Human resource management Sample Assignment (solved)

HUMAN RESOURCE MANAGEMENT
Shell
Royal Dutch Shell (often referred to as Shell) is one of the world's largest corporations, with
massive earnings generated through the extraction of oil, gas, and other fossil fuels. The Royal
Dutch Petroleum Company and the Shell Transport and Trading Company merged in 1907 to
form the Royal Dutch Petroleum Company and the Shell Transport and Trading Company, with
headquarters in The Hague and England.
LO1
Human Resource Management
Human resources management is the practice in which an organization’s employees are
recruited, employed, deployed and managed. HRM is usually just called human resources (HR).
A HR department of a corporation or organization is generally responsible for creating,
implementing and supervising employees' policies and relationships. In the early 1900s, and later
more broadly in the 1960s, the phrase human resources were initially used to represent the
people who worked for the organization in general.
Function of HRM
In the organization, HR has several essential functions. Recruitment, management of
performance, learning & development and many other things.

1.Human Resource Planning
The most important functions of the Department of HR are human resources planning.
Human resources planning is often referred to as employee planning, which would be a
strategic decision-making method that anticipates a company's future plan. By properly
reviewing and analyzing the future demands of the organization, HRD can connect with the
firm's objective through good human resource planning. Human resource planning can
contribute to the development of HRD's future recruiting overall, selecting, performance
management, development and learning as well as other HR functions.
2.Recruitment and Selection
One of the key functions of the Human Resource Department is recruitment and selection,
which attracts people to apply for positions and selects qualified people to work for the
company. Some organizations are now using recruitment technologies to help with faster and
more efficient recruitment. Some firms, on the other hand, rely on third-party recruiters, and
that is an expensive procedure. To take advantage of recruitment strategies, the HR
department should follow the instructions of the selection process.

3.Performance Management
A performance management system assists organizations in engaging people and assuring
productivity. The performance management system is effective in identifying performance
gaps so that they can be filled through the training process. It also assists organizations in
identifying the quality requirements of prospective personnel. Though there have been
various performance management systems, organizations can choose the finest based on their
preferences and overall needs.
4.Learning and Development
HR is responsible for enabling employees to gain the skills they will need in the future. This
is indeed similar to the first HR function, wherein the HR bridges the difference between the
current workforce and the workforce that will be required in the coming years. Every
organization must establish a budget for learning and development, which is subsequently
allocated for the growth of its staff.
5.Career Planning
Because of the combined role of career guidance and development for employees, the HR
career planning function is also known as career pathing. This major duty of the Human
Resource Department demonstrates to workers how their personal interests can be matched
with the firm's future objectives and assists staff in engaging and retaining them. Greater
succession planning and increased productivity are additional advantages for the
organization.
6.Function Evaluation
The difficult and more technical key function of the Human Resource Department is function
evaluation, which compares actual various aspects of worker credential, quality, and
availability, job location, working hours, work responsibilities, the economic situation, and
also how much benefit this job contributes to the company. The concept behind function
evaluation is that jobs that are comparable should be compensated equally.
7.Rewards
Rewarding employees for their efforts is a critical duty of the Human Resource Department
that cannot be overlooked. Salary is perhaps the most apparent way of rewarding, but so are
possibilities for growth and career opportunities, status and recognition, a positive workplace
culture, and a pleasant working balance.
The complete rewards framework demonstrates that rewards are much more than amount of
money. In some circumstances, they can indeed be relational and psychological
consequences.

As a result, rewards are so much more than just money. The below is a non-exhaustive list of
rewards:
Base salary
Performance-based-pay
Bonuses
Social environment
Job refuge
Status
Alternating work
Independence
Growth opportunities
Feedback
Formal and informal development opportunities
8.Industrial Relation
Maintaining and cultivating partnerships with labor groups and other collectives, as well as
their employees, is another important duty of the Human Resource Department. Building
excellent relationships with workers will assist the HR department in rapidly identifying and
resolving possible disputes. It will also be advantageous in more tough economic times when
layoffs or other steps are needed.
9.Participation and Communication
One of the key functions of the Human Resource Department, as per Dave Ulrich, is to be a
trustworthy activist for the employees. Employees must be informed and represented on a variety
of topics that are important to them. Communication refers to the dissemination of relevant
information to staff.
10. Health and Safety
HR is essential for developing and managing workplace health and safety standards. One of
the primary duties of HR is to make these policies a part of the workplace culture.
11. Personal Wellbeing
The HR department must play an important role in supporting and caring for employees who
are experiencing personal difficulties. Personal well-being is about assisting employees when
situations don't go as expected and productivity suffers as a result of a personal issue.
12. Administrative Responsibilities
Administrative responsibility is viewed as one of the key functions of the Human Resource
Department, which contains personnel procedures and Human Resource Information
Systems. Personnel procedures include the managing of promotional activities, resettlement,

