HRM Report: Strategic Approaches, Practices, and Employee Relations

This comprehensive report delves into the multifaceted world of Human Resource Management (HRM), exploring its core functions, strategic approaches, and practical applications. The report begins by defining HRM and its purpose, differentiating between strategic, hard, and soft HRM approaches in planning and resourcing. It then analyzes the strengths and weaknesses of various recruitment and selection methods, both internal and external, and evaluates how HRM practices benefit both employers and employees, with a focus on training and development. Furthermore, the report examines the importance of employee relations, including the role of trade unions, and the impact of employee legislation on HRM decision-making. The report illustrates the application of HRM practices within an organization, providing a holistic view of HRM's role in achieving organizational objectives and fostering a productive work environment. Finally, the report provides a critical evaluation of the HRM practices and their impact on the organization.

Human Resource
Management

TABLE OF CONTENTS
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
P1. The purpose and function of HRM, Nature of strategic HRM and Hard / Soft HRM
approach for planning and resourcing....................................................................................1
P2. Strength and weakness of different approaches to recruitment and selection..................4
M1.Functions of HRM can provide talent and skills appropriate to fulfil business objectives
................................................................................................................................................7
M2. Evaluate Strength and weakness of different approaches to recruitment and selection. 7
M3. Critical Evaluation..........................................................................................................7
TASK 2............................................................................................................................................7
P3. Benefits of HRM practices within the firm for both employers and employees..............7
P4. Evaluate the effectiveness of different HRM practices in terms of raising organisational
productivity and profit............................................................................................................9
M4. Different methods used in HRM practices, provide specific example.........................11
TASK 3..........................................................................................................................................11
P5. Importance of employee relationship in influencing HRM decision-making. Discuss the
relevance of trade unions in UK...........................................................................................11
P6. Identify the key elements of employee legislation and the impact over HRM decision
making..................................................................................................................................13
M4. Evaluate key aspects of employee relations management and employee legislation.. .14
TASK 4..........................................................................................................................................14
P7. Illustrate Application of HRM practices in an Organisation..........................................14
CONCLUSION..............................................................................................................................16
REFERENCES..............................................................................................................................17

INTRODUCTION
Human Resource Management refers to that function of management which helps in
hiring, maintaining and retaining an employee in the organisation. It is concerned with the
practices of monitoring employee performance, motivating them to accomplish company goals
and rewarding them for their work. JP Morgan Canary Wharf manage and delivers one of the
greatest feats of civic engineering. It delivers all kinds of construction project in an integrated
Project Manager basis. The report discusses about different functions of human resource
management, nature of strategic management and different approaches of HRM i.e. Hard and
Soft approach in planning and resourcing. It discusses about the impact of internal and external
factor in a Human Resource Management decision-making, including employment legislation.
TASK 1
P1. The purpose and function of HRM, Nature of strategic HRM and Hard / Soft HRM approach
for planning and resourcing.
Human Resource Management is defined as function performed in organisation that
facilitates the most effective use of people to accomplish individual and business goals. The
purpose of HRM is to conduct coordination of people within organisation to achieve specific
business objectives, maintain employee and fulfil staffing needs. It considers people as
organisational assets that will fulfil objectives and goals of company. In order to motivate them
to fulfil goals of company HR. professional works to create job satisfaction and employee
efficiency and effectiveness (Alfes and et.al., 2012). Thus, Human Resource management
emphasises the quantitative, calculative and strategic aspects of managing employees in a
systematic way by performing various functions which are as follows:
 Planning: Human Resource Management formulate plans to analyse number and type of
employees needed to accomplish organisational goals. HRM plans policies and identify
the methods to accomplish goals of Human Resource Department.
 Maintaining Employee Relation: Human Resource personal works to encourage and
motivate employees to achieve organisational goals effectively. In order to motivate
employees, HR should maintain strong relationship with them. Human Resource
professional emphasise on maintaining good relation between employer and employee.
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 Orientation: Human Resource professionals provide orientation to employees by guiding
them about the rules and norms of company. They introduce employees to organisational
objectives and goal, company rules, working hours, benefit programme and expectations
from employees (Boon and et. al., 2018).
 Training and Development: HR manager provide training to employees in order to
perform a given job more effectively. It is the function of Human Resource manager to
impart proper training to employees when required.
Illustration 1: HRM function
Source: (Internal and External Sources.2018)
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Nature of strategic HRM.
Strategic Management refers to framing of strategies, their implementation and
evaluation of effectiveness. Strategic HRM refers to an approach through which organisational
goals will be achieved by integrating Human Resource strategy, policies and practice. SHRM
aim is to ensure that strategies of Human Resource Management should serve as means to ensure
effective contribution of employee in achieving goals of firm (Booth and van Ours, 2013).
Strategic Human resource Management has three main objectives which are as follows:
 The integration of Human Resource strategies with business goal. It aim is to integrate
strategy through Horizontal and Vertical hierarchy in organisation.
