Human Resource Management Trends

This assignment delves into contemporary trends shaping Human Resource Management (HRM). It examines best practices in HRM, analyzes labor market fluctuations, and explores the shifting role of HR professionals. The text highlights key concepts such as boundary work in sustainable development, the relationship between HR practices and employee engagement, and the influence of social responsibility on employee behavior. Additionally, it discusses strategic perspectives within HRM and the impact of globalization on the field.

Human Resource Management

Table of Contents
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
P1 Purpose and functions of Human resource management..................................................1
P2 Strength and weakness of different approaches of recruitment and selection..................5
TASK 2............................................................................................................................................6
P3 Benefits of HRM practices................................................................................................6
P4 Effectiveness of different HRM practices.........................................................................7
TASK 3............................................................................................................................................8
P5 Importance of employee relations to influence HRM decision making............................8
P6 Key elements of employee legislation and impact on decision making...........................9
CONCLUSION..............................................................................................................................10
REFERENCES..............................................................................................................................11

INTRODUCTION
Human resource management is essential for each company as this will aid them to attain
coveted targets and objectives within limited period of time. By knowing needs and wants of
clients they will accomplish it as per demands (Cascio, 2018). This enables them to obtain
benefits from rivals at marketplace. Present assignment is based on LIDL which is operating
their business in retail sector. It is must for manager to fulfil their roles and responsibilities
appropriately. For this, they will formulate planning as well. This project is going to highlight
about many approaches which will aid association to recruit suitable candidate for firm. Clashed
need to be resolved timely otherwise this will hamper working operations either directly or
indirectly. Many acts are going to be discussed in this project which need to be implement at
workplace.
TASK 1
P1 Purpose and functions of Human resource management
HRM is considered as a process which aid to bring organisation and persons
collaboratively; therefore, they will be able to attain coveted objectives as well as goals
effectually (Bratton and Gold, 2017). It is essential for superior to encourage employees towards
work so they can enhance their working performance. Human resource management is
associated with staffing, organising, planning, directing and controlling. Motivated staff
members will be able to accomplish task within limited period of time.
Scope of HRM is stated as below:
 It is required for manager to maintain an appropriate relationship with employees and
trade union. This will assist them to get protection from any unwanted activities, like
strikes, lock out etc. As a result, work will accomplished within limited period of time.
 Superior has to inspire staff members in two kinds of terms, such as monetary and non
monetary. For example: bonus, commission and so on.
 Manager needs to render training to staff members because this will help to diminish
unnecessary cost (Brewster, 2017).
 By appointing proper candidates, firm will achieve desired targets within certain time
duration.
As indicated by Shen and Benson (2016), human resource manager is considered as an
effective process and according to this, it is must for firm to manage workforce properly.
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According to Wilton (2016), HRM will include many elements, such as planning,
training, job evaluation etc., as a result, coveted objectives will achieve appropriately.
Functions which are connected with human resource administration are stated as beneath: Planning: It is required for manager to formulate proper plan; thus, desired targets will
be achieved in an effective and efficient manner. They need to create some strategies in
context to promotion, development, training, recruitment etc. Planning needs to be
created by higher authority as they possess requisite skills and knowledge. Organising: According to this, superior has to set process related to business and assign
it to staff members as per their abilities or experience. Henceforth, they will accomplish
work with maximum effectiveness (Jabbour and de Sousa Jabbour, 2016). Directing: Manager needs to provide guidance to employees, so they will done work
correctively. For this, training sessions will be provided to them; thus, they will execute
work significantly.
 Controlling: Several exercises will be covered into this, for instance: career
enhancement, performance appraisals, proper relationship etc.
On the other hand, human resource manager needs to perform some additional activities
which will include compensation, training, workers information, leave management and many
more (Conway and et. al., 2016).
Best fit vs. Best practices:
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From above described image this has been understood that for an appropriate payment,
best fit practices are considered much significant. This has been analysed that best practices are
basically based on certain assumptions; therefore, this can be implemented into each sort of
situations. But, to obtain competitive advantages, superior needs to utilize best fit practices
(Harzing, Pudelko and Sebastian Reiche, 2016).
