Comprehensive Overview of Human Resource Management Unit Summaries

This assignment presents a detailed summary of various units within Human Resource Management (HRM). The summary covers the evolution of HRM, its framework, planning strategies, and the crucial relationship between HRM and organizational goals. It explores talent attraction through recruitment and selection processes, emphasizing the importance of finding the right candidates. Furthermore, it delves into talent retention strategies, focusing on employee motivation and development. Performance management, including evaluation methods, is also discussed, highlighting its impact on organizational productivity. The assignment examines reward and recognition systems and their influence on employee motivation. Finally, it addresses the significance of workplace safety and health management. The student reflects on each unit, connecting the concepts to real-world applications and expressing personal insights, making it a valuable resource for understanding the multifaceted nature of HRM.

Running head: HUMAN RESOURCE MANAGEMENT
HUMAN RESOURCE MANAGEMENT
Name of the student
Name of the university
Author Note

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Unit 1: EVOLUTION OF HUMAN RESOURCE MANAGEMENT (HRM)
Week 1: APPROACH TO HUMAN RESOURCE MANAGEMENT
In the first week of learning, we have been introduced to the study of Human Resource
Management that is considerably one of the vital chapters in the organization management
process. According to Aswathappa , (2013) and Marchington et al., (2016), the different aspects
of HRM includes the concepts, models, strategies and characteristics including the strategies for
altering employment contract, business strategies, and the interrelations of HRM with the culture
and structure, along the functions.
This lesson helped us interpret that HRM in an organization is not just about gathering
employees from just gathering the employees. I learnt the differences and the impact of HRM
with the personnel management and helped understand the interrelation of HRM with the
organizational culture and the structure.
This lecture was helpful for me to evaluate that every HR manager should posses all the
managerial qualities in order to manage the organizational work culture as well as the strategies
that directs the organization towards its goals and prospects. This lesson plan assesses the
interdependency between the organization and HRM. After evaluation it can be concluded that
HRM in more than just managing the strategies and can be used as one of the crucial tool to
determine an organization’s prospects.
With the knowledge attained from this learning module, I would effective utilize the
HRM functionalities in managing an organization and its strategies. I would use it to take the
essential actions whenever necessary in order to mitigate any rising crisis.

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Unit 2: FRAMEWORK OF HUMAN RESOURCE MANAGEMENT (HRM)
Week 2: PERSPECTIVES OF HRM
This lesson details about the functionalities, the significance and the framework of HRM
in the terms of organizational operations and the economic growth. Details about the global
economic circumstances and the HRM’s role in its management have been explained.
Information related to the current economic scenario and the changes in the workforce along
with the employment nature has been outlined. According to Storey, (2014) and Armstrong &
Taylor, (2014), HRM influences the workforce and deals with issues with related to gender
equality and impact of the industrial relations on the organizations.
This lesson helped me connect the relevance about the significant roles of HRM with the
organizational challenges and how they are mitigated. On personal note, I feel that in the
indifferences in the workplace due to gender discrimination and workplace conflicts as well as
how the crisis can be well managed by using the functionalities of HRM.
From the lesson, the knowledge about the influence of HRM on the economic prospects
of an organization and how it is effectively handled was very useful in the understanding of the
economic scenario. On my opinion, HRM would help deal with the crisis that can rise in a
workplace, related to gender inequality and conflicts between the organization and the work
force unions.
With this knowledge, I can use these fundamental to deal with the economic backlogs of
the organization in which I would be working. Using these fundamentals, I can successfully
mediate any communication gap or discrimination in the organization and create harmony in the
workplace.

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Unit 3: PLANNING IN HUMAN RESOURCE MANAGEMENT (HRM)
Week 3: PERSPECTIVES OF HRM PLANNING AND WORK DESIGN CHALLENGES
This module gives detailed information about the planning strategies that are used in
HRM and the crucial relationships it shares with the organization as well as the managerial
programs. This segment deals with the systematic approaches as well as the blending techniques
of the qualitative and the quantitative HR planning in HRM. According to Purce, (2014) and
Daley, (2012), the external and the internal environment of the organization influences and
affects the HR strategies of an organization. One a final note this lesson program further explains
about the advantages and the disadvantages of Human Resource Planning.
From this lesson module I can visualize that HR planning along with job analysis, as well
as the reinforcement of all the other core HR activities are the crucial functions within the
organization. I feel that it is extremely essential to understand the value of diversity in a
On my opinion, I understood that planning in HR is one of the strategies to effectively
use to deal essential relationship between the HRM and the organization. This learning module
was extremely valuable since I learnt about the blending techniques of the qualitative and
quantitative approaches, which can be fundamental in solving certain liabilities and understand
the impact of the external and internal environment on the strategies of HRM.
On my future prospects as an HR I can adopt the methods of planning in Human
Resources since it would be my primary field of application. Using these fundamental of HRM
that I have newly learned, I can use it to manipulate the influence of the external and internal
environment in my future strategic planning, so that they are not nullified by those influences
making them ineffective.