 To provide direction in case of Crisis and turbulent environment so that business needs of
organisation and collective needs of employees can be met by implementation of
effective and practical HR policies and programmes. Objective of SHRM is to contribute to the formulation of business strategy by drawing
attention to ways in which the business can capitalise on the advantages provided by the
strength of its human resource (Brewster, Chung and Sparrow, 2016)
Hard / Soft HRM approach for planning and resourcing.
Hard Human resource Management is defined as staff management system in which
employees are considered as a resource that needs to be controlled to achieve the highest profit
and competitive advantage. The aim of this form of management is to identify workforce needs
of the business and recruit accordingly.
Soft HRM refers to that management system where employees are treated as the valuable
resource of firm and needs to be treated with motivation in order to accomplish desired goal of
business. The aim of Soft Human Resource Management is to considered employees as valuable
and source of competitive advantage (Fahy and et. al., 2017).
Difference between Hard and Soft Human Resource management approach for planning
includes:
Hard HRM Soft HRM
 Treating of employees simply as a  Employees are treated as individuals
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resource of the firm and manage them
accordingly.
and their needs are planned
accordingly.
 This approach of HRM builds a strong
link with corporate business planning
and recruit employees on the basis of
needs and demands of organisation.
 It focuses on long term workforce
planning and regular two way
communication between employees and
employer.
 It focuses on what resources do we
need and how does we get them and
how much they will cost.
 Competitive pay structure that includes
suitable performance reward (Van and
et. al., 2012).
 This approach of HRM involves
minimal communication with
employees and little empowerment or
delegation of authority and power to
employees.
P2. Strength and weakness of different approaches to recruitment and selection.
The basic and most important function of Human resource Management is to recruit and
select right people for performing the given job. It is essential to have good recruitment process
to attract the right kind of applicant for fulfilling business needs. Thus, a good recruitment
process helps in minimising the time involved, cost of searching and interviewing person, etc.
There are two forms of recruitment and selection i.e. external and internal recruitment (Hofstetter
and Harpaz, 2015).
Internal recruitment refers to hiring employees from within the organisational
department this includes transfer or promotion. Transfer of employee refers to shifting from one
department to other whereas promotion refers to promoting employee at higher level position.
Benefits of Internal Recruitment: Economical: Recruitment through internal source is economical as it saves cost of
recruitment process. It helps firm to save both time and money as recruitment through
external sources includes advertising for job, employing recruitment agencies, etc.
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Further, Internal recruitment helps in reducing employee turnover as employee are been
promoted to higher position which keeps them motivated and satisfied. Familiarity: Employees of the firm are tried and tested this saves time of HR department
as they do not need to do orientation of employees. As employees are well aware of the
culture, norms and policies of background employees are more comfortable to job
position. Employees are fully acquainted with firm hence, job training can be reduced. Increase loyalty: Internal recruitment is the best way to build loyal and faithful
employees for the firm. It is a useful signal to employee and assures them that their
services are recognised and this helps in maintaining their motivation and morale.
Demerits of Internal Recruitment: \ Prevent new entry: Internal recruitment prevents new blood from entering the
organisation. This creates a major drawback as innovative ideas and fresh thinking cannot
be promoted which can be possible only through external recruitment (Jayawardena and
et. al., 2013).
 Less Scope: The scope of internal recruitment is limited as it is not possible to fill up all
the vacancies of the job through this approach of recruitment. Further, there are chances
of personal bias or partiality in transferring or promoting employees.
External recruitment refers to attracting qualified applicant to apply for the vacant
position in the firm either through direct contact or through public advertisement, Management
Consultant or Recruitment Agencies, etc.
Benefits of External Recruitment:
 Promoting new talent: External recruitment help in promoting and entry of fresh blood
in the organisation which leads to innovative ideas and fresh thinking which help in
promoting business. Further, highly qualified and experienced employees may help the
company to increase their productivity. Healthy Competition: Recruiting new applicants for company helps in promoting
healthy competition in organisation. Current employees are motivated to challenge their
skills and attitude for becoming more effective while performing their job roles. Wider Scope: The scope of external recruitment is more in compare to internal
recruitment as different job opportunities can be filled through external recruitment. It
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provides the requisite type of personnel for an organisation, having the required skill
(Hoque, 2013).
Demerits of External Recruitment: Dissatisfied employees: External source of recruitment reduces morale of employees
because outsiders are preferred to fill up superior vacancies. It reduces the chance of
career development and advancement for employees.
 Time consuming and Costly: This method of recruitment is time consuming and costly
as compare to internal recruitment. Firm needs to incur cost on advertising the job
vacancies, recruit external agencies, etc. Further, new applicant is not aware of norms and
policies of company this means HR manger needs to provide complete orientation to
employee (Tangthong and et. al., 2014).
Illustration 2: Sources of Recruitment
Source: (Internal and External Sources.2017).
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M1.Functions of HRM can provide talent and skills appropriate to fulfil business objectives
Human Resource Management functions help the firm by providing with proper structure
and ability to fulfil business needs. It helps management to effectively combined talent of
employees so that all objectives can be met.
