HRM Report: Human Resource Management, Data Analytics, Ulrich Model

This report delves into the core concepts of Human Resource Management (HRM), exploring its role in organizational operations, strategic planning, and workforce management. It defines key HR skills and their importance. The report also examines Strategic Human Resource Management (SHRM) and the Ulrich Model, outlining how the model structures HR roles to enhance company value. Furthermore, it discusses the application of data analytics in decision-making, including the use of data sets, KPIs, and machine learning to improve customer experience, employee satisfaction, budgeting, and strategic planning. The report concludes with a list of references for further reading on the topics discussed.

Formative Assessment

Table of Contents
Define Human resource management and key skills of HR personnel..................................3
What is SHRM, define in context to Ulrich Model ...............................................................3
State, how can Data Analytics used in decision making .......................................................3
REFERENCES:...............................................................................................................................4
Books and Journals.................................................................................................................4

Define Human resource management and key skills of HR personnel
Human resource management is most important part of an organisation which perform
various activities such as planning, organising, managing, controlling and directing the
organisation operations and whole workforce to achieve the organisation goals. It is a strategic
approach to efficient and effective management of employee in a company to improve their
performance for overall development (Podolsky and Hackett, 2021). HR personnel is one who
perform all these activities for that they needed various skills such as communication skills,
decision making skills, training skills and many more.
What is SHRM, define in context to Ulrich Model
Strategic human resource management refers to a managerial function that implies
formulating of HR effective strategies in a way to guide and direct staff members efforts towards
the organisation goals (Farndale and Paauwe, 2018). It is a process of guiding and managing
human resources which connects the workforce with business strategies, goals and objectives of
an organisation. Ulrich Model is a method which helps an organisation to divide the roles of HR
into different functions such as strategic partner, change agent, employee champion and
administration expert which allow HR to become specialist in one field in order to increase the
value of company(Wood and Kispál-Vitai, 2021).
State, how can Data Analytics used in decision making
Data analytics has been determined as process of evaluating the data sets related to
customers, suppliers, finance and many more to find recent trends as well as draw conclusion
regarding information (Qin, and Chiang, 2019). It helps management of company to make
effective decisions to increase customer experience, employees satisfaction, make effective
budget and market plan for the achievement of future success (Piryonesi and El-Diraby, 2020).
By implementing various tools and techniques of data analytics such as KPI tracking, past

records, machine learning and so on management make effective decision to increase
productivity along with sales.
REFERENCES:
Books and Journals
Podolsky, M. and Hackett, R.D., 2021. HRM system situational strength in support of strategy:
its effects on employee attitudes and business unit performance. The International
Journal of Human Resource Management. pp.1-34.
Farndale, E. and Paauwe, J., 2018. SHRM and context: Why firms want to be as different as
legitimately possible. Journal of Organizational Effectiveness: People and Performance.
Wood, G. and Kispál-Vitai, Z., 2021. CONCEPTS, PRACTICES AND TRENDS IN
SHRM. Strategic Human Resource Management: An International Perspective. p.74.
Qin, S.J. and Chiang, L.H., 2019. Advances and opportunities in machine learning for process
data analytics. Computers & Chemical Engineering. 126. pp.465-473.
Piryonesi, S.M. and El-Diraby, T.E., 2020. Role of data analytics in infrastructure asset
management: Overcoming data size and quality problems. Journal of Transportation
Engineering, Part B: Pavements. 146(2). p.04020022.