Management of Human Resources

MANAGEMENT OF
HUMAN RESOURCES

TABLE OF CONTENTS
INTRODUCTION...........................................................................................................................3
MAINBODY...................................................................................................................................3
Role of HRM practices................................................................................................................3
Critical Evaluation.......................................................................................................................7
Recommendations........................................................................................................................9
CONCLUSION..............................................................................................................................10
REFERENCES..............................................................................................................................11

INTRODUCTION
Human resource management is the strategic approach that is used by company to
manage large number of people in the common platform. It is important for the organization
because it perform various functions in order to bring profitability in business. The main goal of
the human resource management to manage people effectively so that they work on common
goal through which company enables to meet it’s objectives within timeframe. Human resource
managers perform various roles i.e. recruitment-selection, compensation-rewards, training &
development, punishment and rewards and planning-organizing in the company. So, HRM
practices are considered success factors for the business. Currently most of the companies
emphasizes on HRM practices for maximizing profitability of business as well as raising
goodwill of the company. In this essay will critically evaluate different steps of companies which
they take in order align their people resourcing activities along with different business strategies.
MAINBODY
Role of HRM practices
Human resource management practices play significant role in managing and retaining
company’s employees and increases organization’s performance as well. There are various HRM
practices i.e. workforce planning, assessment of organizational capabilities, organizational
development and structure, diversity and inclusion and change management. These type
practices are practised by all organization’s human resource management because these keeps all
businesses highly competent in their business market (Aklamanu, Degbey and Tarba, 2016).
Steps of aligning people resourcing activities with business strategies
Attraction
Attraction is the primary role of human resource management that supports to recruit
highly talented and skilled candidates in the company. Human resource management of the
different companies includes various privileges in employment policy so that new applicants
become attracted and apply for the job. There is a great example of Tesco plc wherein
management personally analyse needs of organization. According to requirement, human

resource managers adds different privileges i.e. flexible working hours, sick leaves etc. in the
employment policy that encourages individuals to apply for the job based on the company’s
requirements. However, Tesco’s manager promotes diversity in the workplace so they keep
transparency in recruitment and selection process so that no candidate thinks that they are
discriminated. Diversity in the workplace supports to bring competitive advantage as well as
makes brand well-wisher for the customers. So, Tesco influences diversity in the workplace and
HR managers proactively manage and retain diversity by practising fair business strategies.
That’s why attraction is considered one of the major HRM practice because it supports to recruit
talented people in the company accordingly requirements.
Training and development Program
It is another HRM practice that is organized by human resources to align new candidates
like existing employees. In the training session, managers provide brief information to the
employees about training and development and what is the reason behind this session so that,
individuals take it on serious note and participates in this program promptly. This training
programs always individuals to improve their weak areas and learns new skills which increase
their professional personality in the company. Tesco is the great example which spends mo0re
funds to conduct high professional training and development for the diverse workforce. Human
resource management of Tesco initially organize employee orientation program for the new
joiners (Azeez, 2017). In this program manager personally understand new candidates their roles
and responsibilities which they perform in the workplace and learns them to how to deal with
complex tasks. Then upper management organize training and development for all staff includes
existing and new employees in order to coordinate them with each other so that they work on
common goals in the workplace. Training and development program are not only supported
company to improve individuals working performance but also identifies different talents which
can maximize growth of business in future (Papa and et.al., 2018). Thus, organizations prepare
their new joiners in the company in order to achieve different objectives within defined
timeframes.
Motivation