Project Portfolio: HR Management and Skills Development

This project portfolio delves into the multifaceted realm of Human Resource Management (HRM). It begins with an overview of the project's background and context, tracing the evolution of HRM from personnel administration to its current strategic importance. The project then explores various models and theories that underpin HRM analysis, including the Harvard Analytical Framework, the Matching Model, and the Universalistic Theory. The core of the portfolio focuses on the preparation and implementation of effective planning for aspiring HR managers, emphasizing the acquisition of essential skills, such as communication, conflict management, and problem-solving. The project analyzes the skills needed to address work-based problems, evaluates actions not taken, and provides a portfolio of evidence. The document concludes with a logbook entry summarizing key learnings from the project. This comprehensive approach aims to equip students with a thorough understanding of HRM principles and practical application.

PROJECT/PLACEMENT
DESIGN AND
IMPLEMENTATION

Contents
PROJECT PORTFOLIO 2..............................................................................................................1
Brief background and context towards the project......................................................................1
Models and theories to under pin the analysis.............................................................................1
3. PREPARATION AND IMPLEMENTATION OF EFFECTIVE PLANNING FOR BECOME
AN HR MANAGER........................................................................................................................3
6. What learning you took from the project by giving a portfolio of evidence?.........................6
CONCLUSION................................................................................................................................7
REFERENCES................................................................................................................................9

PROJECT PORTFOLIO 2
1. Brief background and context towards the project
Human resource term determines and commonly used from several years so that it is now
turn as personnel administration. In this way, in present project consider technical aspects of
hiring, evaluating, training and compensating (Knowles, Holton III and Swanson, 2014). It helps
to develop practices which increase substantial competitive pressures in American enterprises.
Organisation began their functions and operations with technological changes. It rises concern of
the firms which could be engage towards the strategic planning. In addition to this, process also
anticipating with future changes in the environment conditions and align it with the different
components. As results, it creates a way to promote effectiveness of the organisation in
systematic manner.
Along with this, it also carries different activities in the enterprise that ensure successful
and effective utilisation of employees. Hence, it helps to focus on the attainment of individuals,
group, etc. goals and objectives. In these functions, business focuses on the management and
consist different activities and practices at workplace. It assists to deal with different phases of
HRM and attain more systematic results as well. It includes employment cycle, pre-hiring,
staffing, etc. In upcoming period and necessary qualifications helps to attain desired activities
and goals to make sure that important things has been attained (Marchington, Donnelly and
Kynighou, 2016).
2. Models and theories to under pin the analysis
In respect to deal with the under pin analysis, it is important to look upon the HRM and
its theory. It will help to considered analytical activities with the advance concept. Therefore, for
the present project of HR it consisting different theories and models to deal with innovations.
They are as follows:
 Harvard Analytical Framework: In respect to determine the HRM theory, it is become
develop success to make innovative results and outcomes. In this way, exclusive
operations in management have been published in USA and UK. This model describe in
the Harvard Business School in 1980. It creates a way to increase concept rapidly so that
there are several theories included and propounded with this model (Bratton and Gold,
2017). Therefore, it consists stakeholders interest, external and internal environment,
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vision, policy, choice, etc. Therefore, idea convey with team approach which concluded
main qualities and characteristics which describe bears stakeholder perspective
(Kavanagh and Johnson, 2017). Further, it considered mutual cooperation and
commitment which develop effectiveness in the HRM functions and operations to convey
effective functioning.
 Matching Model: Matching model considered way to accomplish objectives with
applying major functions such as selection, performance, appraisal, reward and
development. This model describes work and contribution with proper human resources
which evaluated with appropriate techniques. A different kind of reward in this project of
HR assists to consider results of appraisal towards the performance. HRD procedures and
programs help to accomplish desired result in the business environment with cyclical
process with every function. In this model, all key functions are utilised with more
comprehensive manner (Bratton and Gold, 2017). In addition to this, in this
consideration, there is model classified with Guest theory which demonstrated in three
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Illustration 1: Harvard Analytical Framework
Source: (Models and Theories of Human Resource Management, 2018)

categories such as descriptive, normative and strategic. Key environmental elements
identifies which could be influence to the internal and external environment factors.
 The Universalistic Theory: In this theory, it can be stated that there different best
practices and high performance with work practices. There are different assumptions and
arguments seen that create linear relationship between human resources practices and
system. Furthermore, this model ensures that best practices applied and universally
acceptable to make successful results. In addition to this, organisation also gets success
which is best measured in term of financial performance indicators like profits. In this
regard, universally best practices applicability develops creative and systematic results to
maintain effectiveness. Therefore, it imposes better work with heterogeneity of people
and behaviours. As results, it will help to attain proponents that are classified in HRM.
From the arguments of different authors, it can be stated that it describe innovative results
and characteristics that are universally applicable in the research (Knowles, Holton III
and Swanson, 2014).
3. Preparation and Implementation Of Effective Planning For Become An Hr Manager
To become a HR manager student to preparation various types effective planning for
become an effective HR manager in organisation. During completion of academic course,
student need gain broad knowledge about getting introduced to various HRM activities being
done in an organisation in proper way. Is in case of learning about various skills and experiences
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Illustration 2: The Matching Model
Source: (Models and Theories of Human Resource Management, 2018)

