Personal Development Portfolio on Human Resource Management

This portfolio discusses the key concepts, current practices, and future of human resource management. It emphasizes the strategic role of HR in strengthening the employer-employee relationship, aligning organizational goals, maintaining culture and values, and investing in HR metrics.

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HUMAN RESOURCE MANAGEMENT
Student’s name
Institution affiliate
Date.

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Introduction
On the basis of my existing knowledge in the field of HR, I must state that Human
resource involves the strategic management of the organization’s workforce to ensure that
organizations goals are met and sustained. Human resource managers are the ones responsible
for dealing with employees. I studied a journal article and found that it is a department that is
very crucial in every organization according to my own experience it passes to be one of the
most crucial departments in an organization (Bratton, and Gold, 2017).
My personal assumption about module’s key concept
Based on my observation I must state that employees need monitoring in order to create a
conducive environment where people can work and ensure maximum productivity. Having
worked as a human resource manager for several years certainly helps to enhance knowledge and
brush up knowledge in the field. This includes strategic role of human resource which is to
strengthen the employer-employee relationship. In order to develop a healthy working
environment, the employee-employer relationship should be developed and strengthened
(Brewster, and Hegewisch, 2017). By establishing a strong environment the employees are able
to share their views on what they need; so that their employers can implement. It is the strategic
role of the human resource manager to ensure that this process is done harmoniously.
Current practices related to key role module
Human resource is also fundamental in aligning its strategy with that of the organizations.
This can be achieved by understanding the goals of the organizations and making them your
own. Every human resource professional should understand organization's strategy and

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implement it accordingly by aligning the needs of employees. To ensure that the organization's
goals are achieved, organizational goals must be achieved.
The needs of the employees should be in line with achieving organization's goals and
objectives. It is also very crucial for the human resource department to ensure that the
organization's culture is maintained and the values upheld and ethics in the business are
maintained. I do feel it is very crucial to maintain organizations’ and business culture
simultaneously. Many business partners associate themselves with a certain business because of
the culture (Alvesson, 2009). The human resource manager is crucial in ensuring that the
employees uphold this culture and pass it on to new employees. Upholding organizations values
and ethics are also fundamental for the human resource department. This is crucial for every
organization since it should hire employees with the right morals needed to uphold the various
values and ethics (Briscoe, Tarique, and Schuler, 2012).
Organizations should also invest heavily in human resource metrics, which actually helps
to measure the performance (Armstrong, 2006). The system can be biased in some organizations,
especially if the employees are not performing as expected of them by the human resource
manager. Sometimes assumptions can be made on HR managers, such as human resource
manager is not doing what is expected of him simply because the employees are incompetent. A
new method should be adopted as a performance evaluation (Jiang, Lepak, Hu, and Baer, 2012).
The future of human resource is dynamically effective. This is due to the fact that with new
technology various softwares are been invented to help with performance evaluation of
employees. A manager needs to associate themselves with their employees. This personal
association is something which improves performance, it also improves values and ensures ethics
in the workplace. There is a lot to learn about human resource, I plan to learn more through my

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experience and my studies in human resource, which I believe, would help to become a good
human resource manager in future.

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References.
Alvesson, M. (2009) ‘Critical perspectives on strategic HRM’. In: Storey, J., Wright, P. M. &
Ulrich, D. (ed.). The Routledge companion to strategic human resource management. London:
Routledge, pp.52-68. from:
https://elearning.uol.ohecampus.com/bbcswebdav/institution/UKL1/201920OCT/MS_KMGT/
KMGT_501/readings/UKL1_KMGT_501_Week03_Alvesson.pdf
Armstrong, M. (2006) A handbook of human resource management practice. London: Kogan
Page. ‘Strategic HRM’ (pp.113-122) from:
https://elearning.uol.ohecampus.com/bbcswebdav/institution/UKL1/201920OCT/MS_KMGT/
KMGT_501/readings/UKL1_KMGT_501_Week03_Armstrong_Ch.7_StrategicHRM.pdf
Boxall, P. & Purcell, J. (2011) Strategy and human resource management. 3rd ed. London:
Palgrave.
‘Strategy and the process of strategic management’ (pp.39-63) from:
https://elearning.uol.ohecampus.com/bbcswebdav/institution/UKL1/201920OCT/MS_KMGT/
KMGT_501/readings/UKL1_KMGT_501_Week03_Boxall_Ch.2_StrategyProccessMngmt.pdf
Bratton, J. and Gold, J., 2017. Human resource management: theory and practice. Palgrave.
Brewster, C. and Hegewisch, A. eds., 2017. Policy and practice in European human resource
management: The Price Waterhouse Cranfield survey. Taylor & Francis.

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Briscoe, D., Tarique, I. and Schuler, R., 2012. International human resource management:
Policies and practices for multinational enterprises. Routledge.
Jiang, K., Lepak, D.P., Hu, J. and Baer, J.C., 2012. How does human resource management
influence organizational outcomes? A meta-analytic investigation of mediating
mechanisms. Academy of Management Journal, 55(6), pp.1264-1294.

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