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Managing People: HRM Principles, Strategies and Trends

   

Added on  2023-06-13

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HR4005 Managing People
Assignment
Semester 2
I confirm that this assignment which I have submitted is all my own work and the
source of any information and material I have used (including the Internet) has been
fully identified and properly acknowledged as required in the School guidelines I have
received.
PLEASE NOTE FOR ASSIGNMENT 2 YOUR WORK SHOULD BE ANONYMISED. DO NOT
PUT YOUR NAME ANYWHERE ON YOUR SUBMISSION.
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Managing people 1
Managing People
Human Resource Management refers to as the supervision function that is accompanying with
the hiring, motivating and marinating the workforce in an organization. HRM in an organization
deals with the issues related to the employees such as training, development, compensation,
hiring and many other. The foremost purpose of the HRM is to confirm that they are able to
satisfy the personnel of company. Moreover, the human resource management ensures that the
employees are contributing enough in accomplishing the goals of the organization (Hendry,
2012). The paper will inspect the HR function along with the important principles of the HRM
assesses. Moreover, it reflects how the functions of the HR help the organization to work
effectively in attaining the competitive advantage.
Human Resource management nature reflects that HRM is based on the certain policies and
principles that contribute to the organization for achieving the goals. HRM is a pervasive
function which merely means that it is not specific to any individual department. Therefore, it
manages all the types from the lower level to the top level departments of the organization
(Ashraf, 2016). HRM activity is primarily people oriented which reveals that they believe in
work for and work with the personnel. The motive behind this is that they want to bring the
people and organization together to attain goals. Though, this nature of the HRM might lead to
certain issues in the organizations. The nature of the HRM states that it is a continuous activity
which means all the factors of production are desirable to be regularly updated and improved that
is crucial to cope up with the fluctuations and increase competition (Chand, 2018).
Every concept in the management has some unique features or characteristics. Similarly, the
human resource management also has some characteristics such as it is the combination of art

Managing people 2
and science, a service function, Interdisciplinary and fast-changing, mainly focus on the result
and some other (Patidar, 2014). This is the fact that art and science of the HRM are very complex
but HRM is art when they manage the people by recourse to creative and innovative approaches
and it is science because of its precision and rigorous application of the theory in the
organization that is essential. It is a service function because it assists to all the functional
departments. One of the most significant characteristics of the HRM is Interdisciplinary and fast
changing. It changes itself in accordance with the changing environment of the competitive
world (Rasel, 2015). Moreover, the HRM focus on output due to which it motivates the people to
give their 100% best to accomplish the goals.
The main function of the HRM in the association is the management of the people. This is the
fact that the company desires correct personnel at work because this is the only way through
which they can attain the objective of the company (Amisano, 2017). There are different
strategies used by the HR of the company for the management of people. Some of them are: -
Recruitment and selection strategy states the selecting and hiring the talented people in the
organization as this is one of the effective people management strategies. It is difficult to
understand the position empty in the organization in a year. After the staffing forecast, the HR of
the business makes the plan that is connected to the recruitment and comprises the identification
of the responsibilities, knowledge, skills, core competencies along with the culture fit candidate
for the organization who can become the ideal personnel (Boone, 2015). An interview process is
conducted by the organization that allows them to learn the candidate and their skills which
assist them in determining that the candidate is suitable to fit for the company or not. Though,
sometime in the interview HR of the company can select the person who might not encounter the

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