Human Resource Management Practices

This assignment delves into various aspects of human resource management (HRM), covering theoretical frameworks, empirical studies, and practical applications. It draws on a range of sources, including academic articles, books, and online resources, to provide an in-depth examination of HRM practices across different contexts. Topics explored include talent management in emerging markets, professional learning in human resource management, work motivation among tourism and hospitality students, and human resource management issues in supply chain management research.

Human Resources
Management

Table of Contents
INTRODUCTION...........................................................................................................................1
TASK 2............................................................................................................................................1
P 3 Benefits of different human resource management practices to both employer and
employee.....................................................................................................................................1
P 4 Evaluating the effectiveness of the different HRM practices in terms of raising
organizational profit and productivity.........................................................................................3
TASK 3............................................................................................................................................5
P 5 Importance of employee relations in respect to influencing HRM decision-making...........5
P 6 Key elements of employment legislation and the impact it has upon HRM decision-
making.........................................................................................................................................6
TASK 4............................................................................................................................................8
P 7 Application of HRM practices..............................................................................................8
Conclusion.......................................................................................................................................9
REFERENCES..............................................................................................................................10

INTRODUCTION
Human resource management is an important part of business operation. It helps in
fulfilling current and future requirement of workforce (Abdullah and Zulkifli, 2015). This report
discuss about benefits of HRM practices to both employee and employer, evaluating the
strategies and policies of human resource management. Managers select employees on the basis
of skills and knowledge they have. They motivate employees to share their ideas opinions with
management. Further, this project discuss about implementation of HRM practices by JP Morgan
situated in Canary Wharf. Firm is located in London and it provides job to majority of
population. It facilitates the global trade between different countries. Top level management draft
policies in order to grow and develop. Human resource management motivate employees to work
together as a team. Workforce relation influence behaviour of employees and create good
working environment. Business organise training and development programs in order to enhance
their performance level. It is important to follow all rules and regulation in order to maintain
sustainability in organisation. Delegation of work will reduce workload and divide task in
different departments to accomplish work on time. End of this project discuss about application
of HRM practices in training a receptionist of hotel.
TASK 2
P 3 Benefits of different human resource management practices to both employer and employee
Human resource management is an important function of organisation. Manager matches
capabilities of employees with job description. It helps in maintaining coordination between
various business functions and objective. Effective planning of work force will increase
productivity and profitability of firm (Bamberger, Meshoulam and Biron, 2014). JP Morgan
situated in Canary wharf has implemented HR strategy in order to accomplish organisational
goals and mission. Some benefits of human resource management are given bellow.
It will help employer in evaluating business policies: JP Morgan plans and policies
according the mission and goals of business. Effective communication helps in delivering right
information and message to employees. It is significant to develop link between efforts of
employees and organisation. Managers continuously evaluate and monitor policy of business. In
order to increase productivity, they replace outdated and ineffective policy with new one. Human
resource management motivate employees, which help in creating positive and good working
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environment (Beare, Caldwell and Millikan, 2018). It plays key role in improving relations
between superiors and subordinates. Top level management monitor performance of employees
and identify area of improvement. Individual draft personal development plans, which will be
beneficial to both employers and employees. Superiors assure that business policy is
implemented in effective manner. Human resource management look after requirement of
employees in order to motivate them.
Employers can keeps the goals and objectives of organisation legal: Top level
management assure that all business activities are carried according to legislation. JP Morgan
follows different rules and regulations related to employee’s salary and insurance. Monitoring all
function of business is a complex and lengthy procedure. Human resource management assure
that strategic plans of businesses are legal. Law is dynamic in nature. It changes continuously
and rapidly, business must be capable of adopting changing rules and regulations.
Employees can develop positive behaviour: HRM practices help in creating favourable
working environment, which is the reason behind successful organisation. Managers reward
employees for their good performance and work (Brierley and Gwilliam, 2017). This will
motivate employees to work effectively towards attainment of organisational goals.
