Human Resource Management Analysis

This assignment delves into the multifaceted realm of human resource management (HRM). It requires students to critically examine various HRM theories, including strategic HRM, talent management, and employee engagement. Furthermore, it prompts an analysis of how these theories are implemented in real-world organizational contexts, considering factors such as globalization, technological advancements, and changing workforce demographics.

Human Resources Management

Table of Contents
INTRODUCTION...........................................................................................................................1
TASK1.............................................................................................................................................1
P1define purpose and scope of HRM and hard & soft planing adopt canary wharf...................1
P2Strength and weakness of different approaches of recruitment and selection process canary
wharf ..........................................................................................................................................3
TASK 2............................................................................................................................................4
P4Effective different HRM practices organisational productivity and profit canary wharf.......5
TASK 3 ...........................................................................................................................................6
P5 importance of employee relations in respect to influencing HRM decision making canary
wharf ..........................................................................................................................................6
P6 key elements of employment legislation and the impact of organisation ............................6
TASK4.............................................................................................................................................7
P7Illustrate the application of HRM practices in To specific context .......................................7
........................................................................................................................................................8
CONCLSUION ...............................................................................................................................8
REFRENCES ..................................................................................................................................8

INTRODUCTION
Human resources management is the business model and faces different force of
competitors and globalization, roles and responsibilities of human mangers to involves
transformed of different sources. human sources management is the process of concerted with
management of personnel along with their ability for achieving organisation goals and objectives
by process to developing of utilization same such personnel(Hendry, 2012). A long tern demand
for a manger has to increasing a significantly ,the global based supply to term is become of very
time significant. A target market competitive places for employee and product to major
chll3enges to define the gap of manpower of every business. Each and every organisation to
need to order to success in to the meerkat is greater need to selective human resources
managements. The changing of different global based labour marketing condition,human
resources mangers along with the organisation to bales to adopt of their organisation
management practice. Under this research report the different strategies and roles and
responsibilities mangers for successful of organisation is related to taking canary wharf. A
company canary wharf is major business distinct in est London with the Landon brought of
tower hamlets. is one of the united company it including two main financial centre into the
Landon. Canary wharf is located on west India docks, a company to adopt the a human resources
management is significant necessary to developing of the managerial skills. Human resources
management innovation different types of managing which can dissemination and conviviality
into the firm . A simple process of developing of process to ensure that organization of
thinking .it essential simple process of ensuing that all kind of managing working activity
driving to firm same direction into a systemically way. In this report to analysis the different
decision making activity of element to define the resources of the organisation
TASK1
P1define purpose and scope of HRM and hard & soft planing adopt canary wharf
Definition: Human resources management is the process of recognized as a inherent internal part
of management activity. It objectives is maintain of best human relation into the organisation by
developing of different activity and application to managing and evaluating different policy of
managements the process and function to determine the resources to adopt their contribution
toward into the achieving a relativistic objective into the organisation. It also including
recruitment section and developing ,motivation of developing a employ by the firm.
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Nature :
 it is simple process to firm meet its different goals on future period of time to proving a
better well motivated employee.
 It main objectives to maintain and development employee
 it work to related about people both as group and individuals
 it employee enchaining to given best performances into the organisation.
 Its only focus on results of activity as well as rules.
 Human resources is multidisciplinary activity to utilization different knowledge of skills.
Scope: 1 personal aspects; it refer to the concerned with the different manpower and
requirements and transfer, incentives, training and developing ,promotion and productivity rae
including into the HRM of personal aspects
2 welfare aspects: it refer to the dealing with a particular working condition other think related
to medical ,eduction , health and safety , rest and lunch are including into the welfare of human
resources management.
3 industrial aspects: HRM is industry aspects covered into the different captivity likes ,
settlements of disputes and union coving processing of management system.
Hard and soft HRM
hard HRM : a hard HRM treat a simple way of resources of business . It only focus on the to
identify the different need of business and mange the according of hiring ,moving and recruiting
activity.
 It a short term of change into the different employee numbers
 same of little delegation of the empowerments
soft HRM : it referee to the specific are treatment of employee as the most important resource of
the canary wharf of competitive advantages. It arrangement of need of plan of individual based
likes its a two way of communication process(Kusluvan Kusluvan,and Buyruk, 2010)It adopt to
leadership styles. It define to appraisal system focus on the various addressing training and
employment different activity aspects.
Both approaches to of suitable into the organisation for developing of different activities. Hard
approaches to expect to surfer high degree of absence and less of requirement process and soft
approaches of employee benefits and it workforces leave a firm at different completive
disadvantaged of managements
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purpose and function: the purpose of HRM is based on the effective use of employee in
achieving organisation goals an objective for a specific purpose. It ensure that satisfaction of
employee all benefits to receiving into the organisation. There are four types of function HRM:
planning is the process to required the collection and analysis the information to resources of
supplies and predicate of human resource managements
Staffing: staffing is the process of requirement and section of humna resources managements for
an firm
Training and developing: it refer to the development different function of employee and
improving different personal skills and performances of job effectually.
