Human Resources Management Report

This report explores various aspects of Human Resources Management, including HR strategies, the influence of culture on HR practices, organizational models, and more. It focuses on the case of Nestle in the Asian market. The report provides valuable insights into the importance of HRM practices in a transnational setting.

HUMAN
RESOURCES
MANGEMENT
REPORT

Table of Contents
INTRODUCTION...........................................................................................................................4
MAIN BODY...................................................................................................................................5
1Examine how values was created by the firm by using HR strategies. Use concept of
strategic HRM should be evident................................................................................................5
2Analyse the influence of regional and national culture on the practice of human resources
management in Asian country.....................................................................................................6
3 Use appropriate organisations model of employment and state the organisational levers
used by the firm to create value..................................................................................................7
4Using storeys 27 distinguishing points between HRM and personnel management as a
standard, describe HRM or personnel management practices that are being conducted by the
firm in Asian market...................................................................................................................8
5 When it comes to theeed hiring and firing do you consider the importance and significance
of local culture and HRM practice into undertaken in general and the practice needs to carry
out HRM in transnational,international – subsidiary................................................................11
6 Examine the difference in terms of employment laws when international HRM changes
local business systems. .............................................................................................................12
7Use corporate examples of firms using good HR practices and literature to justify your stand.
...................................................................................................................................................12
8 Based on the discussion and debate what suggestion recommendation would you make to
employers regarding HRM practices to ensure that the organisational practice is high...........13
CONCLUSION .............................................................................................................................14
REFERENCES..............................................................................................................................15

INTRODUCTION
Human resource management is demonstrated as the practice which manage group of
peoples in order to accomplish better performance for example is an employee is hired into a
business then the qualities are seen such as employee should fit into the company and have more
productive and stay longer. The primarily function of human resource management is they
mainly concern with motivating and hiring and additionally maintaining workforce at the work
place. This process also deals with the specific issues which are associated with the employee
which include development, compensation, hiring, communication, administration and
motivation(Chaudhary, 2020). There are many functions of human resource management have
been mentioned below;
Recruitment and selection
Recruiting right candidate who can fit into the company for a specific position in an organisation
and selecting the best applicant this is a key responsibility of HR. For the purpose recruitment
there are selection instruments which are used by the HR to find the right candidate which
includes assessments, interviews and reference checks etc.
Learning and development
If group of employees are facing problems or struggling to perform, therefore aspects of
development and learning could be very helpful for the employee to enhance their performance.
Benefits and compensation
If HR reward and compensate or fair remuneration, giving bonus to the employees this way
could motivate employee and increase their performance(Neis and et. al., 2016).
Performance management
The management of performance is quite essential whilst group of employees are on board. This
process is quite helpful, it helps employee to perform better in their doings or jobs.
In this report would be choosing Nestle company. Nestle this is multinational company of food
and drink. Its headquartered is situated in vevey, vaud Switzerland. It is known a s largest
company in the world and along with this it has ranked number .64. The nestle products include
dairy products, baby food, ice- cream, snacks, and breakfast cereals. This company was formed
in 1905 by the Anglo- Swiss company and it was established in 1866 by brothers Charles page
and George and founded by Henri nestle in 1867.

MAIN BODY
1Examine how values was created by the firm by using HR strategies. Use concept of strategic
HRM should be evident.
Human resource management they have extreme level of value. Most fundamentally HR
motivates their workers so that they can perform well as well as maintains the culture of an
organization. HR plays an important role in an organisation and helps organisation to to achieve
goals, they manage the workforce of an organisation. HR strategies are are often adopted by the
organisation to develop the workforce in order to enhance the performance of an organisation.
HR primarily encourage and motivate workers in this way HR adds values to the company by
persuading organisation leaders to develop and train and devote better performance at highest
level through regular promotions and compensation. Human resource management strategic it is
interconnected with company's strategic and human resources such as goals and objectives. HR
plays a significant role in helping organisation to achieve their objectives and goals in effective
manner. In the context of nestle they utilises multifarious strategic such as they builds strong
workforce so that they could add the values by improving customers satisfaction and enhancing
productivity. HR strategic are explain various activities which includes training, hiring, and
rewarding. There are various steps which involve in human resource strategy they are mentioned
below;
Evaluating HR capability
Evaluating all the abilities will help HR to understand their employee and how they are
contribution their part for the purpose of accomplishing objectives and goals. Furthermore skills
inventories are also implemented because skill inventories helps in identifying which employee
is better or best in specific areas.
Analyse Current capacity of HR to fulfil the goals
The assessment regarding HR capacity this would be very helpful in identifying barriers as well
as implementing plan of cation in order to deal with the threats.
Determine the tools which are essential for the employee
Human resource personnel they usually determine the using of tools by the employee , how it is
influencing their ability of performance.
Increase employee engagement