Developing employees: Managers motivate employees to contribute their efforts to
achieve organisational goals and objectives. JP Morgan organise improvement programs to
improve skills of individual. HRM help employees in improving performance by providing with
facility of education and training.
Building flexible workplace for employees and employers: Effective human resource
management help in shifting employees to different demographics of workplace. Organisation
consists of diverse types of employees like, part-time worker, disabled workers etc. HRM
practices will help in forming flexible working environment. Management implement flexibility
in workplace, working environment, work teams, etc. Employees customise their jobs on the
basis of lifestyle and standard.
Motivating employees: Managers motivate employees in order to maximize their
performance. Human resource management heir skilful and talented workforce to manage
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business operation effectively (Freeman, Herriges and Kling, 2014). Successful implementation
of HRM practices will create positive and healthy working environment.
Basis Employees Employers
Developing employees JP Morgan organise
improvement programs to
improve skills of individuals
Skill and talent employees
help in completing work
effectively and efficiently
Building flexible workplace Top level management
implement flexibility in
workplace in order to boost
morale of employees,
This will help organization in
retaining workers and
employees.
develop positive behaviour Managers reward employees
for their good performance and
work. This will encourage
them to work efficiently.
Motivated workers are asset
for the organisation.
P 4 Evaluating the effectiveness of the different HRM practices in terms of raising organisational
profit and productivity
Human resource management play major role in influencing the behaviour of individuals.
Mangers motivate employees to work together as a team to accomplish goals. They implement
various strategies to improve performance of employees and organisation. They organise training
and developing workshop to enhance skills of employees. Human resource management perform
different activities like selecting, training and rewarding (Gallardo and et.al., 2015). It is
significant to maintain balance between opportunities, threats, strength and weakness. They
provide frame work for assessing performance of employees. Human resource management
activities increase productivity and profitability of business.
Analysing the strategic role of human resource in JP Morgan situated in Canary Wharf:
Top level management continuously evaluate internal and external factors of environment in
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order to identify strength, weakness, opportunities and threats. The management implements
various strategies and policies which maintains sustainable growth and development. There are
various factors like political, social, technological, etc. which influence decisions of HRM.
Advancement in technology has reduced cost of operation, which has lead increase in share of
profit. Management divide work in different departments in order to gain specialism and avoid
duplication of work. Employees effectively utilise resource of the business to increase
productivity.
Planning: Human resource management help in managing and directing the workforce of
business. It identify future requirement of staff in order to achieve its objective (Functions &
Practices of Human Resource Management, 2018). Effective planning coordinates and
synchronise the efforts of employees working in different departments. Organisation demand for
qualified and skilful workers to perform all activities of business. Human resource planning
plays significant role in growth and development of organisation. Management identify future
requirement of workforce to carry out businesses operations. Qualified workers perform all
business activities in accordance to economies of scale. Increase in shape and size of
organisation require more amount of workers (Geisler and Wickramasinghe, 2015). Planning
provides JP Morgan situated in Canary Wharf a framework and guideline to complete work in a
given time frame. Superiors continuously monitor and evaluate plans of organisation.
Acquisition of Employees: Organisation struggle to maintain sustainability in current
business situation of globalisation. Managers continuously evaluate and compare performance of
employees. Top level management assure that JP Morgan as team of expertise, which play
important role in achieving mission of business. Human resource management help in resolving
disputes and grievances between employees. Effective communication process will boost up
morale of employees. Managers motivate employees to take part in different activities of
business. This will create job satisfaction and reduce employee’s turnover.
Training and Development: Human resource management recruit and select new
employees according to their skills. JP Morgan invest huge amount of capital to organise
training plans. This help in systematic growth and development of individuals and organisation.
In this process employees learn and develop new skills. Top level management identify key areas
of improvement. This technique is beneficial to both employees and organisation. Training and
development programs have positive impact on productivity of the organisation. Trained and
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developed employees will use resources effectively in order to derive maximum benefit.
