HRM Report: HRM's Role in Training, Development, and Performance

This report provides a comprehensive overview of the role of Human Resource Management (HRM) within organizations. It begins by defining HRM and its impact on organizational effectiveness, emphasizing its role in creating a healthy and safe working environment through policy development and conflict resolution. The report then delves into the crucial role of HRM in employee training and development, highlighting how it ensures that employees are equipped with the necessary skills and knowledge to contribute to organizational goals. Furthermore, the report addresses performance management, exploring how HRM maximizes productivity and faces various challenges, including adherence to laws and regulations, change management, and leadership development. Employee relations are also discussed, emphasizing their importance in fostering a positive work environment and resolving issues effectively. Finally, the report evaluates the scope and policy goals of HRM, emphasizing its role in manpower provision, career development, and ensuring alignment with organizational policies. The conclusion reiterates the integral role of HRM in organizational development and productivity.

Running head: HRM
HRM
Name of the Student:
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Table of Contents
Introduction................................................................................................................................2
Role of HRM..............................................................................................................................2
Role of HRM in training and development................................................................................3
Performance management and challenges.................................................................................4
Employment relation..................................................................................................................5
Evaluation, range, scope and policy goal of HRM....................................................................6
Conclusion..................................................................................................................................7
Reference:..................................................................................................................................8

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Introduction
Human resource is a practice that will ensure there must be development in the working of
the organisation bringing in changes in the effectiveness in the workplace. According to
Armstrong and Taylor (2020), human resource is a practice that will bring in changes in the
organisation developing the effectiveness of the employees providing them with effective
training and development. The human resource of the organisation helps in in development of
the business competition improving the employees’ performance in service by developing the
strategic objectives of working process of the employee. Human resource is mainly
concerned with the management of people in the organisation ensuring safe and healthy
working environment for the employees (Bratton and Gold 2017). It has been developed for
the benefit of the employees of the organisation. It can be also considered as the medium
between the management and the employees that help in developing the relationship between
the management and the employees. The paper is based on the rule of human resource in
walking environments and its strategic role in the development of the organisations
performance. The human resource also plays an important role in training and development
of the employees (Chelladurai and Kerwin 2018). It ensures to look after the challenges that
are being faced by the employees while working.
Role of HRM
The human resource please an important role in maintaining a healthy and safe working
environment.it ensures that policies are being developed for maintaining a healthy
environment and this policies are being implemented effectively in the organisation
(DeCenzo, Robbins and Verhulst 2016). Communicating the policies to the employees is the
responsibility of the human resource department. They will ensure that if employee is being
aware of the policies and follows the policy that will help in maintaining the workplace

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environment. It is the duty of the human resource to resolve conflicts among the employees.
The responsibility of the human resource to develop effective technologies and safety
appliances that does not create any issue for the employees to working (Brewster, Sparrow,
Vernon and Houldsworth 2016). The human resource also plays an important role in the
performance management of the organisation. The employees are being hired by the human
resource and it is the duty of the human resource to ensure that the employees are capable of
handling work effectively that will help in the performance development of the organisation.
The human resource also looks into the compensation and benefit of the organisation as a
factor that have an impact in the performance of the organisation. Enabling the employees to
develop various skills is the responsibility of the human resource management. Hence, it is
necessary that the HR must ensure that effective training is being provided to the employee
that will be helpful while working. The HR keeps a check in the number of employees in the
organisation and the people those who are going to resign or leave the company (Bailey,
Mankin, Kelliher and Garavan 2018). Based on this recruitment takes place. Hence, the HR
also looks into the strategic management of the organisation.
Role of HRM in training and development
The prime role of the human resource is to train and develop the employees. The HR
department is hiring the employees. The HRM insurance that capable employees are being
hired in the organisation who can take up activities during the working process and provide
benefit to the organisation. After the recruitment process of the employees the h HR
department ensures that the employees are being provided with best training that will help in
effective development during the walking process in the organisation. The HR department
ensures that employees who are being selected are developed by teaching them skills about
the work (Sparrow, Brewster and Chung 2016). An important factor that is being developed
by the HR department to improve effectiveness of the walking style of the employees. The

