Comprehensive HRM Leadership Portfolio: Concepts, Applications

This Human Resource Management portfolio provides a comprehensive overview of key HRM concepts and their practical applications. It covers various aspects of HRM, including its evolution, the perspectives of HRM managers, human resource planning in the context of industry growth and decline, organizational citizenship behavior, employee selection processes, performance management strategies, and the importance of employee diversity. The portfolio also delves into the future trends of HRM and its evaluation. Each section offers insights and policy statements, demonstrating a thorough understanding of HRM principles and their implementation in real-world scenarios. Desklib is a valuable resource for students seeking similar solved assignments and study materials.

Running head: PORTFOLIO
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Name of the Student
Name of the University
Author Note

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Table of Contents
1. Human Resource Management: What is it? Where did it come from? And, where is it going?.2
2. The HRM Lens: how do HRM managers see the world?............................................................3
3. Human Resource Planning: In the last year, which industries had the biggest employment
growth and decline? Use the internet and scholarly sources to find out this information, and
discuss in three sentences each the human resource management considerations this poses for
organizations within these sectors...................................................................................................4
5. Employee Selection: Write a job ad with selection criteria for a professional position (you may
select the company).........................................................................................................................6
6. Performance management: What things drive employees to perform?.......................................8
7. Employee Diversity: Write a company policy statement (on a firm of your choice) about the
firm’s commitment to enhancing diversity......................................................................................9
8. Evaluating HRM: What is the future of HRM?.........................................................................11
References......................................................................................................................................13

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1. Human Resource Management: What is it? Where did it come from? And, where is it
going?
Human Resource Management can be described as the process of employing the different
people, training the employees, compensating them in the right manner and ensuring that the
different policies which are related to them ensure that the different employees are happy and
satisfied in an organization (Alfes et al. 2013). There are different functions with which the
human resource department deals with these include, performance management, talent
management, attending the employee grievances, ensuring work place peace and lastly, seeing to
it that the employees get a good pay.
The field of human resource management has evolved greatly over the past few years and
has now taken a very crucial role in the business domain. Earlier, it was not considered to be an
integral part of the organization but now it is considered as a strategic partner of the
organization. Earlier the role of a Human Resource Department was administrative earlier but at
present it plays the role of a partner and its function is crucial to the success of the firm
(Pinnamaneni, Xu and Findley 2015).
The role of Human resource management was only considered with the employment and
recruitment earlier but now it involves managing their performance, suggestion of the right kind
of talent required for the organization and lastly suggesting ways to improve the work
performance. It is important and crucial to understand that earlier HRM activities were just
related to the HR Manager but it is not so (Nankervis et al. 2013). Looking after the different
employees is the task of all the managers and they need to see to it that they perform their duties

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well. In future, Human resource can observe a huge revolution in the sense that technology can
overtake the relationship management.
2. The HRM Lens: how do HRM managers see the world?
The Human Resource Management is a developing and complex field whereby there are
different issues and problems which the HR Managers face. It is the duty of the different
managers to ensure and to see to it that they are able to face these problems easily with the help
of a Conceptual Framework. The Conceptual Framework acts as a useful tool and assist the
organizational managers by acting as a lens and tends to guide action and thinking thereby
shaping the reality of the given individual (Kramar 2014).
This comes in useful when in the workplace, a scenario arises and the organization is
faced by certain issues, then the perception of the manager off that given scenario is largely
dependent on the kind of conceptual framework, the given individual tends to adopt. There are
various conceptual frameworks acting as a lens of perception available to a given manager for
decision making these lenses are as follows:
 Colonialism- The practices on have partial control over another entity and exploiting the
workforce.
 Rationalism- The practice of basing the opinions on reality and reason rather than on
religious beliefs or emotional response.
 Marxism- economic theories of Karl Marx and Friedrich Engels are used based on
communism ideas (Daley 2015).
 Masculinity-Refers to the possession of the abilities which were earlier just associated
with men.