Employee engagement this is known as signification component which helps an organisation to
accomplish their goals effectively. If employee engagement have been increased then the
workforce would be motivated which will further utilizes the skills for the better growth in an
organisation. Employee engagement is attained by implementing number of policies, this way is
very effective and create positive environment and additionally denotes various communication
channel which helps employees to share their opinions and ideas regarding the process of
decision making in an organisation. In the context of nestle they improves their employment
engagement by providing portals by which employee can share their ideas and along with they
maintains unbiased atmosphere in an organisation. Employee engagement can be improved by
providing right tools or by devoting attention. The employee engagement could be enhanced by
by giving coaching as well as training in this way engagement can be improved. In an
organisation there should be positive culture so all the talented workers they will have great
enthusiasm of working in this way employee engagement can be enhanced.
Construction of brand image
The strong image of brand construction they spread the awareness among the employee and
additionally the brand identity is commonly builds on the credibility and trust. If there is positive
image of brand in an organisation this helps in improving the brand equity as well as increase
the market presence. This process generates the value in an organisation in the terms identifying
brand and further improves the customer engagement. In the context of nestle this process is
generally completed by thee recruiting employee who have good understanding regarding the
components of brand. The strong and good image inspires employees. Putting the first
impression on the employee this can builds a brand. .
2Analyse the influence of regional and national culture on the practice of human resources
management in Asian country
National culture is defined as values and customs , beliefs and behaviour which have been shared
by the population for example Britain and Chinese national culture. Cultural region is defined as
geography with relatively complex of activities. Cultural values they are accounted as external
factors which barely influence on the human resource exercises. The values of culture they
directly commands the employee behaviour. The organisation culture should encourage
employee and should provide greater satisfaction rather than those do not provide employee
involvement(Rastogi and et. al., 2018). The national culture they influence on the behaviour and

attitudes of the peoples and the procedures and policies which are associated with human
resource management. Culture influence the behaviour of the people, this statement means
culture could impact on the performance. The national regional culture they both impact on the
human resource policies as well as on the process of decision making. In the context of nestle
there are number of functions of human resource management which are influenced by the
culture. This is very important for the company to have a good perception regarding regional and
national culture so the operations and the particular activities could be implemented in a good
manner (Farh, 2017).
3 Use appropriate organisations model of employment and state the organisational levers used
by the firm to create value
The employment model is demonstrated as a social enterprise which probably provides
multifarious employment opportunities such as job training in order to target clients and
population, group of individuals with various barriers to employment which includes ex-
offenders, disabled and homeless. The organisations they usually operates or run enterprise and
further they sells services and products in the open market. This type of business are accounted
on the suitable jobs which include skills development, consistency and capabilities and the
additionally commercial viability. There are some levers which creates the value in business
success have been mentioned below;
1 Measurement – The measurement means estimating the results of impact on the business.
Leaders must be assure about their analytics that influence on the firm.
2 Source of value – leaders must focus on their capabilities of increasing revenue and along with
reduction in cost, because the decisions and actions they both generate results.
3 Culture – Utilising of available analytics and data in an organisation. Leaders they mostly
makes their decisions,which are mainly based on the analytics and data.
4 Trust – Trust it refers to the organisational confidence, leaders they always develop their trust
between the individuals employees.

