Human Resource Management: Functions, Strengths, and Benefits

HUMAN RESOURCE
MANAGEMENT

Table of Contents
INTRODUCTION.....................................................................................................................................2
MAIN BODY.............................................................................................................................................3
TASK1........................................................................................................................................................3
P1. Purpose and the functions of HRM, applicable to workforce planning and resourcing an
organization.............................................................................................................................................3
M1. Assessing how the functions of HRM can provide talent and skills.................................................4
P2. Strengths and weaknesses of different approaches to recruitment and selection..............................4
M2. Evaluating the strengths and weaknesses of different approaches to recruitment and selection.......5
D1. Evaluation of the strengths and weaknesses of different approaches to recruitment and selection.. 5
TASK2........................................................................................................................................................6
P3. Benefits of different HRM practices within an organization for both the employer and employee.. .6
P4. Evaluating the effectiveness of different HRM practices in terms of raising organizational profit
and productivity.......................................................................................................................................6
M3. Assessing different methods used in HRM practices........................................................................7
D2 Critically evaluate HRM practices and application within an organizational context, using a range
of specific examples................................................................................................................................7
TASK3........................................................................................................................................................7
P5. Importance of employee relations in respect to influencing HRM decision making..........................7
P6. Key elements of employment legislation and the impact it has upon HRM decision making............7
M4. Evaluating the key aspects of employee relations management and employment legislation that
affect HRM decision-making in an organizational context......................................................................8
TASK4........................................................................................................................................................8
P7. Illustrate the application of HRM practices in a work related context...............................................8
M5. Provide a rationale for the application of specific HRM practices in a work related context.........11
D3. Evaluating employee relations and the applications of HRM practices..........................................13
CONCLUSION........................................................................................................................................13
REFERENCES........................................................................................................................................14
Books and journals:...............................................................................................................................14

INTRODUCTION
Human Resource and people who are working in the organization are the most resources
in the management. It is a function of management which is concerned with recruiting, training,
motivating, and managing people in the organization. When there is need of talented staff in the
organization, HRM will source the suitable candidates (Chandler, J., 2017). It also focuses on
managing illness problems, vacation time, bereavement leave as well as other daily issues
without causing any need of contribution of senior staff management. This will help to resolve
issues among employees and make decisions which are appropriate for the employees. The
report is going to prepare on the Dext Information Technologies and Services which is a medium
enterprise introduced in 2010. The company has it’s headquarter in London, United Kingdom.
The respective company puts powerful tool which are for real time and accurate insights to
support other companies to be more profitable and productive (Chase, R. B., Shankar, R. and
Jacobs, F .R., 2018). Dext Company has its specialties in receipt processing, invoice processing,
accounts payable automation, bookkeeping efficiency as well as expenses management. As a
medium enterprise, the company involve 201-500 staff members in the organization. So the
HRM is to make sure that operations in the company will go in smooth way; and provides
training to their employees to ensure that they will do their work in an effective manner.
MAIN BODY
TASK1
Purpose and the functions of HRM.
Human resource management is the management to develop coordination among
employees of the organization to achieve common goals and fulfilling the needs of staff and
maintain the satisfaction of their employees. HRM focus only on internal parts of the Dext
Enterprise such as how an organization can use their employees, processes or the technologies in
an effective manner.
Purpose of the HRM:
 To achieve organizational goals: It is important for an effective HRM to fulfill the goals
of the company and to meet the requirements of the company. Organizational objectives
may include staff requirement, payroll management, workforce handling, training and
development and many more.
 Work Culture: Work culture plays a significant role in the performance of the business
plus to define HRM (Dekker, S., 2017). To create a positive vibes in the organization
empowering employees and quick operations helps a lot.
 Employee Motivation: HRM helps employers to keep motivating to their staff by giving
powers to them, taking feedback and reviewing on things, involve them in decisions,
meet personally and many more.
 Retention: It is the top priority for HRM to keep employees motivated and retained.
HRM focuses on the training and development of the employees to keep them retained so
that good state of employee turnover is maintained.

Functions of Human Resource Management:
 Human Resource Planning: Human resource planning is all about the future
requirements of the organization that what kind of employees does the company require
and how many. This will help in recruiting, selecting and to manage performance and
provide proper learning and training.
 Performance management: Managing performance is essential to make sure that
employees are staying productive and engaged (Demirkan, I., 2018). Good performance
management showing the good leadership, provide open feedback and setting down the
clear goals to the employees.
 Learning and development: Human resource management enables the employee to
develop their skills and talent so that it will be helpful to meet the requirements of the
organization.
 Rewarding: Compensation and rewarding are the integral part of the organization to
attract the right candidate for the right job and to the company. Rewards included
salaries, wages but also the opportunities for growth and career, recognitions,
organizational culture, status, satisfying work life balance.
Functions of HRM can offer skills and talent.
Learning is very vital to enhance the skills of their staff and making organization in
effective learning environment. A good HR manager spends time for the continuous learning to
their employees and give them more experience. This will help in creating revenue and a
successful position in the marketplace. HR experts give his best to discover the new ways to
enhance the effectiveness of the organization and employees in their job roles and to secure them
to adapt in challenging business environment. To enhance the skills and talent of the employees
training may be directed in two methods such as on the job as well as off the job training. On the
job training is the training which provide during the job because it helps to learn regular business
operations and polishes the concepts of the organization (Eriksson, M. and Spångberg, J., 2017).
While off the job training is given to specific employees who can contribute to increase the
intellectual capital and skills by advancing modern knowledge such as research practices or
operations with advanced technological equipment. Human resource management plans an
effective training and development program for the employees so that they can identify their
career goals that can also reflect their business policy. After providing effective training to the
employees they recognize more responsibility to manage their own careers. Training and
development program is critical for the success and the productivity of the organization.
P2. Strengths and weaknesses of different approches.
Recruitment: Recruiting is a process in which business managers identify, attract,
interviewing, select, hiring an on-board employees. In simple words; it is the process in which
needs of the business employment are to be identified with the purpose to filling it. HR manager
is responsible for all such activities.
Internal Recruitment External Recruitment
Strengths: This method of recruitment is a
cost effective method and can
This will help the business as
new employees bring new ideas