Managers assure that goals of different departments are accomplished. Employees may show
resistance in implementing new policies and procedures (Glendon, Clarke, and McKenna, 2016).
Human resource management help in establishing good relation between employees and
management. In order to maintain stability in business activities the train employees.
Organisational change and development: choice and preferences of customers change
according to current trend. JP Morgan assures that management is adapting various strategy to
meet future requirement of employees. Human resource management implement various plans in
order to improve performance of employees. Top level management identify weakness in the
planning process. It depends upon capability of manager to implement changes in plans.
Development in organisational structure will increase effectiveness of individual performance.
TASK 3
P 5 Importance of employee relations in respect to influencing HRM decision-making
Every employee maintains certain relationship with their superiors and top level
management. People need someone to share their feelings and opinions and discuss about their
problems. Employees form groups on basis of mutual understanding. Creating good relationship
will help in maintaining positive working environment. Managers coordinate efforts of
employees towards common direction and goals. It is significant to maintain good relation with
each other. Some importance of employee’s relation is given bellow.
 There are various issues in organisation that requires advice and opinions of expertise.
They guide and influence behaviour of employees to achieve target. Sometime
subordinates come up with good ideas and opinions. Human resource management
influence employees to participate in decision making process (Griggs, Holden, Rae and
Lawless, 2015). Managers welcome suggestions of staff and employees. Good relation
motivates employees to share their opinions with each other.
 Delegation of work will reduce workload of top level management and increase
productivity of individual. It is not possible to perform all business activity on own. JP
Morgan divide work in different departments to accomplish work on time. Responsibility
of completing task is divided among employees of different department. It is significant
to maintain coordination between works of different departments. Managers motivate
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employees to complete work within given time frame. Good relations with co-workers
and superiors will increase effectiveness and efficiency of business.
 Establishing good relation between superiors and subordinates create positive and happy
working environment. Employees become free to share their feelings and opinions, which
will reduce stress and tensions. People discuss their problems and grievances to feel good
and positive. This will reduce employee’s turnover from organisation. Effective
communication process help to establish good relation between top, middle and lower
level of management.
 Superiors continuously evaluate and monitor performance of subordinates and co-
workers. They identify key areas of improvement and implement various policies in order
to increase performance level (Grobelna and Marciszewska, 2016). Feedback from top
level management helps employees to improve their skills. It is good to maintain healthy
relations in order to spread positivity in working environment.
 JP Morgan create pleasant working environment in order to increase motivation of
employees. Companies organise programs to establish good relations. Good
communication of information will reduce duplication of work and increase profit of
business.
 Employees interact with each other in workplace in order to share their experiences and
thoughts. Individual follow informal structure to communicate with personal groups.
Importance of trade unions in the UK.
◦ Trade union aim at protecting the right and interest of their members. These act
provide security of pay to employees. Trade unions can help in changing rules and
regulations of different countries. It discusses about major changes that take place in
workplace. Trade unions represent rights and opinions of employees, which are
known as collective bargaining power.
P 6 Key elements of employment legislation and the impact it has upon HRM decision-making
There are various rules and regulation which has direct impact on decision of human
resource management. Implementation of human rights depending upon the size and objective of
business. JP Morgan compliance various rules and regulations related to workplace. Managers
are responsible for providing training to new employees in order to develop new skills. There are
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different law which affects decision making process of organization. There are various key
elements that affect the decision making of human resource management. The fair labor standards act: This law monitor minimum wages and salary of
employees. They look after overtime and extra payment of employee’s salary. Legislation
clearly mention 40 hours of work during a week and employees working above it will get
bonus (Hohenstein, Feisel and Hartmann, 2014). According to oppressive child labor, it is
prohibited to employ minor. This law apply industry, which are interested in producing
goods for commerce. This act is applied to any worker or individual employed by
manufacturing sector. It is mandatory for every organization to follow fair labor standard
act. Occupational health and safety act: This act was formed in 1970 and it is monitored by
occupational health and safety administration. Government assures that every
organisation follow this law in order to protect workers from working in unsafe
environment. This act provides security and safety to employees, which are present in
firm during unsafe conditions. Human resource department keep record of all hazardous
chemical and equipment used in workplace. Managers provide proper training to
workforce, to perform all dangerous job. Anti-discrimination act: This act formally prohibits discrimination of employees on the
basis of colour, cast and gender in workplace. This act applies to organisation that has
employed 15 or more workers. This act provides protection to minor group of people.
