Human Resource Management: Importance, Practices, and Challenges

This document provides an overview of human resource management, including its importance in organizations, practices for increasing employee productivity, and challenges faced in the workplace. It covers topics such as recruitment, training, performance appraisal, workplace diversity, and the impact of technology and legislations on HR practices. The document also discusses the role of HR managers and the skills they should possess. Overall, it offers valuable insights into the field of human resource management.

Human Resource
Management

Table of Contents
CHAPTER 1....................................................................................................................................3
SECTION 2......................................................................................................................................7
SECSTION -3................................................................................................................................12
REFERENCESS............................................................................................................................15

CHAPTER 1
01.
Human resource management is most important part of the organization because
company need employees who can perform task and helps company to achieve their goals and
objectives. HRM department is responsible to Recruit, select, Plan and develop the human
resource of the organization.
02.
Employees productivity is a measurable metrics that calculated based on the amount of
performance output on a project versus the amount of times it takes Chelladurai, P., & Kerwin,
S. (2018). Measuring the productivity of the employees show how effective employees are
working to achieve goals and objectives by performing the task within the organization.
03.
Hr mangers is responsible to increase the employee's productivity thorough their
practices. Practices like training and development of the employees, reward management,
performance appraisals helps to motivate employees and also increase their productivity within
the organization. Hr managers should understand the importance of employees motivation
because it directly connects with the employees' motivation.
04.
 Analysis of organizational goals and objectives
 Human resources planning objectives
 Forecasting for human resource requirement
 Assessing supply of human resource
 Matching demand and supply
05
To provide competitive advantages to the organizational human resources management
play important role, they motivate employees by providing them financial rewards, employees
give their best to achieve the set target, and they use the rewards to satisfy their personal needs
and spend money on themselves Delery, J. E. and Roumpi, D. (2017). HR managers also provide
training that make them more effective within the organization and with a string e workplace
company can take competitive advantage.
06

Company TESCO
Post HR manager
Location UK
Report to HR manager
Qualification CIPD and graduation
Responsibilities To recruit employees, manage and make
policess
Title of the job
Date: 24, July 2019
Qualification required Essential Desirable Met
CIPD and graduation is
needed for the HR job
YES
Need of Experience
At least 2 year of
the experience
within the well
recognized
organization
yea
Personal characteristics
& conduct
 Able to engage
employees
 communication
skills
 management
skills
 Knowledge of Hr

practices YES
Roles and
Responsibilities
 Engage
employees
 Provide them
training
 Recruit
 Plan human
resource
 make
employment
polices
 parole
YES
07.
There are some factors that affect the workforce of the organization like Job trends,
culture , Age distribution, career development, discrimination etc.
Discrimination at workplace
Discrimination at the workplace can affect the feeling of the employees and create
conflicts within the company. It is necessary for the Hr managers of the company to implement
employees discrimination polices so employees can be safe from those problems and it can affect
the workplace plaining of the company.
08
Here are some term and condition of the employment that employees have to follow and
company have to implement to run their business smoothly Guest, D .E., (2017). Terms of
employment are the responsibilities and benefits of a job as agreed upon by an employer and
employee at the time of hiring. These generally include job responsibilities, work hours, dress
code, holiday and sick days, and starting salary.
09.

Employees motivation is important for the company because employees perform day to
day activities within the organization and demotivated employees can affect the performance of
the company. Motivated employees can performance their task with full efficiency, and they give
their best to achieve goals and objectives.
10.
Here are five motives of employees
 TO achieve goals and objectives
 TO perform task effectively
 To helps company to achieve success
 Satisfy customers thorough their services
 Take higher position within organization
To achieve goals and objectives
Employees motive within the company is to achieve goals and objectives by performing
task effectively.
11.
A) Classical school
The classical school concerned with the idea that people are free to take participation in
the decision making that helps to motivate employees.
B) Scientific Approaches
Scientific management theory is the part of management that help company analyses and
also synthesizes workflows and its main gaols I to increase productivity of the employees and
motivate employees.
C) organizational theory
Organizational theory is the set of interrelated definitions, concepts, that helps to define
behaviours of the employees who interact with each other to perform a activities intended toward
the accomplishment.
D) Behavioural theory
Behavioural theory seeks to explain the behaviour of the human thorough the antecedents
and consequence present in the individuals' environment ad the learned associations that
employees has acquired thorough their previous experiences Kianto, A., Sáenz, J. and Aramburu,
N. (2017).