Hard and soft model of Human resource management:
HARD SOFT
According to this, superior treat staff members
simply as they considered them valuable
resource of firm. Hence, they are strongly
associated with companies.
As per this, by taking support of it affiliation
will take advantages from their contenders.
Each employee treat as an individual and it is
must to manage their requirement proficiently.
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Illustration 1: Best fit vs. Best practices
(Source: Osbun, 2015)

Workforce planning: This is termed as a never ending process and it is must for manager
to assign right person to right occupation. Therefore, firm will achieve coveted goals and
objectives within certain time duration. Furthermore, this will comprise flexible working, job
design and in addition planning (Tung, 2016).
Fundamentally, labour market will be classified into four types and these are stated as
beneath:
 Unskilled
 Skilled
 Semi-skilled
 Professional
According to above presented picture, this will get analysed that in United Kingdom
persons and in addition trade unions are less as comparison to temporary contracts. Individuals
do not want to accomplish work on regular basis. Hence, above image will describe market trend
of labour.
LIDL has to apply unique and creative techniques into products and services as it enables
to increase it appropriateness (Sanders and Yang, 2016). Therefore, they will improve market
share and along with, acquire advantages from rivals. To run business ethically, they have to
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Illustration 2: Labour market trends, 2016

apply proper acts and legislations. This will help to present their positive image at marketplace.
Along with, there are new methods or techniques are introducing on regular basis so it is must to
provide training to employees so that they will use them effectively.
P2 Strength and weakness of different approaches of recruitment and selection
By utilizing selection and recruitment technique, LIDL will appoint appropriate candidate
in association. They appoint them according to their skills and abilities. For this, various methods
will be used by them and these are described as below along with their strengths and weaknesses
(Popescu, Comănescu and Sabie, 2016).
Internal approach: According to this, if superior wants to complete vacant place then
they will do this by using existing employees.
Several strengths connected to this, mentioned as beneath:
 It contains minimum finance and time as well.
 By using this tool, manager will fill vacant position quickly.
 Employees are much familiar with organisation; thus, they will complete task properly.
 This techniques helps to encourage staff members by acquiring promotional chances.
 Managers know about weaknesses and strengths of workers.
Many weaknesses associated with this:
 If superior is utilizing this tool then they will not be able to introduce new ideas which
will came from outer environment.
 Minimum potential persons (Clark and et. al., 2016).
 This will create bitterness between employees as well.
External recruitment: As indicated by this method, employer will assign suitable
individual from outside.
There are many strengths related to this:
 Persons who get appointed from outside will carry specific views.
 Manager will have numerous choices and they will select them as per their efficiency and
skills.
 People will have an adequate working experience.
Several weaknesses are described as beneath:
 It takes maximum time and cost as well (Cascio, 2018).
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 This is considered as more expensive tool because superior has to give advertisement on
newspaper, website etc.
Third party approach: According to this, manager will choose staff members through
support of another people who are not associated with firm. For instance: employees referrals,
professional body etc.
There are various strengths connected with this:
 Manager will hire qualifies and suitable individual for association.
 Much helpful to create significant relationship with new workers.
Many weaknesses associated with it:
 This is much costly.
 Conversation issues will be raised (Bratton and Gold, 2017).
 Hiring process is not controllable.
It is must for manager to describe about the vacant position who applied for the job and
define their proper roles and responsibilities which are associated with this. Along with, if any
specific ability is required then, this needs to mentioned.
TASK 2
P3 Benefits of HRM practices
Each company needs to manage human resource in an effective manner; therefore, they
will be able to attain desired objectives significantly. In context of LIDL, they need to manage
entire things to gain competitive benefits from contenders. Henceforth, they will improve market
share and profits proficiently (Brewster, 2017).
There are many benefits provide by company to their staff members and these are stated
as below:
Conflict resolution: There are various sessions will be developed by superior as it
enables them to reduce clashes between them. If any problem get raised then, it is required for
manager to resolve them quickly otherwise this will hamper their working operations either in a
direct or indirect manner. If any difficulty is not relevant then this will will be tolerate by them,
but if it is affecting manufacturing procedure then need to sort out immediately.