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Unit 4: TALENT ATTRACTION IN HUMAN RESOURCE MANAGEMENT (HRM)
Week 4: RECRUITMENT AND SELECTION IN HRM
This module details about the recruitment and the selection of candidates in an
organization. As cited by Taylor, (2014), the effective ways of attracting the right talents and the
importance of application of such recruiting methods of selecting the right candidate for the job
is utmost necessary for an organization. This lesson elaborates on the conditions of selecting the
appropriate person suitable for the designation. This module also elaborates on the limitations of
recruiting candidates from different sources and by different methods. Detailed information has
been provided on the methods of short listing, screening and selecting the candidates for these
jobs.
From this module, I can understand the importance of recruiting and selecting the
candidates using the appropriate methods of short listing and selecting. The method of recruiting
candidates is a detailed process of short listing, screening and selection since the candidates
would determine the productivity and the performance of the organization (Costen, 2012). It can
also be interpreted that the right person for the job would ensure a higher job satisfaction.
From this learning module, my opinion regarding the recruitment and selection in an
organization has diversified learning about the whole process in details. This also helped me
understand about the rationality of conducting the process in details. I think this process is
extremely crucial since it is about recruiting the right employees in the organization, who are
considerably the key workforce.
Taking lesson from this learning module, I would use these fundamentals while recruiting
and selecting the right candidates for the organization in which I would be working.

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Furthermore, I would keep in mind about the limitation in the recruitment and selection process
and avert it using the right strategies to select the appropriate employee for the job.
Unit 5: TALENT RETENTION IN HUMAN RESOURCE MANAGEMENT (HRM)
Week 5: RETAINING AND DEVELOPING TALENTS IN HRM
This lesson module details about the process after the recruitment and selection of
candidates. Effective strategies should be applied in order to retain the selected candidates in the
organization as well as understand the needs and demands of the candidates to help them keep
interested and motivated (Aguenza & Som, 2012). This lesson describes the methods and the
significance of developing the talents of the young minds and the fresh talents and how they can
be used for the purpose.
From this respective lesson, I understand the HR has to play the role of a mediator and
manipulator in order to maintain a balance between the employees and the organization. By
understanding and motivating the candidates, can help them work better and stay in the
organization for longer periods as well as develop their working skills (Deery & Jago, 2015).
This lesson plan has been extremely helpful for me, since I understood the significance of
employee retention and employee motivated, to help them perform better. I consider that the
employees should be constantly motivated and understood to help the stay in the organization for
longer periods and keep them performing.
This lesson is essentially helpful for us since I understood the importance of employee
retention and motivation. I would apply the same functionalities while working for an

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organization and help retain the employees by understanding their needs and keep motivating
them to perform better.
Unit 6: PERFORMANCE MANAGEMENT IN HUMAN RESOURCE MANAGEMENT
(HRM)
Week 6: MANAGING PERFORMANCE
This lesson plan effectively details about the performance management and its
significance in the organization. According to Terera & Ngirande, (2014), HRM utilizes the
effective strategies to handle and improve performance including the evaluative methods to
identify and improve the performance of the employees, have been provided in the learning
module.
As a part of the learning outcomes, I feel that the performance of the employees not only
affect them but the organization as a whole. Effectively identification and handling of
underperformance is important to avert organizational disasters (Kwenin, Muathe & Nzulwa,
2013). Thus according to me efficient identification of performance issues can successfully cope
with the organizational productivity and adversity.
This lesson is another new learning experience for me that helped me evaluate that
performance is one of the key components of the driving force of the organization that needs to
be monitored to enhance the productivity and operations. I feel this experience useful since it
helped me link the performance management with the organizational productivity.
This module is beneficial since it would help me execute the responsibilities of an HR
manager to identify and mitigate the issues that leads the employees to underperform and direct

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them with the correct incentive thus benefiting the organization in return. I would utilize the
different programs and strategies to help the employees cope with underperformance issues.
Unit 8: REWARDS AND RECOGNITION IN HUMAN RESOURCE MANAGEMENT
(HRM)
Week 8: REWARDS AND RECOGNITION MANAGEMENT
This module explains the reward system of an organization and details about the method
how an employee is provided with the remuneration against the service. This lesson identifies the
strategies that would help the organization design the reward system of an organization and how
it should pay its employees as well as the incentives in terms of better performance.
According to Salvendy, (2012,) all the individuals work under a driving force. Rewards
and recognition is one of the factors that is responsible for the motivation and the performance of
the employees that needs to be strategically formulated to help the employees keep interest in the
job (Reese, 2015). This helped me understand the gravity of designing the reward system to help
the employees perform better and keep them motivated for self-assessment and improvement.
This lesson helped me in evaluating the significance of the rewards and remuneration as
well as helped me understand its influence in motivating the employees to perform better. I
consider this learning important since all the employees work hard to earn a good reputation and
remuneration and this module helps me understand the significance of the remuneration system.
With help from the learning process, I would design and plan a strategic reward and
recognition system in the organization where I would choose to work in the future, to keep the
employees motivated as well as keep the tempo of the working pattern stable as well.

