Employee Role in HRM: Strategic HRM and Performance Analysis Report

This report delves into the multifaceted role of an employee within the realm of Human Resource Management (HRM). It examines the strategic and managerial responsibilities, particularly focusing on the functions of an HR manager. The report outlines key responsibilities, including providing guidance on compensation and benefits, ensuring legal compliance, and developing employee training programs. Furthermore, it highlights the importance of performance evaluations, recruitment processes, and the establishment of clear job descriptions. The report also addresses the significance of staying updated with HR policies, developing conflict management strategies, and coaching employees. The report is based on research from Aswathappa (2013) and Price (2015), offering insights into practical HRM strategies and their impact on organizational effectiveness.

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Employee Role in HRM
Name
Institutional Affiliation

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What is your direct or indirect role in HRM at your organization?
Human Resource Management is involved in the execution of operational business plans
to ensure the smooth and efficient flow of the workforce in an organization. People are the most
important asset in any organization as they are the specific resource who help the business to
operate and run its functions (Aswathappa, 2013).
I will discuss the roles of both a manager and an employee of the HRM department. As
an employee specifically a manager in HR, I have strategic and management roles in the
organization.One of my roles in HRM is to provide guidance and direction to compensation and
benefits specialists. Ensure that the benefits programs and HR policies meet the legal
requirements(compliance) and are competitive enough to attract and keep the employees.
Engage in planning a development program for other employees through the provided
Human Resources strategic planning activities.These include leadership training and
development seminars and workshops.The training will definitely improve the performance of
HRM and other staff in the organization as well as productivity. (Aswathappa, 2013).
Examination of the employee performance records to identify the places where an individual
could improve through job skill training. In general, they couch, train and counsel employees to
develop better skills.
Recruitment, firing and laying off of employees when necessary.Recruiting involves
coming up with hiring questions for the interviewers and also selecting the best people for the
available position.Providing a clear job description as well as job standards. Orientation should
also be handled properly as this will be the first time the new employee is being shown around

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(Price, 2015). .Keeping up to date with the ever-changing policies in HR and also to ensure that
the organization is quickly improving by better HR Strategies.
Lastly, developing the conflict management strategies and conflict resolution steps as
conflicts are bound come up where individuals from different background make a team.Coaching
the employees on how to efficiently put to use the strategies and steps provided for conflict.

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References
Aswathappa, K. (2013). Human resource management. New Delhi: McGraw Hill Education.
Price, A. (2015). Human resource management in a business context. [Mason]: South-Western
Cengage Learning.