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training and development period focus is on the weaknesses of the employees and it helps in
development of the skills of the employees. With training, the employees are unable to
understand various aspects of the working of the organisation. The HR also makes the
employees understand the policies that are being implemented in the organisation and needs
to be followed (Berman, Bowman, West and Van Wart 2019). With the training and
development of the employees the HR department in shows that there is effective increase in
the sales of the organisation by the working of the employees. The goal of the training and
development that is being provided by the HR department is to ensure that the employees are
being benefited with the process and method that are taught during the training and
development period. In fact, it has been observed by Marchington, Kynighou, Wilkinson and
Donnelly (2016), there has been great development among the employees with the training
and development periods. The training and development period in shows that the employees
brush up their skills and knowledge that will help in effective working in the organisation.
Performance management and challenges
The main purpose of the human resource management in an organisation is to ensure
effective maximization of productivity of the organisation. It is not only looks after the
working of the employees but also ensures that the organisation is being impacted with the
work obtained from the employees. According to Han, Kang, Kehoe and Lepak (2019), an
organisation can have a benefit of 30 to 40% annually with the effective working of HRM in
the organisation. The HRM has a great impact in the budget of the organisation. Depending
on the organisation the HRM insurance internal as well as external recruitment of employees.
They ensure that the candidates selected for the organisation is effective and will bring in in
hike in the profit of the organisation. They maintain a labour relationship with the employees
as well as the employees with the management. They also help in the career development of
the employees hence it can be said that the HRM is an integral part of an organisation that

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brings in effective changes in the organisation as well as in the professional aspect of the
employees. Ensure effective and better development of the employees the HRM also faces
various kinds of challenges in their working process (Longoni, Luzzini and Guerci 2018).
They have to ensure that the laws and regulations are being strictly followed in the
organisation. Hence, they have to keep a check in the changes in the policies and
amendments in the laws for the employees. Often employees face difficulties in working and
changes has to be brought in the management. Bringing change in the management is a very
difficult challenge that is being faced by the human resource department of the organisation.
Leadership development is another challenge that is highly faced by HRM of the
organisation. Ensuring effective leadership among the employees and managing the
leadership skills is necessary to bring in effective changes in the organisation (Zolfagharian
and Naderi 2019). Finally, talent management is a very important aspect that has a great
impact in the working of the organisation. Hence, it is another great challenge that is being
faced by the HRM.
Employment relation
The employees are an important stakeholder of the organisation. The HRM has to ensure that
the employees are working effectively and are safe and secure in the organisation. Hence, it is
the responsibility of the HRM to ensure that the employee relationship is being maintained
while walking. With effective employee, relationship in an organisation there will be
positivity in the walking environment. In fact, employee relationship is an important factor
that helps in effective development of the HRM in an organisation (Brewster, Mayrhofer and
Morley 2016). Firstly, it prevents problems among the employees or it helps in resolving the
issues as early as possible with effective employee relationship in an organisation. Secondly,
it acts in creating and enforcing policies in a fair way. With employee, relationship the HR
are in sure that there is peaceful walking taking place in the organisation as well as issues are

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being easily resolved. When there will be effective relationship between the employees and
the organisation implementation of laws, rules and regulations will be effective (Boon,
Eckardt, Lepak and Boselie 2018.). Employees will be a green with the policy and the
decision made by the leaders that will help in peaceful working in the organisation. Employee
relationship is an important factor to ensure effective development in the organisation
bringing in changes in the relationship with the employees. Moreover, with effective
employee relationship the employees can easily communicate their issues with their leaders.it
is an important aspect that will help in building relationship with the employees and the
management and resolving of issues as early as possible (Ogunyomi and Bruning 2016).
Change management can be easily brought with effective employee relationship in an
organisation.
Evaluation, range, scope and policy goal of HRM
The HRM is one of the most impactful department in the organisation. The HRM has to
ensure that every aspect of the organisation is been taken care and is working effectively that
will help in the rights and it appropriate development of the organisation (Riccucci 2017).
Hence, the HR in has to ensure that every small details of the organisation is working
effectively that will have an impact bringing in high profit for the organisation. It is not only
looks into the hiring of employees but also ensures that the employees are being motivated
throughout their work life (Ogunyomi and Bruning 2016). They also look into rewards and
remunerations that will ensure that the employees are working effectively.it also helps in
maintaining the employees’ relationship and develop the industrial relationship with the
employees. Hence, the HRM ensures that every aspect of the organisation is taking place
effectively that will help in the development of the employees and bring in changes in the
effectiveness of the organisation.in other words it can be said that the HR and not only looks
into the working of the employees but also the overall working of the organisation. It is not