self-control, improved performance, sickness, regulatory requirements, racial and cultural
diversity, unnecessary intimacies, harassment, and many more. Policies and procedures must
be developed and deployed in each of these instances in order to effectively cooperate with
the queries or overcome the challenges.
Best Fit and Best Practice
Best fit and best practice are two well-known methods to human resource management.
According to the best fit approach, HR strategy becomes increasingly efficient when it is
connected to the business world. It investigates the intimate relationship between strategic
management and human resource management by examining the extent where an
organization's business strategy and HRM policies and practices are vertically integrated. The
best practice principle indicates that specific best human resource practices will result in
increased organizational performance, as evidenced by better staff attitude, fewer employee
turnover, greater levels of skills for increased productivity, increased quality, and
effectiveness. As a result, the best practice method is often known as a high commitment
approach.
Best Fit
The best-fit model is a variation of previous models from Harvard, Michigan, and York and
is referred to as the “matching model” for HRM. It is defined as the development of HRM
policies in accordance with the business plan. Strategy entails planning future operations,
performance objectives, and policies in order to achieve business goals. HRM strategy needs
to be developed and implemented in order to support the stated corporate strategy. The best-
fit approach calls into question the best-practice perspective's universality premise. It
highlights the situational fit between HR operations and the organization's developmental
stage, as well as an organization's structural elements and its external environment, which
includes customers, suppliers, competitors, and labor markets. The best fit approach is also
heavily criticized. To begin with, in a changing business world, firms and their plans are
subject to various alternate risks, and it is only conceivable to often change complete HR
systems to new problems. Second, when firms progress through their life cycles, HR policies
must be synchronized, which results in alternating behavior of workers, which can be
demotivating and demonstrate consistency in company culture.
Best Practice
According to the best practice approach, several bundles of HR activities emerge which
consistently assist organizations in achieving a competitive advantage irrespective of
organizational context or industry. Best practice models indicate a close relationship between
human resource practices and organizational success and are frequently connected with high
commitment management. According to research in the best-practice industry, similar sets of
HR policies are very effective for enhancing performance regardless of product market
strategies.
Hard and Soft HRM

There are two techniques to managing your staff using HR: hard and soft. Hard HRM focuses
on more traditional corporate outlooks, while soft has a more progressive standpoint.
Hard HRM
The goal here is to assess workforce requirements so that you may hire and manage as
needed, including employing new staff or making others redundant. The following are the
main characteristics of this approach:
Employee numbers fluctuate on a regular basis.
There is little business transparency.
Wages are being reduced.
Employees are rarely empowered.
Performance appraisal systems that emphasize positive and negative performance.
A more traditional leadership approach.
Soft HRM
This approach views workers as a critical resource in your company, if not the most significant
one. As a result, it has a more progressive viewpoint. One in which you treat employees as
individuals. The soft HRM model is centered on your employees' needs, including motivation
and job satisfaction.
Concentrating on long-term plan for your company and its staff.
A business model that is transparent and open, with effective communication.
Pay is competitive, with a focus on wage comparison and bonus programs.
Employee empowerment is important.
Appraisal methods that identify training and growth possibilities.
Leadership that is more democratic.
Advantages and Disadvantages of Soft and Hard HRM
Hard HRM
One of the main advantages of a hard HRM approach for an employer is that you have
complete control over your firm. Based on industry, you may be able to be more severe in
your approach.
As a result, you may implement more cost-effective laws and make faster decisions among
management. And besides, the word suggests a "tougher" attitude to business.
The disadvantage is that it may irritate employees because the approach is more akin to
micro managing.
It is frequently disliked among employees. This, in fact, can result in high turnover rates,
which can raise recruitment costs because you must constantly replace departing personnel.
Soft HRM