4Using storeys 27 distinguishing points between HRM and personnel management as a standard,
describe HRM or personnel management practices that are being conducted by the firm in
Asian market.
The storey model it was developed in 1989 by John storey. He saw approaches in the of human
resource management. This model is mainly based on the four elements which include key
levers, beliefs, strategic qualities and role of line managers these are briefly explained below;
Beliefs – According to John human resource management is one of the significant factors of
production.. Organisation success is accomplished by the capabilities of the employees thus in
this way they should be treated as valuable assets.
Strategic Qualities
The strategic of human resource management there is consideration requirements of attention of
the top executives along with senior managers. This is also known as significant competitor
source of advantage.
Key levers
According to John that culture is more important rather than systems or procedures, because this
way reduces the dispute in an organisation instead of this there will be good understanding and
unity among the employee. This process is very essential because the cultural management
brings assumptions, organization values and beliefs. This process is significant in the terms of
commitment and flexibility(Kim and Hyun, 2017).

The workforce in Chinese country and in European country they are vastly different from each
other. European markets they have various rules and regulations which are comply by the
workers and it entails the positive working atmosphere and the effective polices for the
organisation. The Chinese market workers they usually requires the fair remuneration among the
individuals in the staff. They also requires the unbiased and positive .working environment.
Human resource management they mainly focuses on performance of employee and on the other
hand personnel management they provides motivational components to the organisation in order
to increase the productivity(Bowen, 2016). The difference between human resource management
and personnel management is mentioned below;

Benchmarks Human resource management Personnel management
Meaning Human resource management, most
importantly they mainly focuses on the
use of manpower in order to accomplish
the organization goals, this is called
human resource management. They
usually maintains flow of information
with the employee in a direct manner
thus to run the organisation in a smooth
manner. They communicate with their
with employees in a direct speech and in
proper manner.
The characteristics of personnel
management they commonly
concerned with the relationship
and the the workforce with the
entity this is called personnel
management. The communication
with the employees is indirect in
the personnel management. In the
context of nestle their department
main aim is to maintain the levels
of performance and managing the
culture of an organisation.
Approach Modern Traditional
Decision
making
Their decision makings are quite fast. They usually makes their decision
making slow.
Job design The department of human
resource management in the
European market they follows
the policies which further
encourage and motivate
employees to work
collaboratively with complete
enthusiasm and this process
Personnel management in the
relevance of nestle department
Usually the work and function
among the individuals in order
to builds the team and their
main goals is increase the
ability of an individuals.

gives better outcomes by
putting efforts.
Conflict management The primarily goal of human
resource management manager
to reduce or eliminate the
dispute in an organisation, by
following the policies, the is
very essential for every
organisation and along with
providing task to the
employees because these task
are required for the utility of
skills. In the relevance of
nestle policies are
implemented in the
department, which enhance the
team work as well as
encourage the team work.
This management mainly
ameliorate the conflicts for the
short time in an organisation,
however their motive is not to
erase reasons of conflicts. This
management is implemented
by the European markets and
they remove the conflicts for
short term without erasing the
cause, this process leads to the
recurrence of the disputes.
5 When it comes to theeed hiring and firing do you consider the importance and significance of
local culture and HRM practice into undertaken in general and the practice needs to carry
out HRM in transnational,international – subsidiary.
The process of selection in the company is commonly affected by the local culture. In the
relevance of nestle they needs to spend on collecting all the effective information regarding
location in which they could have the aim to fulfil the policies of human resource which are
associated with the process of hiring this is the way which drag the attention of talented
applicants. Every organisation should analyse current and traditional trends of any country for
the purpose of formulating policies. The expansion of the internatio9nal company and their
culture they brigs a huge impact in the human resource management practice which includes,
recruitment, planning, and learning and development. In the context of nestle their main is to