Training and development: Manager has to render training to employees because it
assists to improve working performance. Trained workers will implement new and latest method
into products and services which will increase its appropriateness. Along with, they will deal
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with any type of circumstances in a significant manner. It will help them to reduce unwanted
time and in addition cost (Shen and Benson, 2016). This works as a motivation for them; as a
result, they will retain in affiliation for maximum time duration.
Employee relations: Manager has to maintain an effective relationship with staff
members. For this, it is must for them to share opinion with each others and along with resolve
their troubles timely. As a result, they will complete additional task with maximum efficiency.
Information resource: It is must for manager to cater proper information to employees
so that they will develop items accordingly. For this, they will conduct survey; hence, desires and
requirements of clients will get accomplished within limited time span. It assists them to take
benefits from contenders and in addition, they will generate maximum profits.
On the other hand, LIDL provide various advantages to their employer and these are
stated as below:
Provide surplus welfare: By doing task with extra efficient, superior will be able to
achieve coveted objectives proficiently (Wilton, 2016). It is must for them to acquire
opportunities from market as this will help them in improvisation of revenues and goodwill.
Along with, they will take advantages from rivals in market.
Special treatment: LIDL renders some additional cabin to manage with some extra
facilities. This will provide them maximum motivation and they will accomplish targets within
certain time span.
Henceforth, both employer and employee is fundamental for an organisation which aid
them to complete goals. It is must to provide motivation to them so that they will do work
effectively and efficiently.
P4 Effectiveness of different HRM practices
LIDL needs to provide an appropriate working conditions to staff members so that they
will be able to complete their work in an effective manner. Practices associated with human
resource management is stated as below:
Staffing: In company, there is requirement of talented personnel who will manufacture
goods innovatively (Jabbour and de Sousa Jabbour, 2016). Therefore, desired objectives will
attained timely and there are some steps which will comprise into this, described as beneath:
 Analyse job to identify duties which are connected with this.
 Formulate planning
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 Choose appropriate individual for occupation.
Human resource development: Manager needs to provide training to employees as this
enables into their success and enhancement. Additionally, they will accomplish work with
maximum effectiveness. This will help organisation in increment of revenues and brand image in
market.
Compensation and benefits: Human resource manager needs to give salary to staff
members timely. If they are working up to set standard then, some extra benefits need to be
provided to them. This will include extra leaves, bonus, perks etc.
Employee and labour relation: Superior needs to maintain an effective relations with
employees because this will help to reduce clashes amongst them. It provides motivation to
workers and they will complete targets with extra effectiveness (Conway and et. al., 2016).
Human resource research: It is must to conduct survey because this enables employer to
know about requirement and demand of people; therefore, they will satisfy it timely and beat
rivals in marketplace.
TASK 3
P5 Importance of employee relations to influence HRM decision making
To complete task with extra effectiveness, it is must for superior to maintain an effective
relations with staff members. LIDL produce items and services according to requirement of
customers to fulfil their demands timely. This enables them to take benefits from contenders.
Along with, sales and production of firm will get enhanced (Harzing, Pudelko and Sebastian
Reiche, 2016).
On the other hand, it is must for an employer to analyse environment before taking
judgement for enterprise because this will provide impact to it either in a direct or indirect
manner. This will influenced by relation of staff members in distinguish manner, like: Management: It is considered as a higher authority of an enterprise and they need to
manage entire business. Allocation of resources: Assets need to be allot significantly so that work will get
completed within limited period of time (Tung, 2016). Motivational programmes: It is must for superior to provide proper motivation to
employees either in a monetary or non monetary term. Therefore, they will accomplish
work in an effective and efficient manner.
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 Develop plan: Some strategies and policies will be formulate by manager as this caters
direction to employees. Requirement of modification: This will be done by determining behaviour of workers. Recruit an expert: To sort out clashes, manager will appoint an expert. Time scale: Target need to be decided by high authorities; thus, this will achieve within
limited duration (Sanders and Yang, 2016).
 Conflict management: It is must for manager to resolve issues timely otherwise this will
hamper entire working operations of firm.
