HR Management Report: London Company HR Management Analysis

This report examines the HR management practices of a London-based company, focusing on the different forms of capital (human, organizational, and social) that contribute to its success. It defines the role of people management practices, including resourcing, training and development, and performance management, in supporting these capital forms. Furthermore, the report identifies potential risks and problems the organization may face in the future, such as strategic, operational, compliance, and financial risks, and provides recommendations to mitigate these challenges. The analysis is based on the company's unique structure, culture, and industry position, offering insights into effective HR strategies for creative and innovative organizations. The report concludes with a summary of the key findings and recommendations.

HR MANAGEMENT

TABLE OF CONTENTS
INTRODUCTION...........................................................................................................................3
1. Explaining different forms of the capital that contributes to success of the Mother ..............3
2. Defining the role of the people management practices supporting such capital forms .........3
3. Risk and problems for organization.........................................................................................4
CONCLUSION................................................................................................................................5
REFERENCES................................................................................................................................1

INTRODUCTION
HR management practices deals with the process of recruitment, training and selection of
the highly talented people in the organization in order to attain organizational success. The
present study is based on the case study in London, highlighting the forms of the capital,
practices of people management and the problems that the Mother may face in future.
1. Explaining different forms of the capital that contributes to success of the Mother
The 3 major forms of the capital through which the mother has drawn for developing her
creative outputs are Human capital, organizational and a social capital.
Human capital- They are seen as entirely reliant upon quality of their respective human
capital for achieving success (Gorman and et.al., 2017). This means that they adopts the people
centred approach. The staff itself is having higher reputation within the industry that is built over
several years and they seems to be highly experienced and skilled. They have the passion of the
creativity, inquisitive, challenging and conviction regarding the work they perform.
Social capital- the culture within the firm plays a crucial role in the success of the
mothers and the fir with an organisational culture provides higher level of priority to the
creativity which in turn is essential for attaining success. Without this form it is not possible for
the mothers to convert their skills into the valuable output.
Organizational capital- It relates to the process, structure and the procedures which are
considered as the core principles of the mother (Meyers and et.al., 2019). The structure of an
organization is seen as relatively flat containing only the three levels of an interaction between
the junior staff and the partners.
2. Defining the role of the people management practices to support such capital forms
People management practices refers to the shared responsibilities between three types of
the groups that is HR team, discipline heads and the partners. Such practices makes the direct
contribution towards the success of the Mother in the future (Jain, 2016). Resourcing is the
practice where the task of the human resource is to balance with needs and requirements of an
employees for the challenging work. Training and development is an another practice which
helps in developing the skills and personality of an employees. Lastly, performance management
and the rewards is the practice that helps in encouraging the employees to perform the task
effectively and efficiently.

3. Risk and problems for organization
Mother is creative and innovative nature company, in which 280 employees are integral
part of mother holding (Vorobyova and Raju, 2018). It has twenty branches along with 700
employees and some freelancers as well. Organization can get risk in future during people
management such as-
Strategic risk
Mother is London's organization in which more than 700 employees offers services in
different location. Still, number of employees is fewer therefore organization enables to manage
peoples and encourages them for creating creativity at workplace (Saxena, 2019). but over the
time number large number of peoples connects with the company, in that state Mother might be
unable to manage people effectively. In future if organization act on current policies without
alteration prolong time organization unable give values of the employees. Out updating of the
policies can create risk for the company.
Operational risk
Organization has main yield to manufacture advertisement for the TV, cinema and
marketing events. Mother mainly participates in the marketing events. In future organization can
face operational risk because organization unable to manage people's productivity at workplace,
Due to high productivity, HR unable to assign operation to individual employees which can lead
loss in company.
Compliance risk
compliance risk refers rule and regulation of the government which is changed up to
time. in future organization can face this problem during people management where organization
unable to recruit large number of employees on low salary (Sielicka, Choma and Kowalczyk,
2019). Thus, policies issues can disrupt company during people management.
Financial risk
To manage people requires well-formed strategies which assists HR to manage peoples.
In future organization can face financial risk because each strategy requires high budget. Lack of
economic resources can unable to introduce profitable strategies for the people management,
RECOMENDATION
 If organization keeps flexibility in policies, in that state organization can give compliance
to employees in the company. Organization should keep flexible policies strategies.

 Saxena, N., 2019Sielicka, E., Choma, A. and Kowalczyk, D., 2019Vorobyova, K. and
Raju, V., 2018If organization introduces various strategies and practises over the time
can helps organization to manage people and can encourage them for innovation.
Therefore, mother should apply these strategies to overcome the operational risk.
 To overcome operational risk organization should give training to employees so that they
become multitasking and enables to perform each type operation in the company.
 Financial risk can overcome by improving funding source which helps organization for
the future.
CONCLUSION
In this report can be concluded different forms of capital contribution for the mother
success. Roles of people management practices for supporting these capital has been
summarized. In this report has been concluded various type of risk which can face in future for
the people management area.

REFERENCES
Books and journals
Gorman, C. A. and et.al., 2017. An exploratory study of current performance management
practices: Human resource executives’ perspectives. International Journal of Selection and
Assessment. 25(2). pp.193-202.
Jain, A., 2016. Shift in HR professionals role: critical trends in HR management
practices. International research journal of management, IT and social sciences. 3(5).
pp.38-47.
Meyers, M. C. and et.al., 2019. HR managers’ talent philosophies: prevalence and relationships
with perceived talent management practices. The International Journal of Human Resource
Management. pp.1-27.
Saxena, N., 2019. An Overview of Classical Management Theories. BICON-2019, p.173.
Sielicka, E., Choma, A. and Kowalczyk, D., 2019. EVENT ORGANIZATION AND
MANAGEMENT TEAM BUILDING. OF A PERSONALITY, p.26.
Vorobyova, K. and Raju, V., 2018. KNOWLEDGE MANAGEMENT AND
ORGANIZATIONAL EFFECTIVENESS AS A SUCCESSFUL PATH TO
GLOBALIZATION FOR SMALL AND MEDIUM ENTERPRISES. PEOPLE:
International Journal of Social Sciences. 4(3).
Saxena, N., 2019Sielicka, E., Choma, A. and Kowalczyk, D., 2019Vorobyova, K. and Raju, V.,
2018
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