12.
Maslow's Hierarchy of needs is a motivational theory that covered the five needs of the
human like Physiological needs, Safety needs, esteem needs, belonging and love and self
actualization. By fulling all those needs company can motivate their employees and achieve
success in their business.
13.
 Financial rewards
 Holiday Packages to employees
 Skill based training
 Full fill the basic needs like breaks, food etc
 Appreciation
SECTION 2
01.
The employment cycle covered the life of the employees that concern with the
employee's productivity, their performance, their fall and their rise and all time behaviour within
the company.
02.
Human resource plaining is an most effective ad the continues process where human
resource department of the company continuously plan to achieve optimum use of the companies
most valuable assets that is an employee Liu, P., Qingqing, W. and Liu, W. (2020). They ensure
the employees best fitted jobs and provide them training and development to make them more
effective and make them productive for the company.
03.
Job analysis is the process that helps to information the people about job and what kind of
qualification candidates will be needed and what will be the responsibilities once they will start
Woking with the company.
04
10 source of recruitment
 References

 promotion
 Transfer
 Internal Advertisement
 Interview
 Test
 Placement
 Direct recruitment
 press advertisement
 Social media advertisement
05.
List of selection process
Announcing the job
This is the first step where company announce about the job within their organization
through the advertisement on the social media, newspaper and many more performs so people
can be aware about the recruitment.
Review candidates
Here human resource management of the company, review the application they get, so
they can select some them who can be perfect for the job. They also remove the application who
are not qualified for the job.
Invitation for interview
Hr managers invite candidates who are eligible for the next step of the recruitment
process though the calls or the emails and tell them when they will take their interview.
Final candidate selection
Here candidate have to go through the interview and various test where candidates get
selected by the Human resource department who are feet for the job. They get inform them,
through the calls or email.
Training
training provided by the Human resource so candidate can understand what they need to
perform and how they are going to perform.
06.

07
Job orientation is the most important process where b Human resource department of the
company inform selected candidates about the equipment, workplace, benefits, equipment dress
code so employees can understand how organization work where they will work now.
08.
A) Self placed learning
Self placed learning is the learning that gain thorough the experience within the
organization by the employees.
B) Competency based training
Competency based training Mainly focus on the development of the competencies within
the employees like management skills, decision making communication etc Markoulli, M. P.,
et.al, (2017).
c) In house training
In house training are the training that provided within the workplace of company and
companies own experienced staff and experts give employees training.
D) Outsourced training
In a Outsourced training company call experts from th outside of the organization to
share their experience and training their employees.
E) On job training
On job training is a pay training where employees get paid for their work and employees
engaged wit the work.
F) Off the job training
Off the job training are take place in other place, company take employees outside
somewhere they employees get training.
09.
The training need Analysis is the process in which business goes thorough the all training
that they have to complete in limited time period.
10.
Reward programs are most important for the employees because direct have benefit to the
organization. Reward program helps to motive employees make them more effective within their
work.

