Introduction: Human Resource Management Assignment

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Table of Contents
Table of Contents.............................................................................................................1
Introduction...................................................................................................................2
Task 1.1 analyze the effect of the structure and culture of organizations on human
resource management strategies......................................................................................3-4
Task 1.2 assess the importance of financial resources in the creation of a human resource
management strategy.......................................................................................................4-5
Extension activities: evaluates the factors affecting human resource management in
named organization.........................................................................................................5
Task 2 (extension activity for merit) analyses the impact of government legislation on
human resource management
strategies..........................................................................................................................6-7
Task 3.1 analyze the different models of strategic human resource
management.....................................................................................................................7-8
Task 3.2 explain how human resource management contributes to the achievement of the
organization’s strategic plans...........................................................................................8
Extension activities: an evaluation of the different models of preparing strategic human
resource management plans for an organization such as EasiClean................................9
Task 4.1 assess the factors to be considered when preparing human resource management
strategies.........................................................................................................................9-10
Task 4.2 evaluate the key elements of a human resource management
strategy..........................................................................................................................10-11
Extension activities: discusses how internal and external factors impact on the elements
of human resources management strategies.................................................................11-12
Extension activities: evaluate the model used by an organization in the development of its
HR strategy...................................................................................................................13
Task 5.1 Develop a strategic human resource management strategy for an organization of
your choice...................................................................................................................14-15
Task 5.2 Explain how the proposed human resources management strategy will support
achievement of the business objectives for this organization......................................15

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Extension activities: the potential barriers to the implementation of a human resource
management strategy....................................................................................................16
Conclusion....................................................................................................................16
References....................................................................................................................17
Introduction:
Human resource management (HRM or HR) is the strategic approach to the effective
management of people in a company or organization such that they help their business
gain a competitive advantage. It is designed to maximize employee performance in
service of an employer's strategic objectives.[need quotation to verify] Human resource
management is primarily concerned with the management of people within organizations,
focusing on policies and systems. HR departments are responsible for
overseeing employee-benefits design, employee recruitment, training and
development, performance appraisal, and reward management, such as
managing pay and Employee benefits benefit systems. HR also concerns itself
with organizational change and industrial relations, or the balancing of organizational
practices with requirements arising from collective bargaining and governmental laws.
Human resources (HR) is to ensure that the organization is able to achieve success
through people. HR professionals manage the human capital of an organization and focus
on implementing policies and processes. They can specialize in finding, recruiting,
training, and developing employees, as well as maintaining employee relations or
benefits. Training and development professionals ensure that employees are trained and
have continuous development. This is done through training programs, performance
evaluations, and reward programs. Employee relations deals with the concerns of
employees when policies are broken, such as cases involving harassment or
discrimination. Managing employee benefits includes developing compensation
structures, parental leave programs, discounts, and other benefits for employees. On the
other side of the field are HR generalists or business partners. These HR professionals
could work in all areas or be labor relations representatives working
with unionized employees.

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Task 1
1. analyze the effect of the structure and culture of organizations on human
resource management strategies.
Organization structure:
Organization structure means the proper arrangement of people working for the company
so that the company achieves certain goals, the framework of relationships is formed
between people and the organization, Different types of organization are present such as
Line, Functional, divisional and line and staff matrix, The position of the HR department
in the total organization setup is largely dependent on whether a particular unit is small or
large, In small organizations, there might not be a separate HR department and the human
resource functions might be conducted with the help of an office manager, However this
is not the case in bigger organizations (Paauwe and Boon 2018).
In the present times, an organization has a chair and managing director as part of the
human resource management (HRM), In an organization, HR organizational structure
plays a very important role as the framework and other aligning resources is defined as
part of the business strategy stating the organization’s culture, The structure directly
influences the company’s ability to attract and retain proper HR talent, Consequently, the
work of the HR influences the success of the organization in the future as the well. Its
influence is within and outside the scope of the HR function as well, an effective
organizational structure has its roots in the creation of a positive impact on the business
and that is why it is always aligned with a proper business strategy, It is designed in a
manner to attract their high performing people and create positions so that the growth and
development opportunities are also impacted, The present researching trends help us to
find the needs of the business so that important contributions can be made to the business
(Paauwe and Boon 2018).
Organization culture:
Human resource management has an important role to play in organizational culture
because it involves the people who work for the organization, who embrace and develop
particular cultures within the organization; hence, any desired change to the culture of the
organization has to be made through the people and by the people, This implies that
human resource management and organizational culture are linked to each other, and it
will be appropriate to treat the constructs in like manner Human resource management
policies, which are influenced by organizational culture, also significantly impact the
employees. Human resource decisions are important because when an organization hires
personnel that blend with their culture, these would enhance shared social knowledge
between employees and organizational goals; such shared social knowledge guides
employees in making the right decision when confronted with usual situations (Ouchi,
1983).