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only look so the benefits of the employees but also the benefits of the organisation (Brewster,
Mayrhofer and Morley 2016.). The nature of the HRM is to provide manpower to the
organisation and career development of the employees.it will ensure that the employees as
well as the organisation is highly benefited with the initiatives that has been taken up by the
organisation. Is the prime goal of the organisation is look into the benefit of the employees as
well as the organisation (Longoni, Luzzini and Guerci 2018). It ensures that the organisation
is up to date with the policies by bringing in changes in the organisation with the changes in
the policy of the organisation.
Conclusion
It can be concluded that the HRM is an integral part of an organisation that effectively helps
in building the organisation and improving its productivity. The HRM will ensure that the
organisation has effectively developed and there is no issues faced within the organisation
due to employees. Selection of employees is an important aspect when it comes to HRM. It
has been also observed that training the employees is a very big issue as well as hiring them.
The HRM can also be called as the soldiers of the organisation. The ensure that strategic
development in the organisation takes place and keeps a check in the market that helps the
organisation to take up activities before declining of the sale. It is very necessary that the
organisation must understand the importance of an HRM department. The organisation must
ensure that the HRM is being provided with enough safety and security that will help in
taking risks for the organisation. The performance of the employees are highly being
managed by the HRM of the organisation. In fact, the HRM looks after the entire working
process of the employees ensuring effective development in the organisation.

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Reference:
Armstrong, M. and Taylor, S., 2020. Armstrong's handbook of human resource management
practice. Kogan Page Publishers.
Bailey, C., Mankin, D., Kelliher, C. and Garavan, T., 2018. Strategic human resource
management. Oxford University Press.
Berman, E.M., Bowman, J.S., West, J.P. and Van Wart, M.R., 2019. Human resource
management in public service: Paradoxes, processes, and problems. CQ Press.
Boon, C., Eckardt, R., Lepak, D.P. and Boselie, P., 2018. Integrating strategic human capital
and strategic human resource management. The International Journal of Human Resource
Management, 29(1), pp.34-67.
Bratton, J. and Gold, J., 2017. Human resource management: theory and practice. Palgrave.
Brewster, C., Mayrhofer, W. and Morley, M. eds., 2016. New challenges for European
resource management. Springer.
Brewster, C., Sparrow, P., Vernon, G. and Houldsworth, E., 2016. International human
resource management. Kogan Page Publishers.
Chelladurai, P. and Kerwin, S., 2018. Human resource management in sport and recreation.
Human Kinetics.
DeCenzo, D.A., Robbins, S.P. and Verhulst, S.L., 2016. Fundamentals of human resource
management. John Wiley & Sons.
Han, J.H., Kang, S., Oh, I.S., Kehoe, R.R. and Lepak, D.P., 2019. The Goldilocks Effect of
Strategic Human Resource Management? Optimizing the Benefits of a High-Performance
Work System Through the Dual Alignment of Vertical and Horizontal Fit. Academy of
Management Journal, 62(5), pp.1388-1412.

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Longoni, A., Luzzini, D. and Guerci, M., 2018. Deploying environmental management across
functions: the relationship between green human resource management and green supply
chain management. Journal of Business Ethics, 151(4), pp.1081-1095.
Marchington, M., Kynighou, A., Wilkinson, A. and Donnelly, R., 2016. Human resource
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performance of small and medium enterprises (SMEs) in Nigeria. The International Journal
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