P6 Key elements of employee legislation and impact on decision making
It is must for company to apply proper laws and acts into business as this will help them
conduct business in an ethical manner. Hence, there are some legislation which need to be
applied into an enterprise and these are described as below:
Employment right act: According to this, employees possess some right which are
described into this. It will provide protection to them from any type of exploitation.
Equality act, 2010: This law was formulated by government so that they will secure
individuals from any kind of differences at workplace and society as well. It will be in any form,
such as colour, age, caste, gender etc. Employer has to treat labours equally and if they are facing
any discrimination then, they will make a complaint regarding this. It is must to provide similar
chances to each employee (Popescu, Comănescu and Sabie, 2016).
Minimum wages act: As stated by this, it is must for manager to give salaries to staff
members according to their working execution. If requirements of workers get accomplished
timely then, this will assist to maintain standard of living. If any person is on their training then,
they are assigned for stipend. People will do job on monthly or weekly basis as well.
Health and safety act, 1974: It is must for manager to provide better working
surrounding to individual as this will help to maintain their security. Training programmes will
be organised by employer to reduce risk. This will assist to keep up an adequate coordination
between all department and they will do business in an effective manner.
Henceforth, by implementing proper laws and acts, company will be able to fulfil targets
and goals with maximum efficiency and effectiveness. This will help them to protect rights or
privilege of staff members. Along with, it enables them to take an appropriate judgement for
affiliation effectually (Clark and et. al., 2016).
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CONCLUSION
From above assignment it has been understood that manager has to maintain proper
human resources because they will help to accomplish production in a significant manner. An
employer will render training to staff members; therefore, they will increase working
performance. It assists to reduce unwanted cost or wastage from operational activities as well. It
is essential for superior to implement proper laws and regulation at workplace; thus, they will
protect rights of staff members from exploitation.
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REFERENCES
Books and Journals
Bratton, J. and Gold, J., 2017. Human resource management: theory and practice. Palgrave.
Brewster, C., 2017. The integration of human resource management and corporate strategy.
In Policy and practice in European human resource management. pp. 22-35. Routledge.
Cascio, W., 2018. Managing human resources. McGraw-Hill Education.
Clark, W. C. and et. al., 2016. Boundary work for sustainable development: Natural resource
management at the Consultative Group on International Agricultural Research
(CGIAR). Proceedings of the National Academy of Sciences. 113(17). pp.4615-4622.
Conway, E. and et. al., 2016. Demands or resources? The relationship between HR practices,
employee engagement, and emotional exhaustion within a hybrid model of employment
relations. Human Resource Management. 55(5). pp.901-917.
Harzing, A. W., Pudelko, M. and Sebastian Reiche, B., 2016. The bridging role of expatriates
and inpatriates in knowledge transfer in multinational corporations. Human Resource
Management. 55(4). pp.679-695.
Jabbour, C. J. C. and de Sousa Jabbour, A. B. L., 2016. Green human resource management and
green supply chain management: Linking two emerging agendas. Journal of Cleaner
Production. 112. pp.1824-1833.
Popescu, G. H., Comănescu, M. and Sabie, O. M., 2016. The role of human capital in the
knowledge-networked economy. Psychosociological Issues in Human Resource
Management. 4(1). pp.168-174.
Sanders, K. and Yang, H., 2016. The HRM Process Approach: The Influence of Employees’
Attribution to Explain the HRM‐Performance Relationship. Human Resource
Management. 55(2). pp.201-217.
Shen, J. and Benson, J., 2016. When CSR is a social norm: How socially responsible human
resource management affects employee work behavior. Journal of Management. 42(6).
pp.1723-1746.
Tung, R. L., 2016. New perspectives on human resource management in a global
context. Journal of World Business. 51(1). pp.142-152.
Wilton, N., 2016. An introduction to human resource management. Sage.
Online
Labour market trends. 2016. [Online]. Available through:
<https://www.economicshelp.org/labour-markets/changes-uk-labour-markets/>.
Osbun, V., 2015. Strategic perspective. [Online]. Available through:
<http://slideplayer.com/slide/3470437/>.
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