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Unit 9: MANAGING WORKPLACE SAFETY AND HEALTH
Week 9: WORKPLACE HEALTH AND SAFETY MANAGEMENT
Managing the workplace health and safety is one of the necessary things that should be
kept in the mind while managing an organization (Cahn & Abigail, 2014). A safe workplace is
both expected and cost effective and can be achieved with strategic measures. WHS is one of the
important strategies that needs to be maintained in an organization (Tjosvold, Wong & Feng
Chen, 2014). This lesson plan details about the workplace health and safety as well as the
methods of precautions that needs to be taken while managing the same.
The lesson module helps me gain insights about the workplace hazards that can rise at
any point of time and helps me connect the functions of HRM to control such crisis at times.
This module helps me understand that HRM is also functional is solving crisis like accidents,
bullies, workplace shifting, work shifts, unsafe working conditions. I feel that the efficiency of
the HRM strategies would help solve the issue related to these crisis.
Under the influence of this lesson, it is of my opinion that HRM is also functional in the
promotion of harmony and peace in the workplace and help the organization perform better. This
is valuable for me to understand since being an HR, it would be my responsibility control the
environment of the entire workplace.
On taking a job as an HR, I am going to imply the strategies that I have learnt in this
lesson plan to effectively establish a peaceful and harmonious environment in my workplace,
using proper induction and policies, to help the employees and the organization work in smooth
synchronization.

9HUMAN RESOURCE MANAGEMENT
Unit 10: NEGOTIATION MANAGEMENT IN HRM
Week 10: MANAGING CONFLICTS IN WORKPLACE
This learning module explains about the different crisis and conflicts that can arise in the
organization and the workplace. HRM details about the types of conflicts that can come up as
well as the different strategies that can be adopted to help resolve these different types of
conflicts at work (Deyoe & Fox, 2012). This lesson further explains about the conflict
management style and the conflict management model to avert the crisis.
After learning from the module, I can interpret that crisis can arise in the workplace and
can hamper the healthy operation of the organization. This crisis can be mostly due to conflicts at
work caused by differentiation in the opinion between employees. HRM plays an important role
as a mediator to manage these conflicts by understanding and classifying the source as well as
cause of the conflicts using different strategies (Kazimoto, 2013).
Based on my personal opinion and perception, I can evaluate that HRM can effectively
manage any crisis or differentiation between two bodies or individuals in the workplace. As per
this learning experience, I can understand the HRM has several roles to play including creation
of a rapport between two different opinionated bodies, which I consider important for
maintaining a good understanding within the organization.
On taking up the responsibilities of an HR, I wish to manage the conflicts at work using
the different strategic methods and intervene between the conflict to prevent further escalation,
using proper communication and induction.

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Unit 11: HRM EVALUATION FOR THE FUTURE
Week 11: EVALUATION OF THE EFFICIENCY OF HRM
This module explains about the efficiency of the HRM management in managing all the
functions that has been allotted under HRM. This segment explains about the gaps or the
improvements that can be done in addition to increase the efficiency of the HRM management of
an organization. This module further discusses about the methods in which the HRM can be
evaluated as well as the crucial challenges that are faced by HRM and subjected to change and
improvement.
The evaluation helps understand the necessity to understand the efficiency of HRM and
evaluate it to help understand the effectiveness of HRM in the management of the organization
and the challenges that needs to be met, to increase the competence of the existing HRM
(Kavanagh & Johnson, 2017). I find this evaluation process to be extremely important since
HRM is a most important managerial tool keeping it updated and refreshed in utmost important,
so that it can perform it responsibilities in an efficient manner.
The essence of evaluation of HRM as well as the identification of the drawbacks of the
existing HRM in the organization is necessary, since it would help the existing HRM to evolve
into a more advanced and effective one (Massingham, 2014). From my perspective, I consider
that evaluation HRM is important and necessary since it performs to maintain all the other
functionalities, its own setbacks and efficiency should also be evaluated to understand the lacks
and gaps, so that it can be filled and rectified.
Since I would be joining an organization as an HR in the future, it is important for me to
understand the importance of self evaluation of HRM efficiency and I would use several

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feedbacks and self evaluation methods to identify the effectiveness of the HRM duties that I
would be executing.
Unit 11: WORKFORCE PLANNING
Week 11: MANAGING WORKFORCE IN THE WORKPLACE
This learning module deals with one of the core functions of HRM in an organization.
This details about the analytical approach of the managing the workforce and to ensure that the
needs and priorities of the organization is met in terms of the legislative, regulatory, service and
production parameters has been explained. The classification of the workforce plan has been
determined on basis of short, medium and long term. This learning module also deals with the
analysis of the employee behavior pattern as well as risk management.
This learning module helped me understand the significance of analyzing the co relation
of the organization and the workforce. This helped me gain new perception regarding
maintaining the workforce in an organization, to control their performance and the organizational
productive as well. This module helped me conclude that the organization performs on basis of
the workforce and its compliance with the organizational parameters.
This process helped me evaluate the significance of managing the workforce in an
organization, which is co related to the productivity of the organization. This is an important
theory that helped me understand the value of workforce in an organization, which is one of the
key driving forces in an organization as well as the workforce behavior, also indicates the
attributes of the workforce towards the organization and the job.