Strategic Human Resources Management PDF

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Human Resources Management
Table of ContentsINTRODUCTION...........................................................................................................................1TASK 1............................................................................................................................................1Defining human resources' management...................................................................................1Strategic human resources' management...................................................................................1Defining Hard and Soft HRM....................................................................................................2About Global Context................................................................................................................2Recruitment and Selection and about strengths and weakness...................................................3Internal and External Recruitment, advantages and disadvantages...........................................4TASK 2...........................................................................................................................................5(3) Explaining the benefits of different HRM practices for both employer and employee.......5(4)Evaluating the effectiveness of HRM practices for raising the organization profitability andproductivity................................................................................................................................6TASK 3............................................................................................................................................7(5) Analyses the importance of employee relation in respect to influencing HRM decisionmaking........................................................................................................................................7(6) Key elements for employment legislation and its impact on HRM decision making...........8TASK 4..........................................................................................................................................10(7) HRM practices in working environment.............................................................................10REFERENCES.............................................................................................................................14
INTRODUCTIONHuman Resources management is the process of utilization of resources, recruitment andselection of employees, maintaining employees welfare, safety and health, measuring theemployees' performance and employees relation in the organisation. In this report, JP MorganFirm is taking into action. It was commercial and investment banking institution founded by J. P.Morgan in 1871. In this report, it will define HRM, strategic HRM, recruitment and selection,defining hard and soft HRM. It will explain the benefits of different HRM practices with in thefirm and evaluating the effectiveness of HRM practices for raising the profits and profitability ofcompany. It will analysis importance of employees relation to influencing HRM decision making, identify key elements of employment legislation and its impacts has upon HRM decisionmaking related to workplaces. It will illustrate the application of HRM practices in a workrelated context (Armstrong and Taylor, 2014).TASK 1Defining human resources' managementHRM is the process of creating opportunities and hiring employees, planning ofpersonnel needs, recruiting right people for the job, giving training and managing the wages andsalaries of employees. JP Morgan is commercial and investment banking institution. Therefore,HRM is helping for recruiting and selecting candidates, giving training of employees andmanaging the compensation of employees in the workplace. The HR assistants is to managing allpractices of HRM in the company. HRM is the helping for improving HR policies andprocedures, managing the performance of employees, maintaining the employment legislationrelating to health, safety and welfare of company.HRM is the process to maintaining employees relationship, improving employeesperformance, modification different laws and regulation such as health and safety, discriminationand equal payment etc. It helps to increasing motivation and development of employees in theworkplace (Cascio, 2015). The purpose of HRM is to increasing productivity and effectivenessof employees in the organization. It concerns with organisation changes and industrial relation.Strategic human resources' managementStrategic HRM is important part of all types of organizations such as public, private,small and other types. It is to ensuring that HRM is integrated into strategic planning with HRMpolicies. It is managerial decision for determining the long term performance of company. It is1
the connecting for improving performance and organisation goals and objectives with strategicgoals. It helps to developing the company cultures with innovation and flexibility. SHRM is themethod of integrating with strategic content of the business. It is derived from staffing functionsuch as recruitment, selection and appraisals etc. which are used for directly connected to thestrategic choice of the company. It includes elements of HRM such as recruiting, discipline,improving quality, work experiences and maximizing the benefits for both employees andemployers (Delery and Gupta, 2016).Defining Hard and Soft HRMHard HRM:It is model of HRM which are used for smily treats of employees bymanagers and supervisor. In this model, manager are focus existing HR policies and procedures,laws and regulations which are necessary to following and applying in the company. Managesare focusing to identifying needs for workforce and according to workforce recruiting and hiringthe employees. For example, HR policies, laws and regulation (Hard and Soft HRM.,2017).Soft HRM:It is another model of HRM which are used for treats employees withsources of competitive advantages. The key features of soft HRM is focusing on long termstrategic planning, giving performance based rewards, focus on training for development ofneeds of employees. For example, collaboration, skills development and developing trust (Farr-Whartonand et.al.,2017).About Global ContextHRM is important in the global context in different levels such as organisation,professional, society and national level for focusing on achieving the goals and objectives fromeffective way. In the global context, HRM is helps to managing polices relating to compensation,planning, recruitment etc. It helps to improving work life, providing healthy and safely workingenvironment, increasing the professional growth. In the society, it is providing the self-respect oflabour. HRM is play leading role in the nation development. It helps to use of capable needs ineffective natural resources. The national development is also depends on skills, beliefs andattitudes to its human resources. HRM is to helping for improving the growth in the economy ofthe nations and also improving standards of living of individuals'. In the global context, there aremany issues such as political, employees and employers, work cultures (Hollenbeck, Noe andGerhart, 2018).2
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