Human Resource Management of XYZ Limited
Added on 2020-06-04
18 Pages6030 Words76 Views
Leadership ManagementProfessional DevelopmentDesign and Creativity
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Human ResourceManagement
Table of ContentsINTRODUCTION...........................................................................................................................1TASK 1............................................................................................................................................1P1 Purpose and functions of HRM..............................................................................................1P2 Strengths and weaknesses of different approaches to recruitment and selection..................5M1 Assessment of functions of HRM in providing talents and skills to fulfil organisationalobjectives.....................................................................................................................................7M2 Evaluation of strengths and weaknesses of different approaches.........................................7D1 Critical evaluation of strengths and weaknesses with supportive examples.........................7TASK 2 ...........................................................................................................................................8P3 Benefits of HRM practices to employer and employee.........................................................8TASK 3............................................................................................................................................9P5 Importance of employee relation...........................................................................................9P6 Key elements of employment legislation ............................................................................11M4 Impact of employee relation and employment legislation on HRM decision making:......12TASK 4..........................................................................................................................................13P7 Application of HRM practices in a work-related context....................................................13M5 Rationale for application of HRM Practices.......................................................................14D3 Critical evaluation of HRM practices that influence decision-making...............................14CONCLUSION..............................................................................................................................14
INTRODUCTIONHuman resource management is defined as the discipline which looks after developmentand retention of human capital in an organisation. Human resource department of the company isassigned the task to look after needs and expectations of human capital in context of anorganisation. In this present scenario, Human resource function is crucial function in context ofan establishment as it can assist a company in achieving competitive advantage. The efforts ofsuch function are aimed to improve quality of performance of employees so that company canattain its objectives (Barney, Ketchen Jr and Wright, 2011). The word human resourcemanagement is an collaboration of 3 components i.e. Human (Workforce), Resource (Stock ofhuman capital) and management (effectively dealing). This assignment takes into considerationmajor restructuring in context of XYZ limited. The purpose and functions of various functionsof HRM will be described. Benefits of human resource function in context of employer andemployee will be analysed. Effectiveness of such practices in raising productivity andprofitability of the organisation will be studied along with assessment of various approaches torecruitment and selection. TASK 1P1 Purpose and functions of HRMThe Purpose of HRM states reason for which it is created in context of organisation. Theleading purpose of Human resource management is to maintain coordination with the workforceand ensuring that they contribute to the organisation productivity and profitability in desiredmanner. It aims to fulfil requirement of human resource in an organisation competently. Alongwith staffing it also ensures that capable human resources are retained with an organisation forlonger durations. The management of workforce is supported by designing programs that enlargetheir skills and capabilities of doing a task. Human resource manager is assigned to fulfil thepurpose of this department by making sure that efforts of human resource carries a significantcontribution to organisational output (Batt and Colvin, 2011). Functions of HRM are as follows: Functions are defined to be activities which are to be carried out to fulfil purpose. Toperform the defined function it is necessary that this department is provided with adequateresources in terms of finance and authority to fulfil its objectives. The various functions whichare to be performed by human resource manager in this domain are: 1
Human resource Planning: Planning is defined to bridging gap between presentworkforce requirement and future needs of human resources. Manager of human resource isresponsible for forecasting demand for future workforce in context of an organisation. Theefforts of human resource planning are aimed to fulfil requirement of human resources in futureperiod (Bolman and Deal, 2017). This function takes into consideration plans for future of theorganisation. If the organisation is planning to expand its operations in new markets or segmentthen there will be more requirement of human capital in future for this company. Manager ofhuman resource domain is already assigned work to achieve goals of an organisation throughemployees. The dynamic market act as a major obstacle while ascertaining requirement of futureworkforce for a company. The application of various strategies is applied to ensure that targetsestablished in demand forecast are met. Training and development: It is the duty of human resource manager to assessrequirement of training and development activities in case of workers. This can be ascertainedthrough identifying gaps between desired and actual output. The new recruits are also providedwith training as they are not familiar with approach to complete a given task. The job of amanger is not confined to assessment of needs it also takes into consideration designing ofdevelopment programmes so that employees can be benefited from the same. This function playsa great role in achieving goals of an organisation. Staffing: This is one of most crucial function played by human resource department. Itundertakes activities to fulfil vacancies of the organisation with suitable candidates. There arevariety of recruitment and selection techniques employed to cater human resource requirement ina company. The first task involves inviting application from potential candidates and selectionprocess involves screening of candidates and making sure that best one among them is selected.Performance appraisal: This function takes into consideration to evaluation ofperformance of an employee. This evaluation is done to ensure that employee's performance is inacceptable standards of company (Bröckermann, 2012). The task of monitoring is done so thatemployee deviation and query can be addressed. A human resource manager is responsible forappraise performance of employee by taking help of various appraisal techniques. BARS, criticalincident method, rating scale and paired comparison are major techniques which are employedby supervisors to evaluate performance of employees. Feedback is employed a major tool toguide employees to improve their performance and matching of organisational standards.2
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