Purpose and Scope of Human Resource Management- Doc

Human Resource Management
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Human resource management
TABLE OF CONTENTS
INTRODUCTION..................................................................................................... 3
TASK 1................................................................................................................... 3
LO1 EXPLAIN THE PURPOSES AND SCOPE OF HUMAN RESOURCE MANAGEMENT
REGARDING RESOURCING AN ORGANIZATION WITH TALENT AND SKILLS
APPROPRIATE TO FULFILL BUSINESS OBJECTIVES...............................................3
P1: Explain the goals of CEO and the purposes of HRM....................................................3
P2: Explain the CEO strength and weaknesses of different approaches to recruitment and selection.
........................................................................................................................... 5
M1: assess how the function of HRM can provide talent and skills appropriate to fulfill business.. 5
M2: evaluate the strengths and weakness of different approaches to recruitment and selection......6
M3: critically evaluate the strength and weaknesses of different approaches to recruitment,
selection, supported by the specific example:...................................................................6
TASK 2................................................................................................................... 7
LO2: EVALUATE THE EFFECTIVENESS OF THE ESSENTIAL ELEMENTS OF HUMAN
RESOURCES MANAGEMENT IN AN ORGANIZATION...............................................7
P3: Explain to the HR manager benefits of different HRM practices within the firm for within the
employee and employer............................................................................................. 7
P4: Evaluate the effectiveness of different HRM practices regarding raising organizational profit
and productivity....................................................................................................... 7
M3: Explore the different methods used in HRM practices, providing specific examples to support
evaluation within an organisational context...................................................................11
D2: critically evaluate HRM practices and application within an organizational context, using a
range of specific examples........................................................................................ 11
TASK 3................................................................................................................. 12
LO3. ANALYSE INTERNAL AND EXTERNAL FACTORS THAT AFFECT HUMAN
RESOURCE MANAGEMENT DECISION-MAKING, INCLUDING EMPLOYMENT
LEGISLATION...................................................................................................... 12
P5: Analyse the importance of employee relations in respect to influencing HRM decision-making.
......................................................................................................................... 12
P6: Identify the key elements of employment legislation and the impact it has upon HRM decision
making................................................................................................................ 13
M4: Evaluate the key aspects of employee relations management and employment legislation that
affect HRM decision-making in an organizational context.................................................13
TASK 4................................................................................................................. 14
LO4: APPLY HUMAN RESOURCE MANAGEMENT PRACTICES IN A WORK-RELATED
CONTEXT............................................................................................................. 14
P7: Illustrate the application of HRM practices in a work related context with some specific
industry examples.................................................................................................. 14
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Human resource management
M5: Provide a rationale for the application of specific HRM practices in a work-related context..14
D3: Critically evaluates employee relations and the application of HRM practices that inform and
influence decision-making in an organizational context....................................................15
REFERENCE......................................................................................................... 16
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Human resource management
INTRODUCTION
Human resource management is the term used to elaborate formal systems developed for
the administration of people within an organization (Kramar, 2013). Human resource
management works for the human characteristics of an establishment. There are lots of
activities performed by the human resources management of an organization. Those
performances are selection, recruitment, training, development, etc. in a case of taking any
decision for the team. Human resource management plays a particular role. For each
organization, human resource management is very much important. Human resource
management deals with issues such as team's development, safety, benefits, employee
motivation, administration, employee relation, and Training, etc.
TASK 1
LO1 EXPLAIN THE PURPOSES AND SCOPE OF HUMAN RESOURCE
MANAGEMENT REGARDING RESOURCING AN ORGANIZATION
WITH TALENT AND SKILLS APPROPRIATE TO FULFILL
BUSINESS OBJECTIVES
P1: Explain the goals of CEO and the purposes of HRM
Human resource is the sector of an organization compact with the people. There are
various purposes of HRM in an organization. HR is the part of an organizational growth
within a group or team. Another goal is to train the employees as per the organizational need
or understanding. HR management is responsible for taking the decisions those are set
flexible working hours, information about the employee's needs, customer pleasure. Besides
all those purposes HR management encourages all the staff to enhance their career in they
workplace.
Definitions: HRM is the process of handling people in organizations in a planned and through
method.
HRM embraces the management of populaces in organizations from a macro perception.
Personnel management is critical ‘workforces’ focussed whereas human resource
management ‘resource’ fixed.
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