Task 1(LO1) Human Resource management Assignment
Added on 2021-02-08
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Task 1(LO1) Introduction to Human Resource management: Human Resource Management (HRM) is one of the important activities, carried out within anorganization that deals with managing work and workforce for the achievement of the aims andobjectives of the company. HRM fundamentally exists in every organisation and comprises ofactivities such as development of novel technology, advertisement of campaigns and acquisition ofproperty. Without vigilant implementation of HRM it is impossible for an organisation to carry out itsobjectives by intercalated efforts of the management team and the workforce (Boxall andSteeneveld 1999). Purpose of HRM: HRM is driven by the key mission statement of coordinating people with the organisation’s goals andobjectives for its development and success. Following are some fundamental purposes of HRM: Fig 1: Functions of Human Resource ManagementPurpose at Human level: HRM has been developed by concentrating on internalised sources that stems from competitiveadvantage. Humans are the pivotal force and an extremely important asset of an organisation. HRMfunctions to exploit this relation between people and an organisation to develop the performance ofa company. Therefore, HRM has a role in quantitatively, calculatedly and strategically managinghuman resource in a systematic way. Communicating skills, leadership qualities and motivation forthe workforce are also some important objectives of HRM. Purpose at Organisational level: Broadly speaking, HR looks out for the leadership and cultural activities of an organisation. It alsomakes sure that the workforce is in harmony with the laws developed for labor and employees. Itsprimary purpose for the organization is to recruit skilled and efficient labor and then utilize, polishand integrate those skills towards the progress of the company. Talent assessment is throughperformance appraisals followed by rewards. HR is also sometimes authorized to manage payrollsand structuring benefits for the employees. However, with growing acknowledgment of HRM’s rolefor an organization it has become a key determinant of shaping the strategic processes of acompany. Last but not least HR at organizational level also deals with the termination of anemployee if they fail to work for the aimed benefit of an organization (lumenlearning.com). 1
Human Resource Planning: Human resource planning is an extremely important purpose of HRM. It involves the identification ofcompetencies that are required by a company to achieve its aims and then recruiting workforcehaving specifications that can potentially contribute towards those aims. Thus, the systematic andstrategic task of predetermining future goals of a company and the respective human skills requiredto fulfill them is called Human Resource planning (lumenlearning.com). Human Resources Planning under HRM: • Job analysis and job descriptions • Finding and selecting employees • Training and career development • Performance evaluation• Job valuation and payment• Industrial relations• Occupational health and safety• Information systems• Personnel AffairsFollowing is an elaboration of some of the key functions of Human Resource Management that plays pivotal role for an enterprise:Workforce Planning:This is the measurement of the performance by the employees. Ufone and Telenor Pakistan has set this measuring criteria in such a way that each of the employee is supervised and his or her performance is tracked. Training and Development: This is the process that aims to promote and build moral of the hired workforce. Ufone and Telenor Pakistan provides proficient training and skill development of their employees under the criteria developed by their HRM departments. Motivation, Rewards and Compensations: The employees who show extreme level of hard work and dedication and perform really well in the job that is assigned to them are rewarded with bonuses, incentive programs and many other benefits. This promotes a sense of confidence and motivation within the employees. Technology: Technical advancements play quite an important role in any business. Telenor Pakistan and even Ufone have the technical set up to make online interviews and even for the employees to work from home if need be. Aims and Objectives of HRM: Training and development of employees• Human-centered functions such as human relations, industrial relations, employee satisfaction,career planning, performance evaluation, recruitment and orientation programs• Synthesis of personnel management, industrial relations and behavioral sciences• Ensuring the formation of corporate culture• Ensuring employees to unite around common goals• Examining the aims of the organization together with individual objectives• Co-ordination of employees' relations with each other• Keeping high motivation for the employees• Ensuring information flow through communication channels2
• Targeting employees to achieve optimal performance level• Preparation of appropriate training environments to bring up well- educated, wise employeesHard and Soft HRM:There are various kinds of approaches to employee management undertaken by the department ofHuman Resource Management. A hard HRM has a more traditional focus on business activities whilesoft HRM is comparatively progressive. Following is a description of hard and soft HRM:Hard HRM: This approach to employee management primarily focuses on the identification of theneeds of workforce so that the right type of people are hired and managed. Some pivotal aspects ofthis approach are: * A regular change in the number of employees * Very low business transparency * Low wages * Minimum or no employee empowerment * Systems of Appraisal that are based on the performance of employees * A traditional or old fashioned approach to business managementSoft HRM: This approach on the other hand is more modern and progressive. It aims to treat theemployees as an important asset to the business. The staff members are treated as individualseffected by various socio-psychological factors. Soft HRM promotes rewarding and motivatingemployees and looking out for the needs of the workforce. Some pivotal aspects of this approachare: * More focus on future planning for the business as well as its labour * High level of business transparency maintained * Competitive payments, relies on salary benchmarking and bonus packages.