and tenured employees as well. Payroll Management: Payroll management is key consideration in small companies like
Airdri. This includes provident fund, gratuity, tax deductions, bonus, incentives, etc. for
which HRM team of Airdri does a research about new emerging salary trends and make
changes accordingly. They also need to keep them updated as per rules and regulations of
government. Appraisals: HRM team in companies ensures that their employees are engaged and are
working accordingly. HRM team in Airdri observe their employees while working and
evaluate their performances, giving them feedback and suggestions, generating appraisal
reports and passing them to higher management.
 Conflict Resolution: There are different individuals within an organization coming from
different family and educational backgrounds, temperaments and values. Due to
miscommunication and difference in opinions, various conflicts emerge at workplace of
Airdri. HR director is liable for managing disputes and take corrective measures to solve
disputes.
4. Activities for which HRM is responsible
There are so many activities that HRM in an organization, like creating and implementing
policies to improve employee’s behavior. Major activities include, training &development,
performance appraisal, induction & orientation, etc (Johnson and Szamosi, 2018). Here are some
of the activities that HRM department is responsible. These are: Employee Record Keeping: When a new employee is recruited in an organization,
records of performances has been kept in files with employers. Usually, this file contains
resume, application and other information that are used in interview process. Later on,
financial data for payroll and benefits is added in this file and then it continues to grow
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on. Reason behind of doing this is that when employee review is conducted again after
some time, and if some complaints are filed against employees then employers are able to
take corrective measures. Working Environment: Working Environment in an organization plays vital role in
successful achievement of goals and objectives. In companies like Airdri, HRM
department should provide good working environment, for example, if there are issues
arising between employees then HRM should make them clear so that peace can be
maintained in workplace. Compensation and Benefits: Compensation and benefits include fair and timely salaries,
incentives, benefits, etc. (Cooke and Saini, 2014). HRM department of companies like
Airdri should make their employees happy because it is a small company. They should
increase salaries of their employees from time to time and also provide them incentives
for good work done. Industrial Relations: Progress of any organization depends upon employees and their
relations with others. Hence, managing harmony among employees is key activity
performed by HRM department of Airdri. Employers, employee and government are
engaged in employee relations. Job Analysis: Job Analysis is the process by which job description can be determined,
which includes job titles, job location, duties, working conditions, etc. It is a process by
which job related information can be collected at one time. This will help in assessing
employees to know about their job role and what type of projects they have been allotted
to which they have to get it complete in specific given time.
Reasons: HRM refers to management of all decisions within an organization related to
people. HRM department in an organization is responsible to ensure workings with greater
efficiency of employees. For this, they have to make judicious use of human resources to foster
development within an organization. Furthermore, main motive of HRM department is to relate
organizational goals with individual goals so that employees will get satisfied and motivated
employees work with greater efforts and efficiency (Gupta and Shaw, 2014). There can be seven
assumptions that provides a foundation and direction for HRM. First one is, to make believe
employees of Airdri that company values and understands their work and efforts. Second is, to
make emphasis on training of employees because they are the resources who can learn new ideas
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and skills from training and can occupy newer positions. Third is, quality of work life has major
considerations and so to provide healthy and safe working surroundings. Fourth is, continue
training so that learning should be done on continual basis. Fifth is to have successful HRM
department in Airdri adaptations can be made accordingly for changing environments. Sixth is
employee satisfaction which states that employees to work better should get satisfied from every
aspect (Helmreich and Merritt, 2017). Seventh is to give learning to employees more than
technical knowledge to gain maximum contributions.
From above discussion, this is simple to know that there are various reasons of having HRM
department and activities which they perform are also very important.
CONCLUSION
From the above discussed report, this can be concluded that HRM is crucial for each and
every companies . This research is based on HRM which starts from HRM description in detail,
then it tells about various roles, responsibilities and activities performed by HRM department.
Reasons behind performing HRM activities is also discussed in this report. Later on this studies
that there are 7 assumptions on which HRM department is based.
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REFERENCES
Books and Journals
Bratton, J. and Gold, J., 2017. Human resource management: theory and practice. Palgrave.
Brewster, C. and Hegewisch, A. eds., 2017. Policy and practice in European human resource
management: The Price Waterhouse Cranfield survey. Taylor & Francis.
Brewster, C., Chung, C. and Sparrow, P., 2016. Globalizing human resource management.
Routledge.
Chelladurai, P. and Kerwin, S., 2017. Human resource management in sport and recreation.
Human Kinetics.
Cooke, and et.al., 2014. Talent management in China and India: A comparison of management
perceptions and human resource practices. Journal of World Business. 49(2). pp.225-
235.
Gupta, N. and Shaw, J. D., 2014. Employee compensation: The neglected area of HRM
research. Human Resource Management Review. 24(1). pp.1-4.
Helmreich, R. L. and Merritt, A. C., 2017, November. 11 Safety and error management: The
role of crew resource management. In Aviation Resource Management: Proceedings of
the Fourth Australian Aviation Psychology Symposium: v. 1: Proceedings of the Fourth
Australian Aviation Psychology Symposium. Routledge.
Johnson, P. and Szamosi, L. T., 2018. HRM in changing organizational contexts. In Human
resource management (pp. 27-48). Routledge.
Kramar, R., 2014. Beyond strategic human resource management: is sustainable human resource
management the next approach?. The International Journal of Human Resource
Management. 25(8). pp.1069-1089.
Marchington, M., Wilkinson, A., Donnelly, R. and Kynighou, A., 2016. Human resource
management at work. Kogan Page Publishers.
Paillé, and et.al., 2014. The impact of human resource management on environmental
performance: An employee-level study. Journal of Business Ethics. 121(3). pp.451-466.
Purce, J., 2014. The impact of corporate strategy on human resource management. New
Perspectives on Human Resource Management (Routledge Revivals). 67.
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