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 Racism- is the discrimination of the employees in the workplace based on the belief that a
particular race is superior.
 Social Justice- is in terms of the distribution of wealth and privileges in the given society.
 Buddhism- Buddhism can be described as the religion which is primarily based on non-
violence and related principles.
 Feminism-It is a range of ideologies that aim at achieving the equality of the sexes.
 Misogyny- The dislike of men against women.
Many managers have different kinds of perceptions towards the people which tends to
determine the success of the different employee relationships in the workplace (Pinnamaneni, Xu
and Findley 2015). It is advisable that the company has the right kind of perception in order to
ensure long term success.
3. Human Resource Planning: In the last year, which industries had the biggest
employment growth and decline? Use the internet and scholarly sources to find out this
information, and discuss in three sentences each the human resource management
considerations this poses for organizations within these sectors.
The employment growth and decline as experienced by the different sectors is a major
determinant of the shift that tends to take place among the different members of the society. The
Human Resource Managers keep shifting the trends and thus it is due to this reason that the
given employment growth has changed considerably (Kehoe and Wright 2013).

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During the last year, the agricultural sector has experienced the maximum shift in the
employment trends and this is the reason why the given sector has been losing out on different
employment trends and opportunities in the sector (Bratton and Gold 2017). According to Alfes
et al. (2013), there has been a loss of more than 100000 employees in the given sector due to
automation and better opportunities. The considerations in this case might be problems related to
correct talent management, loss of skilled based workers, poor productivity in the sector and the
lastly, low growth rate in the given industry (Chelladurai and Kerwin 2017).
Another industry which has experienced growth in the given human resource realm is the
Technological and IT sector. The given sector is a service sector and thus, due to this reason it
has been able to experience a high growth rate (Brewster, Chung and Sparrow 2016). This will
being about talent management in the industry whereby maximum employees will be attracted
towards this sector, it will also increase productivity of the industry and increase the growth rate
as well.
4. Work & Job Design: Write a policy statement for a company (of your choice) about a
commitment to organization citizenship behaviour.
Vision
The Qantas Airlines is an organization which is largely committed towards ensuring that
the organizational behavior and engagement along with citizenship is mentored properly. The
organization needs to ensure that the commitment which is being offered by the different
employees is honored and they are made to feel a part of the organization.
Objectives

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The measurable objectives will be designed by the Board of Directors. The assessment of
the different objectives will be done at regular intervals. They will also be providing
recommendations for the same.
Qantas has he given set of objectives:
 To encourage employee performance
 To ensure that the different people in the organization are engaged in the firm efficiently.
 To support efficiency of the different operations.
 To ensure that all the employees are respected in the organization
 Create a program that supports diverse employment opportunities
Principles
The policy tends to provide a framework for the employee engagement and citizenship
and also relate to the policies in the organization (Brewster 2017).
The leaders are committed towards providing opportunities to all the induvial.
Measures and accountabilities
The CEO of the organization and the Human Resource Management will be monitoring
the progress of the different employees. The same will be checking the effectiveness of the
diversity related initiatives and the steering committee will be making recommendations on the
same.
5. Employee Selection: Write a job ad with selection criteria for a professional position
(you may select the company)
Post: Human Resource Manager

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Position Description:
The HR Manager will be guiding the different human resources services in an
organization and they will be looking after the different compensation as well as performance
management of the given firm and the related employees who are present in the organization.
Functions:
 Organizational departmental planning
 Staffing and recruitment of the employees
 Solving regulatory concerns
 Employee safety and wellness
 Management of employees
Objectives of the Human Resource Manager are as follows:
 Ensuring health and safety of the workforce
 Development of a sound HR department
 Personal development
 Building a good workforce
Qualifications:
 Masters in Human resource Management
 2 years’ work experience in the same field.
Working hours:
 10 am to 5pm
 Saturday-Sunday fixed offs