about HR manager, I have to acquire quality of education in regarding to HRM activities, which
can assist me to become a successful HR manager in my life. So in case of becoming an HR
manager, I need to work more hard to gaining appropriate knowledge about acquiring HRM
experience (Quinn, 2017.). Human resource manager is an extremely exciting and evolving
profession and it is a highly strategic role and involves a range of policies,.processes and
practices relating to the needs of individuals, as well as overall business needs amongst the
organisation. HR is a great job outlook which attract me most to select these professions. For
becoming a successful and effective HR manager in company, I need done a HRM program
course from recognised university from where, I can acquire wide range of knowledge relating to
various functions of human resource management and some effective terms of managing all
activities in order to making proper development in its interpersonal skills and acquired skills as
well (Flamholtz, 2012). It can be said that, the student needs to follow up effective functionality
of the business in order to gaining proper development in such skills and development areas such
as, workforce, characteristics. Business strategy, management, philosophies and task
technologies etc. all the assessment criteria must be done in respective manner so that HRM long
terms of the business planning in respect to meeting desired goals of the student. In terms of
gaining proper knowledge, student will have to attain all HRM practices and functioning which
is being thoughts in course. In addition to this, the student must be aware of HRM functions and
responsibilities as per organisation scale. An HR manager will need to have a strong
understanding of human resource policy, and the legal issues around recruiting and staffing a
company. Beside from it, the student has to understand the organisational strategy which can
assist them to understand the vision and mission of company. The student must require learning
relationship management techniques and building effective relationship with people across at all
levels, which can assist its employees to easily trust on them and also deal with personal
information such as salaries and grievances which incur at workplace. Apart from it, the student
also needs to understand the all concepts of becoming effective HR manager in life. The student
also need to acquire various form of experience and knowledge concerning to HRM roles and
responsibilities in business, so it will assist them to reaching to their desired goals to becoming
an HR manager in well-known organisation.
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4. The Skills That I Need To Develop To Solve Work Based Problems
In order to becoming in an HR manager, I need to acquire several types of skills and
experience in regarding to become an effective HR manager in organisation. An HR manager
faced several types of work based problems and they have to manager it within short time period
in very quick way (Briscoe, Tarique and Schuler, 2012). In addition to this, to becoming an HR
manager, I need to acquire multiple numbers of skills in order to building better relationship with
each other in the market. It has been seen that, there are numbers of issues can be faced by HR
manager at initial level, so most of the sills they have to improve which is management skills,
negotiations, communications. Discrete and ethical, duel focus, conflict management and
problem solving, change management etc. it can be said that, these are those issues which is
facing by most of organisation in today's world. In case of my approach, I have faced
communication issues with employees while performing my responsibilities at workplace.
Communication issues being cause of ineffective performance in business while performing task
of an HR manager (Anderson and Anderson, 2010). I cannot better engage with employees
because of lack of communication at workplace, which affect my performance in the business in
relevant form. Beside from it, I have also identified that conflict management and problem
solving skills also vital part for me which I needed to be learnt in order to resolving issues and
conflicts in better way which incur in business often times. I have to observe which is being done
at workplace and according to them, right decision must be taken in order to solving problems
and conflicts in business.
5. Analyse and Evaluate the Action You Did Not Take and Why
In order to gaining proper development in work based issues and conflict, I need to utilise
some areas where I can improve my skills in effective way. I need to use some areas by which
sufficient development can be gained. Unlike this, I have to use of interpersonal skills to proper
management of conflicts and situations at workplace (Garavan, Carbery and Rock, 2012). I have
notices that, HR manager always faces conflicts situations in firms and they have to identify
work based factor behind conflicts. As per identified areas in business, HR has to find out the
ways to allow that to happen and in regarding to this, they can identify the actual situation of
dispute at workplace. Multiple activities are being done in company and HR of company has
responsibilities to maintain environment in effective manner and also building a creative
environment at workplace, so they can better manage works of the business. Moreover, I need to
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improve my communication skills which will assist me to better engaged with my employees in
the business in terms of understanding the issues at workplace (Hendry, 2012). There are various
types of changes can be occurred in business as per modern demand and necessity in industry. So
change management become one of the major issues for HR manager, so they need to make
understand everyone in better way and tell them benefits of changes in business environment, so