Anti-discrimination law prohibited all type of discrimination in workplace. This promotes
equality and treating every employee equal in workplace. Age discrimination act has
been extended, business cannot heir of fire employees of age 40 or more (Horwitz and
Budhwar, 2015). This act does not apply to organisation with less than 20 workers. Leave provisions: According to federal family and medical leave act (FMLA), this
provide employee with facility to take unpaid leave of 12 weeks in years. There are
various reasons and conditions for granting leave like serious health condition of
employees or their family members. If employees continue to work in organisation,
thisact provides protection of job and other health coverage facilities to them. Human
resource management provide proper training to top level management for eligible and
appropriate reasons of leave.
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 Medical and disability: This law suggest different ways to treat employee with a
disability or any health issues. This legally stops employers to discriminate individual
with disability. Medical disability act help employees in performing their duties and
provide them with proper accommodations. Genetic information and non-discrimination
act formally forbids prejudice treatment of people on basis of family disorder or genetic
information. Human resource management should train superiors and subordinates
regarding different medical situations.
TASK 4
P 7 Application of HRM practices
Training seminar intended for developing professionalism in receptionists of Epsilon
Hotel
Receptionist is the front face and voice on any hotel or organisation. It is significant that
individual should have good communication skills. In order to develop professionalism,
receptionist must have knowledge of various skills. They represent image of hotel in front of
public. Training seminars will help individual to explore about different duties and
responsibility of receptionist. Business environment is changing and developing rapidly.
Receptionist should be aware about all technological advancement (Meyer and 2017). Training
seminars help individual to develop new skills, which are essential for development of five star
hotels. Human resource management organise these seminars in order to enhance knowledge of
receptionist. Management should provide regular training to employees. Training seminars help
in improving self-efficiency of individual. This influence behaviour of employees to perform a
specific task. Top level management continuous measure the actual performance of individual
with standard performance.
They identify key areas of improvement and take necessary measures to improve them. It play
major role in upgrading skills and knowledge of individual. Training is an important function of
human resource development. In order to prepare individual for specific job, they provide them
education. Epsilon Hotel invest huge amount of money in training seminars. Managers identify
need for educating and training employees. Receptionist should be aware about policy and
objectives of organisation. Objectives of training programs are set by the management. This
process helps in creating positive working environment. Managers motivate employees to
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actively participate in training seminars. It will help individual to effectively follow all rules and
policy of the organisation. Management are required to draft proper policies for training
seminars. Training and development is persuasive and it is required at all level of management.
Managers should plan all training activities in advance. Receptionist defines culture and
background of the organisation (Miner, 2015). Hotel should hire effective trainers in order to
carry out successful training seminars.
Trainers should consider all problems and issues related to personal development of
receptionist. Training and development programs are complex and expensive procedure.
Epsilon Hotel identifies strength and weakness of individual, which is known as personal
analysis. Human resource management implement various steps that are required for growth
and development of professionalism in individual. Receptionist is required to have good
communication skills because of continuous interaction with people. They should have
knowledge about different languages in order to communicate with customers of other
countries. Human resource management provide individual proper description of their job.
Receptionist sits in front desk and solve all queries and problems of customers. Main objective
is to satisfy demands and requirements of the people. They look after safety and security of
clients and deliver quality services to them (Morschett, Schramm-Klein, and Zentes, 2015).
Training seminars will help in fulfilling current and future requirement of Epsilon Hotel.