M2. Evaluate Strength and weakness of different approaches to recruitment and selection.
Strength
Internal source: External source:
It help in motivating employees as recruitment
is done within organisation.
This provide firm with new and fresh talent
which promotes innovative ideas within
organisation.
Weakness:
Internal source External source
There may be bias or partiality in promoting or
transferring employees within organisation.
It is very costly and time consuming as it
includes various process and procedures.
M3. Critical Evaluation
The applicant for higher position should be recruited through internal recruitment. This is
because employees of the organisation are familiar with norms and culture and further,it will
create more loyalty between employees.
Job vacancies for employees or at lower level of management should be done through
external recruitment as it will bring in more fresh and innovative ideas in the firm.
TASK 2
P3. Benefits of HRM practices within the firm for both employers and employees.
Human Resource Management practices are vital for success of organisation as it gives
competitive advantage to firm and helps in improving and enhancing productivity of employees.
There are many HRM practices which is done by the HR managers like; training and
development, employee performance management and monitoring, etc. The most crucial among
them is Training and development practice (Jenter and Kanaan, 2015).
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Learning, Training and Development: The term training and development refers to providing
required resources and opportunities to address the given job role effectively. It helps in
increasing employee’s ability to perform through learning and increasing his/her skills and
knowledge.
Benefits of HRM practices for employees:
 The HR. practices enables employees to fulfil the given job role effectively and improve
their knowledge and skills through training and development.
 HRM practices help in motivating and encouraging employees to take up any challenge
and overcome it with their skills and ability.
 Human Resource manager helps in building employee and employer relationship which
benefits the firm as responsibilities are shared (Human Resource Management Good
Practices.2017).
 Employees can refer their issues to HR department which help in resolving them. Thus,
HRM practices are way through which employees can resolve their problems.
 HRM practices provides support to employees who suffers from any discrimination or
who feels that his/her rights are been violated. Human Resource manager provides
remedy to the situation and in case of major issue provides protection through anti-
discrimination and harassment laws and assist employees with legal matters (Kim and et.
al., 2016).
Benefits of HRM practices for employers:
 HRM practices coordinates various job roles in proper way which help Canary Wharf to
achieve success and opportunities of growth.
 Employees can bring innovation in the firm and help in achieving new heights of success.
Thus, HRM practices help employer of Canary Wharf to get efficient employees who can
help their firm to garner more profits and success.
 People provides various capabilities and behaviours within Canary Wharf which help to
execute firm’s strategy successfully.
 HRM practices include providing benefits to employees by providing increased access
and flexibility in employee benefits, Canary Wharf can not only recruit qualified
personnel but can retain them.
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 Human Resource manager works to integrate goals of Canary Wharf with individual
goals which helps employers to effectively accomplish their targets.
P4. Evaluate the effectiveness of different HRM practices in terms of raising organisational
productivity and profit.
Human Resource Management practices are vital for the success of organisation they
help in achieving goals and objectives of firm. There are different HRM practices which are
beneficial for firm these are:
:
Illustration 3: HRM
Practices
Source: (HRM Practices.2018).
Training and Development: These are vital functions of Human Resource Management.
Training is defined as setting up of program to improve or developed additional competency or
skills in an employee on the job. Development is a long term process which involves providing
opportunity to employees to improve their knowledge through learning (Lamba and Choudhary,
2013).
Benefits of Training and Development:
 Training and development are essential tool to improvise the skills of current and new
employees. This tool of management helps in addressing the given job role more
effectively.
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 It provides chance to employees to improve their attitude, skills or knowledge with
resultant improvement in the behaviour. Training and development ensures that employees get the right skills at right time and
more trained employee will commit less errors in job.
Flexible Working Hours: It refers to comfortable working hours which are provided to
employees within workplace. Employee should work for 40 hours a week and more to that can
harm the health of people in the organisation.
Benefits of Flexible Working Hours:
 Flexible working hours provide enthusiastic employees to the firm which help in
accomplishing targets of organisation more effectively.
 It provides employees to meet their family needs, personal obligations and life
responsibility more conveniently.
 Flexible working hours act as magnet to retain qualified professional within firm as
employees are getting less load over them and are motivate to work within firm. Motivate and enthusiastic employees help in increasing productivity of firm which helps
in delivering better service to customer. Flexible working hours act as Morale booster of
employees.
Employee performance management and monitoring: The term refers to systematic
process through which a company strives to improve organisational effectiveness and
productivity. Tools for employee performance are: tracking, monitoring and optimising
employee behaviour and activities (Ledford and et. al., 2016).
Benefits of Employee performance management and monitoring:
 This practice of Human Resource management assures consistency as through this HR
professionals can opt for promotion, transfer of any employees.
 It helps in evaluating training needs and plan training programmes accordingly. Highly motivated employees are likely to be more loyal which helps in attaining goal of
company effectively.
Payment and reward management: It refers to formulation of policies and strategies that aim to
reward people equitably, fairly and consistently in accordance with their value to organisation.
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