organisational performance might be improved. Apart from it, effective communication skills
assist me to better engaged with my employees at workplace, so they can furnish me appropriate
suggestion to necessary changes in business in order to meet desired goals and objectives.
In order to develop the skills which would be helping in solving the problems that are
arising at working environment there are some set of actions which need to be developed like
that of planning and organising. The first thing which is required to have is to plan out how and
what would be done to develop skills this is the main action that needs to be taken.
Planning: this would be making all things easy and simpler to manage on the part of any
individual as through this person is able to look up what actually they should do. This could be
done only after they knew on what part they are lacking like in order to solve the problem there
must be very good knowledge and analytical thinking (Kippers and Visscher, 2018). So to build
up both these they should be planning that this could be done by reading and gaining more
knowledge on different aspect of work related issues.
6. What learning you took from the project by giving a portfolio of evidence?
Log book: this is the summarised book which is including record related to various
events or any other details like that of whole life events or a journey. This is very much helpful
especially on part of trainee as they could include their daily learning or progress of their
working that to on daily bases. This then is been checked by their supervisors or the one who is
guiding them with their work (Kippers and Visscher, 2018). In same sense workers and students
are also included who are preparing this logbook and they need to write up their daily findings
and learning into that and this is further checked by their teaches or supervisors giving them
feedbacks on that.
Critical incidents' diary: this type of work would be including all types of unusual
events related to all staff and employees of company and this would be kept by their manager of
each employee. This is especially done for the appraisal period of that employee as this will be
including the special notes and critical incidents which are related to how did they performed.
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This is also including the behaviour of those employees and then ranking them on bases of all
these mentioned criteria ranging from best to the worst employees. This critical incidents' diary
is telling and letting know managers what their each staff members is doing and how could the
help them in betterment of their employees performance and behaviour both.
Feedback: this is the most especial part which is including giving feedbacks to their
juniors which is mainly done by the managers of all employees (Lunenberg, 2018). This diary
will be telling them how employees are performing and how better they need to perform. This is
particularly for the employees or trainee know their best and worst part which they need to
improve and which they need to correct. Feedback is good for future development and growth of
the trainee that must be taken by them for their own betterment only.
CONCLUSION
At the end it was concluded that there are various skills which need to be there if person
as results, it creates a way to promote effectiveness of the organisation in systematic manner. It
includes employment cycle, pre-hiring, staffing, etc. Discrete and ethical, duel focus, conflict
management and problem solving, change management etc. it can be said that, these are those
issues which is facing by most of organisation in today's world. Apart from it, effective
communication skills assist me to better engaged with my employees at workplace, so they can
furnish me appropriate suggestion to necessary changes in business in order to meet desired
goals and objectives. In respect to deal with the under pin analysis, it is important to look upon
the HRM and its theory. It will help to considered analytical activities with the advance concept.
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REFERENCES
Books and Journals
Knowles, M.S., Holton III, E.F. and Swanson, R.A., 2014. The adult learner: The definitive
classic in adult education and human resource development. Routledge.
Bratton, J. and Gold, J., 2017. Human resource management: theory and practice. Palgrave.
Kavanagh, M.J. and Johnson, R.D. eds., 2017. Human resource information systems: Basics,
applications, and future directions. Sage Publications.
Marchington, M., Donnelly, R. and Kynighou, A., 2016. Human resource management at work.
Kogan Page Publisher.
Quinn, R., 2017. Guns, Germs & Steel: The Fate of Human Societies. Macat Library.
Flamholtz, E. G., 2012. Human resource accounting: Advances in concepts, methods and
applications. Springer Science & Business Media.
Briscoe, D., Tarique, I. and Schuler, R., 2012. International human resource management:
Policies and practices for multinational enterprises. Routledge.
Anderson, D. and Anderson, L. A., 2010. Beyond change management: How to achieve
breakthrough results through conscious change leadership (Vol. 36). John Wiley &
Sons.
Garavan, T. N., Carbery, R. and Rock, A., 2012. Mapping talent development: definition, scope
and architecture. European Journal of Training and Development. 36. 1. pp. 5-24.
Hendry, C., 2012. Human resource management. Routledge.
Kippers, W.B.. and Visscher, A.J., 2018. Data literacy: What do educators learn and struggle
with during a data use intervention?. Studies in Educational Evaluation, 56, pp.21-31.
Lunenberg, M., 2018. Teaching and Learning Self-Study Research: Tracing the Map.
In Teaching, Learning, and Enacting of Self-Study Methodology (pp. 101-110). Springer,
Singapore.
Online
Models and Theories of Human Resource Management, 2018. [Online] Available through:
<http://shodhganga.inflibnet.ac.in/bitstream/10603/155771/16/13_chapter%203.pdf>.
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