University HRM Course: Workplace Application Assignment Analysis

This assignment explores the core concepts of Human Resource Management (HRM) and its application in the workplace. The student discusses their dream job within HRM, highlighting key expectations such as work-life balance, a positive work environment, and opportunities for skill development. The assignment then identifies four critical HRM processes: performance management, employee relations, remuneration and benefits, and recruitment and talent acquisition, emphasizing their impact on an employee's experience. The student also addresses demographic factors in the workplace and the importance of an inclusive environment. Furthermore, the assignment looks at the future of HRM, including the evolving role of the CHRO, integration with IT and machine learning, and its increasing role in strategic decision-making, including the impact of business processes like emotional intelligence marketing and employee engagement. The assignment concludes by emphasizing the significance of studying HRM for managing organizations effectively.

Running head: HRM
HUMAN RESOURCE MANAGEMENT
Name of the Student:
Name of the University:
Author Note:

1HRM
Introduction:
As stated by Noe et al. (2017), Human Resource Management form an integral regulatory
body of any organization that is responsible for managing the employee base. In addition to this,
as per, HRM or the Human Resource Management serves as a bridge between the employee base
and the higher management. It is through the HRM that employee requests and grievances are
brought forward to the higher management (Bratton & gold, 2017). This accounts for the reason
why studying HRM is extremely important as without being aware of the critical nuances of the
HRM, it is not possible for a HRM professional to be aware about the requests of the employee
base and facilitate convenient communication with the higher management. Without a functional
HRM it is not possible for any organization to recruit and maintain an employee base.
Dream Job:
My dream job would look like being placed in the HRM team in an esteemed
organization. As an individual, I believe I possess excellent communication skills and I have
always been able to communicate with people and understand their concerns. For me, a fulfilling
and meaningful work means perfect work life balance, excellent pay, a healthy work
environment and a work place that provides ample opportunity to improve skills and also
recognizes hard work.
The top five expectations from my existing employer and future employers would
basically include, reinforcement of a positive an inclusive work environment, flexibility at work,
provision of ample opportunities such as training to improve skill set, opportunities to test
personal ability to work in diverse domains and acquire versatility and a great pay.

2HRM
Application to Workplace:
Four processes that HRM is responsible for within an organization include, Performance
management, Employee Relations, Employee Remuneration and Benefits and Recruitment and
Talent Acquisition (Lopez-Cabrales, Bornay-Barrachina & Diaz-Fernandez, 2017). As an
employee, my recruitment to the organization, attitude towards colleagues, performance
appraisal as well as package offer would be dependent upon the above mentioned four areas
where the role of HR is pivotal.
Key demographic:
The work environment of any organization is dependent upon a set of demographic
factors such race, religion, ethnicity, cultural beliefs as well as sexual orientation. The mention
four areas are often areas that lead to discrimination, harassment and bullying within the
workplace which might elicit a negative influence on the mental wellness of the working
employees. Personally, I have also been discriminated on the ground of religious preferences to
an extent that I thought of quitting my previous job. These issues make me feel that
reinforcement of a positive and inclusive work environment can help to foster an optimal work
culture.
What’s in the future:
At present the role of HRM has evolved significantly in the course of business
development and strategic growth. Future options available post 5 years would include, the
expansion in the role of the CHRO that would be responsible for functions such as training,
talent management and performance management to name a few. In addition in future
advancement in IT is expected to serve as a collaborative process between the HRM and

3HRM
machine learning process. In addition to this, in future the role of HRM is going to evolve such
that it would form an integral part of the strategic decision making process. Business processes
such as Emotional intelligence marketing, mapping customer journeys and employee
engagement on business growth have already introduced these changes and in such cases the HR
policies would also need to change as per the organizational requirement (Naznin & Hussain,
2016).
Conclusion:
As has already been discussed HRM is an integral part of the organizational management
and studying the course would help me learn the critical nuances of managing HRM within an
organization.

4HRM
References:
Bratton, J., & Gold, J. (2017). Human resource management: theory and practice. Palgrave.
Lopez-Cabrales, A., Bornay-Barrachina, M., & Diaz-Fernandez, M. (2017). Leadership and
dynamic capabilities: the role of HR systems. Personnel Review, 46(2), 255-276.
Naznin, H., & Hussain, M. A. (2016). Strategic value contribution role of HR. Vision, 20(2),
135-138.
Noe, R. A., Hollenbeck, J. R., Gerhart, B., & Wright, P. M. (2017). Human resource
management: Gaining a competitive advantage. New York, NY: McGraw-Hill
Education.