* Empowering workforce * Systems of Appraisals that promotes opportunities for training and professional development * A democratic approach to business management Scope of HRM: In today’s world of technology and globalization, incorporation of HRM is highly important to keepup with the developmental policies of an organization. HRM is a detailed and divided functioningunit that has a scope of collectively working towards the progress of a company. It has a beneficialcontribution towards a company because HRM is not just a single managing unit. It has subdomainsand each of them burst out the benefits of productivity and progress. Principally, HRM is divided intothree major sub domains:1.Micro HRM2.Strategic HRM3.International HRM.As the name implies micro HRM works to target the functions of HR policies and practices. Thesefunctions are concerned with management at individual or of small groups such as the task ofrecruiting, selecting, performance, skills, training and development.The strategic domain of HRM has its concern focused on the strategic analysis of a company. Itcollectively focuses on the overall strategic policies that a business unit has adopted (Peter Boxall,John Purcell, and Patrick M. Wright, 2008).The third domain, International HRM, has its engagement on a global level. It connects the businesspolicies of a company with the International business processes that aims for global advancement ofthe company. It merges the functional processes of the above mentioned sub divisions and connectsthem to international standards and policies like, reviewing how selection and remuneration can beadapted to international principles and standards (Peter Boxall, John Purcell, and Patrick M. Wright,3
2008). Therefore, such integrated functioning of HRM justifies the scope of HRM for the progressand development of a company. A company is completely hollow unless an intricately working unitlike HRM has been integrated within to predict and analyze its key objectives and performances.Strengths and weaknessesDevelopment plans is a very useful policy of Human Resource department. Under this policy existingand future business structure is analysed and the employees are then trained in harmony with thosedevelopmental plans. However, such plans can be difficult to implement because they generallyrequire new talent. A comparison is established between the existing workforce and new talentwhich then can potentially destabilise the organisations activities. Another benefit of HRM stems from the destabilising stage of organisation’s activities. It allows acomparison to be developed and then helps filter employees whose skills sync no more with thedevelopmental plans of a company. Recruiting staff with talent and exceptional qualities can bequite challenging for a company. It is a crucial aspect of HRM since the workforce selected then hasto drive the policies developed for progress. If recruiting task is failed to yield a good workforce, thestrategies in theory fails to be implemented practically. HR therefore, primarily focuses to train theproficiencies of the existing workforce and can be regarded as a strengthening aspect. This rendersinternal opportunities to the employees as well as budgeting benefits to the organisation (Donohoe,2019).Organisational setup of Telenor:Telenor is one of the companies that globally supply quality data and media communication services.It is among the 7th highest mobile operational company with about 164 million subscribers and thetop leading cellular company in Pakistan. It is the only company in Pakistan that works in accordanceto the international content and communication services and has become one of the globally leadingmobile operators.With its focused based on providing the best and affordable benefits to itssubscribers, the company has been able to develop and flourish a lot since its inauguration. Atpresent, it is one of the largest cellular companies in Pakistan. By dint of focus and intense strategicplanning, Telenor has been able to render innovative services. The company has been able to thriveby dint of effective business strategies and HRM policies working in harmony. All the abovedescribed HRM benefits and scope have been analysed to be well incorporated within TelenorPakistan. Effective recruitment strategies, training and development of the existing staff, talentmanagement and developmental plans for the company are some key HRM activities adapted byTelenor to thrive the challenging world of media communication and flourish in it.Task 2 (LO2 and LO3)Evaluation of HRM practices in Telenor Pakistan: Innovation and creativity of Telenor Pakistan had always been reflected in their products, servicesthey provide and their campaigns for advertisement. Equal amount of creativity had been put intodeveloping the way of work of the company. The company had been successful enough to carve outnovel, unique and work friendly way that can assist the company to perform its activities to yieldgood quality, simple yet productive outcomes. Firstly, Telenor Pakistan has implemented a workstructure that stretches beyond the casual bureaucratic forms and channels of communication whichdemands performance from its employees. Secondly, the company has created a harmonious workenvironment where a sense of equality is felt between the workforce as same privileges andfreedom of communication is granted to them all. Where many organisations focus on formality and strictness, Telenor Pakistan, believes in a friendlyand casual work environment that encourages the employees to feel at ease and comfort. This isquite a human approach for management of resources as the comfort of employees is considered apriority for achieving the company’s aims and gaining progress. The following techniques are adapted by the Human Resource Management at Telenor Pakistan: 4
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