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The Coles group is looking out for interested employees who will be willing to take up
the role and responsibility of a HR manager. The HR Manager will be bestowed with various
responsibilities and will be offered an attractive package. The employees who are interested will
be receiving a salary of 40000$. The employees who are interested may contact the manager at
[e-mail]
The selection criteria is as follows:
 Excellent research as well as analytical skills- which will come helpful in future analysis
and evidence based research.
 Well-developed research and communication skills- To attract new employees in the
organization
 Ability to work under pressure and meet the deadline- Help in working under dynamic
environment.
 Ability to examine others skills and talents- So that the right kind of employee is ensured.
6. Performance management: What things drive employees to perform?
Performance management (PM) can be described as the activities which are undertaken
in order to ensure that the goals of the organization are met efficiently. The performance
management taken in an organization tends to concentrate on the performance of the
organization or even an employee, team or processes in general.
The key drivers of employee performance have been given as follows:
Trustworthy Leadership
Leadership tends to play a great role in determining the success of the performance. This
means that when a good leadership is being provided to the different employees then it tends to

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motivate the different employees to perform better (Cascio 2018). It also assist the employees to
understand what is required out of them and the leader can make them understand the job role
and daily tasks well. According to Alfes et al (2013), when the employees get such kind of a
response they tend to perform well.
Desire to prove others wrong
The desire to prove others wrong tends to play a major determining factors of the
employees and they tend to perform well (Renwick, Redman and Maguire 2013). When the
employees take it on themselves and attain the desire to perform well, then this leads to a sense
of passion in them. This passion tends to encourage them to outperform the employees which are
present and become the top performer in the given organization.
Aspire to Show off
This is related to the previous point whereby the different employees have a desire to
show off and reflect their capabilities (Moutinho and Vargas-Sanchez 2018). When they do so,
they usually are in a state of competition and this feeling of competition tends to encourage them
to do better than the rest.
Career development
Various employees also tend to believe that if they are able to perform well, they will do
well in the future of the organization and there may arise certain prospects related to the bright
future of the organization.

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7. Employee Diversity: Write a company policy statement (on a firm of your choice) about
the firm’s commitment to enhancing diversity.
Diversity Policy of Coles Group of Supermarkets
Vision
The Coles Group is an organization which is committed towards ensuring a promoting
the diversity. The organization wants to leverage and respect the unique contributions of the
different employees belonging to the diverse backgrounds (Armstrong and Taylor 2014).They
tend to provide excellent customer service to the customers and for this reason, the performance
of the team members need to be recognized.
Objectives
The Board of Directors will be establishing measurable objective for the given
organization. The assessment of these given set of objectives will be done annually and certain
recommendations will be made in future. The progress against these targets will also be
measured.
Coles has he given set of objectives:
 Continue to support the employment of women
 Create programs to support women in senior roles
 Create a program that supports diverse employment opportunities
 Provide disability employment opportunities as well.
Principles

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 The policy tends to provide a framework for the new diversity or existing related
initiatives and also relate to the policies in the organization.
 They tend to promote the team based on the assessment of the performance of the
individual.
 The leaders are committed towards providing opportunities to all the individual.
Measures and accountabilities
The CEO of the organization and the Human Resource Management will be monitoring
the progress of the different employees. The same will be checking the effectiveness of the
diversity related initiatives and the steering committee will be making recommendations on the
same.
8. Evaluating HRM: What is the future of HRM?
The concept of HRM has devolved over the last few years and therefore the future of the
HRM has a wide scope in the long run of the business enterprise (Alfes et al. 2013). It has been
examined that the future of the organization is Evidence based HRM. In evidence based HRM,
the managers will make use of different data and past results, in order to make future predictions
and in order to provide conclusion to the analysis which takes place. It also makes use of internal
as well as external information in order to make good decisions and lastly, the positive
organizational models are used (Lengnick-Hall, Lengnick-Hall and Rigsbee 2013). The Human
Resource Department is also planning to go agile. Earlier, only the technical department in an
organization planned to go agile but this is not the case, even the Human Resource Management
department of the different organizations have planned to go agile (Renwick, Redman and
Maguire 2013). This means that the different recruitment and selection procedures will take