There are various types of function and scope of developing of canary wharf of activity to adopt
into the organizationals and developing different aspects of process for achieving goal and
objectives
P2Strength and weakness of different approaches of recruitment and selection process canary
wharf
Recruitment and selection: recruitment is the identify the process of organisation need to
employee that related to point of which form of application have arriving into the firm. Selection
Is the process involves to choosing application for suitable candidate into the organisation. Its
training to range of processing innovates the right skills knowledges and attitudes required to
help organisation to achieving goal and objectives(ArmstrongTaylor, 2014)
There are two type of sources of recruitment process to evaluating into the organisation fist one
internal and second one external based on the approaches to adopt into th organizationals.
Internal sources : job positing and bidding , promotional and transfer, internal recruitment data
based on process, employer referrals to adopt nay approaches into the organisation and main tisn
the environmental of aspects.
Internal sources
Advantages Disadvantages
 It provide a low cost for different jobs
 it only hiring into the entry level of
operation
 its main aspect to motivated for good
performances into the organisation .
 Pairing
 its required to developing of
management of the system
 not possible promote
 No new idea number of potential
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 To utilisation better classification of
abilities
 moral of ability and to promote
applicant of aspects
external sources: external sourcing is the requirement that a specified conduct an employee
researching thought of different sources of managements its also used to technically position
speciality of aspects , its including into the job centre ,job adversing , headhunting,personal
recommendation.
advantages
 Wider range if experiences different
sectors
 its selective large people of workers to
which select of best candidates
 creating new idea
 Its vert simple and longer process
 more costly process
 selective process may not effective in
to recruitment process
Internal recruitment refers to the recruitment which is made at the internal level of
organizational development.
External recurrent refers to the process by which new employees can be generated and new
employees can develop their effective and efficient working.
TASK 2
P3 benefits of different HRM practices and firm both employee and employer
human resources management activity are functional activities to different strategies plan
of services of employee to increasing into the profitable of the employee .the term of practices
referees of the action that are successful aspect method to improving into best aspect of
achieving desirables goals into the organisation(Marks,and Mirvis, 2011) Recruitment and
selection process of providing employee recreation related to benefits are displease all are
practices in the human resource management.
There are different Types of befits of into organisation:
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 Medical insurances : it refers to the specific of hospitality plan its cover majority of the
to requirement into the organization it is most factors ex cent way of reviewing into the
possibles vision and dental.
 Life insurances: if any employee dies that benefits of will provide into the financial
payments to the specific of the employee beneficiary . That life insurance benefits to
help that specific person the cover to cost of ongoing process living expenses.
 Retirements benefits: the benefits conman to allow that employees to certain amount to
back plan to pathworking measurement savings .
Law required provides employee and employers benefits :a organisation to given timer off to
vote serve on jury related performances military services. It requited to all works compensations
requirements, its also provide a benefit of FMLA. Other benefit of retirements plans, life
insurances plan , dental or vision . Their benefit of effective especially true in medical insurances
for the working and important part consider benefits as a part of total compensation.
P4Effective different HRM practices organisational productivity and profit canary wharf
The organisation to achieving into the of human resources management that ensure that
achieve g into the objectives and goal . HRM is important roles to transferring into the
productivity and providing to Evaluating into the specific aspect of the canny wharf to achieving
and raising the effective roles to improving into the productivity to management different
function within into organisation it focus on recruitments of managements of proving direction
of the peoples . Organisation productivity is important organisation function efficiently and
competitors of singles or departmental based(oxalland Purcell, 2011) To saving highly degree of
productivity and profit to different plan is set into the organisation like
 product targets: this mean to each set of departmental of an organisation must have to
having relation of the other departmental well knowing intro the aspects of employee
 physical working creativity to requited onto the selective of production need to
implementation the visions of the other fact Ors Safety and health facilities to working.
 Job allocation: allocations of the wok between into the employment in the organisation
should be seen fair by all parties.
Their is important factors to improving into the hight degree of effectiveness of uses of factors of
the other production of goods and services is used to commonly referees to a aspects of
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productivity. The evaluating of profit based on the employee HRM to raising into the overall
organisation effective use of managements. The recruitment and selection process to evaluated to
the hight degree of the process to rising into the management activity into the organisation
TASK 3
P5 importance of employee relations in respect to influencing HRM decision making canary
wharf
Maintain a healthy employee relations in an organisations prepare requiring for
organisation success. A strong relation employee are required too generalising deal with the
avoiding and resolving activity issue of completing individual . It good relational significances
not affected to the decisions making process. When employee not behave properly as per
accepted norms of behaviour it called employee indiscipline it effective to the decisions making
process into the organisation it including a employee grievances of effective affected into the
organisation and this activity to influencing into employment of decisions making aspect of the
process. All above mentions organisation factors to inducing the decision making activity of
employment relational affected decision aspects(Guest,2011).A approaches strengthen culture
rooted on shared norms of employ should to adopt to be effective of the decisions aspected of
process .an effective stress management strategies should be following into the organisation. its
improving the employee improvement activity to encourage to the feedback . This feedback will
to making employment awareness of concern of employee. Evaluating the strategy of human
resource management to improving into employee relations to achieving objectives of the
organisation.
