Human Resource Management: Practices, Strategies, and Challenges

This document discusses the role of non-HR managers in implementing HRM practices, benefits of proper staffing and performance management, use of social media in HR practices, disadvantages of outsourcing HRM practices, and the tie between HR and strategic management. It also provides examples of consistent and inconsistent HR strategies and the importance of financial knowledge for HR professionals.

Human Resource
Management

1
Table of Contents
Chapter 1.....................................................................................................................................................2
Answer 1.1).............................................................................................................................................2
Answer 1.2).............................................................................................................................................2
Answer 1.3).............................................................................................................................................2
Answer 1.4).............................................................................................................................................2
Answer 1.5).............................................................................................................................................3
Answer 1.6).............................................................................................................................................3
Chapter 2.....................................................................................................................................................3
Answer 2.1).............................................................................................................................................3
Answer 2.2).............................................................................................................................................4
Answer 2.3).............................................................................................................................................4
References...................................................................................................................................................5

2
Chapter 1
Answer 1.1)
In today's environment, it is seen that most of the managers play a vital role in
implementing and developing HRM practices. In accordance with that, it is also noticed that the
non-HR managers possess a prospective role in developing as well as implement the practices of
HRM (Aklamanu, Degbey & Tarba, 2016). It is seen that the managers give their understanding
of the working procedure which eventually trained their employees to do better in their roles and
duties respectively. By this way, the non-HR managers provide prospective roles in developing
the HRM practices.
Answer 1.2)
Proper staffing helps the firm to complete their production procedure as per the stipulated
time and thereby it helps in maintaining the sustainability challenge of the respective firm. In
other compensation help the staff members to give their full effort for the business procedure
(Jørgensen & Becker, 2017). Therefore by this procedure the production as well as the
performance rate of the firm increases and thereby it helps the organization to meet their global
challenge too. Besides this, proper turning and performance management enable the employee to
understand the procedures of using new technology and thereby it helps the firm to overcome the
issues of using new technology.
Answer 1.3)
The Society of Human Resource Management (SHRM) HR practices can be benefited by
the use of social collaboration tools like Twitter and Facebook respectively. It is seen that by
proper advertising procedure through social media help this HR practices to determine the
respective design of their working procedure so that it can help the firm to meet their consumer
demands (Jørgensen & Becker, 2017). Another benefit of this HR practices is that with the help
of social media context the HR management should analyze the business position of the firm in
the restive market and thereby develop a proper strategy to enhance their position.
Answer 1.4)
According to my view, I can disagree with the respective statement this is because of the
fact that money is considered as the primary motivator of an organization and in order to do that

3
any type of emotions can decrease this procedure. Sometimes companies are in certain growth
stage that they decrease their profitability due to this employee engagement aspect (Alvehus,
2018). At that stage, only the trained and experienced employee will provide support to regain
the position of the firm. Hence, it can be said that employee engagement only occurs when the
staff member willing to participate in the working function properly and for this reason, I have
disagreed this statement.
Answer 1.5)
The major disadvantages of outsourcing HRM practices are as follows:
 Outsourcing HRM practices can decrease the performance level of the company as well
as the employees those who are working in the respective firm (Alvehus, 2018).
Therefore, it is important that line manager involvement in designing as well as using
HR practices should be improved so that it helps in enhancing the company performance
 In other words, for this outsourcing aspect, a distance between company and employees
takes place and this has provided a negative impact on the working procedure of the
respective business (Huff & Schüssler, 2016). Hence this aspect reduces the self-service
aspect of employees and thereby they cannot provide their best effort for the firm
Answer 1.6)
Technology plays an important role in an employee's life because it helps them to work
from home. In other words, with the help of technology, the employee can easily solve any sorts
of problem-related to work (Huff & Schüssler, 2016). Therefore I can say that due to the
innovation of technology it can easily replace the interpersonal face to face interaction between
employees as well as between employees and managers.
Chapter 2
Answer 2.1)
According to my view, human resources can tie with the strategic management
procedures in terms of both small and large organizations. This is because of the fact that
strategic management refers to the process that addresses the firm's competitive aspects by
integrating its policies, goals as well as action sequences (Karoliny, Bálint & Tiszberge, 2015).

4
In addition, HR activities help the firm to achieve its goal in the respective market. Due to this
reason, I can say that both can be a tie with each other through proper strategies and planning.
Answer 2.2)
I am affiliated with Tesco firm and example of HRM practices that are consistent is that
they arrange proper training for the employees that help the firm to achieve their business goals.
In other words, an example of an inconsistent aspect of HR strategy is that the firm enables to
provide proper wages and rewards to the employees and this provides a negative impact on firm
procedures (Verma et al., 2018).
Answer 2.3)
The HR professionals should have knowledge of maintaining the financial activities of
the firm. With this knowledge, they can easily develop their business activities, professional-
technical and integrative competencies (Kirk, 2016). Proper training from auditors can help to
develop their skills and it can be shown on their financial statement.

5
References
Aklamanu, A., Degbey, W. Y., & Tarba, S. Y. (2016). The role of HRM and social capital
configuration for knowledge sharing in post-M&A integration: A framework for future
empirical investigation. The International Journal of Human Resource
Management, 27(22), 2790-2822.
Alvehus, J. (2018). Conflicting logics? The role of HRM in a professional service firm. Human
Resource Management Journal, 28(1), 31-44.
Huff, J., & Schüssler, M. (2016). HRM and the Role of Internal Fit-A Systems-Behavioral
Model of HRM Effectiveness. In Academy of Management Proceedings (Vol. 2016, No.
1, p. 13701). Briarcliff Manor, NY 10510: Academy of Management.
Jørgensen, F., & Becker, K. (2017). The role of HRM in facilitating team ambidexterity. Human
Resource Management Journal, 27(2), 264-280.
Karoliny, Z., Bálint, B., & Tiszberge, M. (2015). Contradicting gender-effects on the strategic
role of HRM in four regions of the world. Strategic Management, 20(3), 25-36.
Kirk, S. (2016). Career capital in global Kaleidoscope Careers: the role of HRM. The
International Journal of Human Resource Management, 27(6), 681-697.
Verma, P., Nankervis, A., Priyono, S., Moh’d Saleh, N., Connell, J., & Burgess, J. (2018).
Graduate work-readiness challenges in the Asia-Pacific region and the role of
HRM. Equality, Diversity, and Inclusion: An International Journal, 37(2), 121-137.