understand the cultural practice so that an organization could run in smooth manner and along
with gather the effective information regarding culture and foreign area further which could be
very helpful in order to formulate policies of human resource management this way can be very
effective to establish a company in the foreign country as well as for building the base for the
growth of the company. An organisation should follow and implement policies rules and
regulations, this process will help an organisation to eliminate the legal conflicts and reputation
would be secured in the market(Khan and et. al., 2019).
6 Examine the difference in terms of employment laws when international HRM changes local
business systems.
This is important to attained insight because globalisation might be influences in the change of
obligations, rules and regulations and laws. The atmosphere could be dynamic in nature so it
becomes essential for nestle to develop and adopt effective strategy.
Intellectual property – An organisation must registered their services and goods in order to
protect them by the rights of intellectual property.
Employment law – In the relevance of nestle employment law should be followed to enhance the
improvement and to get better benefits for the staff (Lin and Sanders, 2017).
7Use corporate examples of firms using good HR practices and literature to justify your stand.
In the context of nestle they have been adopted good strategies and human resource practice
these are mentioned below;
1- strategic management – In the relevance of nestle this meets short term and long term
objectives of an organisation, strategic management is known as proactive planning.
2 Workforce employment and planning – This process involve recruitment and selection, nestle
does the selection in a better way.
3- Human resource development – In the context of nestle employee of nestle they receive
proper training which helps them to develop.

8 Based on the discussion and debate what suggestion recommendation would you make to
employers regarding HRM practices to ensure that the organisational practice is high.
Employee they plays a vital role in an organisation, they are the one by which company
objectives and goals are accomplished. There are recommendation given below in the context of
human resource management practice which improves the performance of employee.
Employee satisfaction – To achieve the success , there is important factor which should be
implemented that is satisfaction of employee.
Development and training – In the relevance of nestle they should provide session of training
thus to employee could achieve their goals and enhance their skills and increase their
capabilities.

CONCLUSION
As per discussed above human resource management practice is very essential for every
organisation because this manage peoples for better performance. They usually measures the
qualities of an individuals, they should have more productivity and stay longer during the
process of selection. The important function of the human resource management is to mange the
workforce at the work place. Therefore for every organisation human resource management is
very significant.

REFERENCES
Books and journals
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Chaudhary, and et. al., 2020. Green human resource management and employee green behavior:
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Farh, and et. al., 2017. Human resource management in Taiwan, the Republic of China.
In Human resource management on the Pacific Rim (pp. 265-294). de Gruyter.
Khan, and et. al., 2019. “Decent work” in the ready-made garment sector in Bangladesh: The
role for ethical human resource management, trade unions and situated moral agency.
Kim, and et. al.,2017. The impact of personal resources on turnover intention: The mediating
effects of work engagement. European Journal of Training and Development.
Knies, and et. al., 2015. Special issue of International Journal of Human Resource Management:
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Lin, Sanders, and et. al., 2017. HRM and innovation: a multi‐level organisational learning
perspective. Human Resource Management Journal, 27(2), pp.300-317.
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diversity and cross-cultural management. The International Journal of Human Resource
Management, 26(2), pp.216-230.
Neis, and et. al., 2016. 11. An Interdisciplinary Method for Collecting and Integrating Fishers'
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Pigram, and et. al., 2016. Alternative tourism: Tourism and sustainable resource management.
In Tourism Alternatives (pp. 76-87). University of Pennsylvania Press.
Rastogi, and et. al., 2018. Causes, contingencies, and consequences of disengagement at work:
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Tung, and et. al., 2017. 5. Research in International Human Resource Management.
In International Management Research (pp. 35-54). de Gruyter.
Van Wingerden, and et. al., 2017. The impact of personal resources and job crafting
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(Bowen, 2016)(Chaudhary, 2020)(Farh, 2017)(Khan and et. al., 2019)(Kim and Hyun, 2017)
(Knies and et. al., 2015)(Lin and Sanders, 2017)(Moore, 2015)(Neis and et. al., 2016)(Pigram,
2016)(Rastogi and et. al., 2018)(Tung and Punnett, 2017)(Van Wingerden, Derks and Bakker,
2017)