P6 key elements of employment legislation and the impact of organisation
A successful aspect of human resources management is the process of company mission
and goal the working of activity be suitable of different small scale business , there same factors
of HR activenesses to facing into the organisation to m into the employee issues small business
mangers must contently monitoring internal and external environmental factors and adjustments
factors HR strategy accordantly , that covering importance that internal an external based factors
to consist: legislation impact all HR activity of de scion making process. Health and insurance
activity retain personal record and other employee data can typical dedicate how must a specific
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aspects . Ac coding to legislation a effected to decision making activity which can different
general informations is non discrimination .act all types of goes on employee opting within with
confines of law (Jiang, Lepakand Baer,, 2012). HR activity to reflected the external and internal
based on criteria of the report to main the different activity of the system .it also employee
relations policy and process impact on HR activity. Calvary wharf committed to promoting from
within . HR ensure of all employee approaches training and developing to be ready for
promoting. HR should monitors of number of employee eligible for recruitment and collective
banging with union on matter of represented activity, it organisational culture all influencing
with the union matter of representation amount of complacence respond it
TASK4
P7Illustrate the application of HRM practices in To specific context
The person specification is the single document in effective recruitment and selection , it
allow to define the kind of person that want help to waiting into the actual job adversity ,in
enables to achieving asses each of candidates fairly and objectives . And able it enables to nay
candidate to compare candidate against each other of their selectiveness based execution. Job
requirement to camper into the evidences from candidates again the requirements of it jobs. It
importance therefore for specific information that measurement . It refers overall purpose of the
job and main task of the performances it provides roles potents applied allowing into the suitable
them into the organisation , information to rest recruitments process of special person of post to
proving ensure that the specific job opportunities of managements excluding particular group of
people to implementation viewing into the indirectly unlawful (Muethel,Gehrlein, and Hoegl,
2012)Social media recruitment ,mobiles recruiting process , job board , are all involves the
process of human resources managements success an interview based best practices to improves
the process of HRM to management different candidates into the organisation .another aspect of
research of interviewing of the process other aspect of loop sharp of the process
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CONCLSUION
From the about report to developing of human resources managements activity of canary
wharf into Landon. In which including dignitary elements and roles to define into the aspect of
the HR mangers. Recruitment and selection process to providing organisation decision making
activity and different benefits to improving organisation growth of management. They are opting
a overall UK based on the services, the HR is responsible to again the company goals and
objectives and using into the effective hard and soft approaches of among useful activity and
managing the company selective best candidate of an organisation
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REFRENCES
Books and journals
Hendry, C., 2012.Human resource management. Routledge.
Kusluvan, S., Kusluvan, Z., Ilhan, I. and Buyruk, L., 2010. The human dimension: A review of
human resources management issues in the tourism and hospitality industry. Cornell Hospitality
Quarterly.51(2).pp.171-214.
Armstrong, M. and Taylor, S., 2014. Armstrong's handbook of human resource management
practice. Kogan Page Publishers.
Marks, M.L. and Mirvis, P.H., 2011. A framework for the human resources role in managing
culture in mergers and acquisitions. Human Resource Management. 50(6). pp.859-877.
Boxall, P. and Purcell, J., 2011. Strategy and human resource management. Palgrave Macmillan.
Guest, D.E., 2011. Human resource management and performance: still searching for some
answers. Human resource management journal.21(1). pp.3-13.
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.
Muethel, M., Gehrlein, S. and Hoegl, M., 2012. Socio‐demographic factors and shared
leadership behaviors in dispersed teams: Implications for human resource management. Human
Resource Management. 51(4). pp.525-548.
Meredith Belbin, R., 2011. Management teams: Why they succeed or fail. Human Resource
Management International Digest, 19(3).
Wright, P.M. and McMahan, G.C., 2011. Exploring human capital: putting ‘human’back into
strategic human resource management. Human resource management journal.21(2). pp.93-104.
Harzing, A.W. and Pinnington, A. eds., 2010. International human resource management. Sage.
CHUANG, C.H. and Liao, H.U.I., 2010. Strategic human resource management in service
context: Taking care of business by taking care of employees and customers. Personnel
Psychology. 63(1). pp.153-196.
Berman, E.M., Bowman, J.S., West, J.P. and Van Wart, M.R., 2012. Human resource
management in public service: Paradoxes, processes, and problems. Sage.
Berman, E.M., Bowman, J.S., West, J.P. and Van Wart, M.R., 2012. Human resource
management in public service: Paradoxes, processes, and problems. Sage.
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