Critical Evaluation of HRM Theories and Frameworks

PROBLEM BASED
LEARNING

Table of Contents
PROBLEM BASED LEARNING...................................................................................................1
INTRODUCTION...........................................................................................................................3
MAIN BODY...................................................................................................................................3
Critical evaluation of various HRM theories and frameworks to assess their fundamental
assumptions, intellectual rigor and practical value.................................................................3
Develop skills in framing, researching and presenting solutions to workplace problems.....4
Communicate how and why HRM policy and practice differs according to context...........4
Range of competencies and roles required HRM practitioner and other managers of people
within various organisational settings....................................................................................5
Develop an appreciation of the ethical challenges inherent in managing people in an equitable
way.........................................................................................................................................6
CONCLUSION................................................................................................................................7
REFERENCES................................................................................................................................8

INTRODUCTION
Human resource management plays a very significant role within the business enterprise
through which entire business activities and function can effectively carry out for achieve
determined objective. In the absence of employees corporation can not able to carry out its
business activities and can not address the objective of the business. It is very important for the
HR manager to identify the issue of employees regarding their work and provide impressive
working environment and practices according to the business (Booth and van Ours, 2013). In
this report it has been also defined that why and how HRM policies and practices offers
according to the organisation context. Role and range of the competencies of HRM practitioners
and other manager of people in various organisational setting has been also discussed in this
report.
MAIN BODY
Critical evaluation of various HRM theories and frameworks to assess their fundamental
assumptions, intellectual rigor and practical value
In an organisation, human resource management is very important aspect that assists in
managing employees and their performance in such manner through which determined objective
can achieve in effective and efficient manner. It is great responsibility of HR manager is to
analyse the performance of personnels and develop practices and policies of working accordingly
(Boxall and Purcell, 2011). In a simple word it can be said that HRM is a planning, organising,
directing, controlling of the procurement, development, compensation, maintenance and
separation of human resources within the company.
Concept of HRM
Human resource management mean effective management of the people within the
organisation. It is a kind of procedure that engage people with business enterprise in order to
achieve the organisational goal. In this include several kinds of the practices, policies, strategy
etc that helps both personnels and organisation for address the determined objective (Chang,
Gong and Shum, 2011). There are various functions of HRM such as talent management, labour
relation, HR planning, recruitment and selection, training and development, performance and
reward management etc.