11.
Five ways of recognizance and rewards
 financial reward to employees
 Application of the employees work
 List of the best performer on the board
 Awards for the best employees
 Promotion programs
12.
In a simple world performance appraisal is an review of the employee's performance and
their contribution within the company.
13.
 Establish Performance Standard
 Communicate Performance Expectations to Employees:
 Measure Actual Performances
 Compare Actual Performance with Standards:
 Discuss the Appraisal with the Employee
 Initiate Corrective Action
14.
A) Management by objectives
Management by objectives is the strategic management model that focus on the
improvement in organizational performance by clearing the companies objectives.
B)
Personal internation is the term that used within the organization when companies
superiors interact with the lower level employees to create trust among them Michael, A. (2019).
Feedback is also given by the superiors to the employees for the improvement in their work.
15.
Employees proper termination is important because company cannot be terminated
employees within having string reason and after the employees comes in contract company
cannot terminate them without the reason.
16.
Five forms of conflict between management and employees

 Physical fights
 verbal fights
 Discrimination
 Arguments related
 Miss- management
Miss- management- conflicts between the employees and management take place when
there is an huge Miss- management at their workplace and it is affecting employee's.
17
Key performance indicator is an measuring and control tools that helps to control and
measure the performance of the employees, project process, progress etc.
18
Ten skills Hr manager should posses
 Communication
 Management
 Decision making
 Time management
 training and development skills
 Analytical skills
 Interpretation skills
 report writing skills
 Writing skills
 Budgeting skills
SECSTION -3
1.
Change within the organizational stakeholders affect the companies goals because every
person ha their own way to work and think and top stakeholders like leaders and managers can
change the way of doing work and set the new goals and vision for the company for
improvement.
2.
There are some term,s and condition for the employment that company have to follow
like provide safety ad security to the employees, better working environment, learning

environment, place where employees do not get disturbed from the noise and affect their work
etc are employment conditions.
3.
Workplace diversity should be maintained by the Human resource department of the
company because Diverse employees can create problems like gender discernment,
discrimination based on colour etc so before diversifying the workplace company should look for
both positive and negative mp-act on their company, so they can ensure that they can implement
the diversity at their workplace or not Tang, G., et.al, (2018).
4.
Change in technology has huge impact on the organization's productivity because
companies who implement the new technology at their workplace can improve their product
quality and quality both but other companies who are still using old technology have
disadvantages. If company think to adopt new one then they have to pay huge amount and time
for the implementation.
5.
Advantages from new technology
 Competitive advantages
 Improve in productivity
 improve in quality
 Customer satisfaction
 increase in production capacity
6.
Change in legislations means government implement some changes in the polices that
company have to follow by making new guidelines.
7.
 Female employees get lower wages as compare to male workers
 Religious discrimination with other Realign person
 Promotion of the employees on the basis of their age
 Female workers Harassment by superiors
 Employees tease Disable person

8)
Gender based discretion
 Religious
 Sexual Harassment and social origin
 Age Discrimination
 Cast Discrimination
 Disability

REFERENCESS
Books and journal
Chelladurai, P., & Kerwin, S. (2018). Human resource management in sport and recreation.
Human Kinetics.
Delery, J. E. and Roumpi, D. (2017). Strategic human resource management, human capital and
competitive advantage: is the field going in circles?. Human Resource Management
Journal.27(1). pp.1-21.
Guest, D .E., (2017). Human resource management and employee well‐being: Towards a new
analytic framework. Human resource management journal.27(1). pp.22-38.
Kianto, A., Sáenz, J. and Aramburu, N. (2017). Knowledge-based human resource management
practices, intellectual capital and innovation. Journal of Business Research.81. pp.11-20.
Liu, P., Qingqing, W. and Liu, W. (2020). Enterprise human resource management platform
based on FPGA and data mining. Microprocessors and Microsystems. p.103330.
Markoulli, M. P., et.al, (2017). Mapping Human Resource Management: Reviewing the field and
charting future directions. Human Resource Management Review.27(3). pp.367-396.
Michael, A. (2019). A handbook of human resource management practice.
Tang, G., et.al, (2018). Green human resource management practices: scale development and
validity. Asia Pacific Journal of Human Resources.56(1). pp.31-55.