CONCLUSION
These projects conclude about the importance of human resource management. It helps in
increasing effectiveness of communication process. Top level management evaluate business
policies with the help of HRM practices. Superiors look after requirement of employees in order
to motivate them. Managers motivate employees in order to maximize their productivity and
profitability. Human resource management perform different activities like selecting, training
and rewarding. Effective communication process will boost up morale of employees and help in
creating positive working environment. Managers motivate employees to take part in various
process of bushiness. This will be creating a feeling of belongingness among employees and
organisation can retain their employees. Employment legislation has direct impact on workplace.
It is compulsory for organisation to follow all rules and regulation in order to maintain
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sustainability. Human resource management play major role in training and developing skills of
employees.
REFERENCES
Books and Journals
Abdullah, L. and Zulkifli, N., 2015. Integration of fuzzy AHP and interval type-2 fuzzy
DEMATEL: An application to human resource management. Expert Systems with
Applications, 42(9), pp.4397-4409.
Bamberger, P.A., Meshoulam, I. and Biron, M., 2014. Human resource strategy: Formulation,
implementation, and impact. Routledge.
Beare, H., Caldwell, B.J. and Millikan, R.H., 2018. Creating an excellent school: Some new
management techniques. Routledge.
Brierley, J.A. and Gwilliam, D., 2017. Human Resource Management Issues in Accounting and
Auditing Firms: A Research Perspective: A Research Perspective. Routledge.
Freeman III, A.M., Herriges, J.A. and Kling, C.L., 2014. The measurement of environmental and
resource values: theory and methods. Routledge.
Gallardo-Gallardo, E.,and et.al., 2015. Towards an understanding of talent management as a
phenomenon-driven field using bibliometric and content analysis. Human Resource
Management Review, 25(3), pp.264-279.
Geisler, E. and Wickramasinghe, N., 2015. Principles of Knowledge Management: Theory,
Practice, and Cases: Theory, Practice, and Cases. Routledge.
George, G., Corbishley, C., Khayesi, J.N., Haas, M.R. and Tihanyi, L., 2016. Bringing Africa in:
Promising directions for management research.
Glendon, A.I., Clarke, S. and McKenna, E., 2016. Human safety and risk management. Crc
Press.
Griggs, V., Holden, R., Rae, J. and Lawless, A., 2015. Professional learning in human resource
management: problematising the teaching of reflective practice. Studies in Continuing
Education, 37(2), pp.202-217.
Grobelna, A. and Marciszewska, B., 2016, April. Work motivation of tourism and hospitality
students: implications for human resource management. In Proceedings of the 8th
European Conference on Intellectual Capital, ECIC (pp. 95-103).
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Hohenstein, N.O., Feisel, E. and Hartmann, E., 2014. Human resource management issues in
supply chain management research: a systematic literature review from 1998 to
2014. International Journal of Physical Distribution & Logistics Management, 44(6),
pp.434-463.
Horwitz, F. and Budhwar, P. eds., 2015. Handbook of human resource management in emerging
markets. Edward Elgar Publishing.
Meyer, K.E. and Xin, K.R., 2017. Managing talent in emerging economy multinationals:
Integrating strategic management and human resource management. The International
Journal of Human Resource Management, pp.1-29.
Miner, J.B., 2015. Organizational behavior 1: Essential theories of motivation and leadership.
Routledge.
Morschett, D., Schramm-Klein, H. and Zentes, J., 2015. Strategic international management (pp.
978-3658078836). Springer.
Ogunyomi, P. and Bruning, N.S., 2016. Human resource management and organizational
performance of small and medium enterprises (SMEs) in Nigeria. The International
Journal of Human Resource Management, 27(6), pp.612-634.
Renz, D.O., 2016. The Jossey-Bass handbook of nonprofit leadership and management. John
Wiley & Sons.
Online:
Functions & Practices of Human Resource Management. 2018. [Online]. Accessed through:
<https://bizfluent.com/info-7749002-functions-practices-human-resource-
management.html>.
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