University HRM Analysis: Key Themes, Learning and Impact Report

This analytical report delves into key themes within Human Resource Management, examining their impact on current and future practices. The report explores the relationship between HRM and industrial relations, highlighting the importance of employee-employer dynamics, as exemplified by case studies of companies like Amazon and Apple Inc. It further analyzes HR standards, skills, and the significance of developing cultural competence to unlock business value and foster inclusivity. The report also emphasizes the creation and maintenance of healthy and safe workplace cultures, linking them to employee well-being and organizational profitability. Furthermore, it examines HR practices, including strategic human resource management, and the importance of policies and procedures in ensuring compliance and informing employees. The report concludes by stressing the importance of integrating these HR practices for overall organizational effectiveness and employee success.

Running head: HUMAN RESOURCE MANAGEMENT
Human Resource Management
Name of the Student
Name of the University
Author note

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Introduction
The analytical paper will help in discussing and highlighting the different key themes
along with the learning. Furthermore, the consequences of the different aspects are required to be
analyzed on the current along with future practice. With the implementation of different example
and linkage between the different topics such as state of HRM, HR skills and standards, Creating
and sustaining a healthy and safe workplace culture, HR in Practice along with development of
the cultural competence.
Key Themes and Learning
Relationship between HRM and Industrial Relations
According to Wehrmeyer (2017), this has been analyzed that industrial relationships
between the different employees and employer in the organization. Furthermore, industrial
relations help in studying the practice of the collective bargaining along with labor management
relations. On the other hand, Taylor, Doherty and McGraw (2015), has commented that in the
Human Resource Department, this has been noticed that IR is one of the practices which is
inclusive of relationship between the actual workforce and organization management.
For instance- In Amazon, this has been noticed that there is accurate and appropriate
relationship between the different employees and employer which has led to huge flexibility and
increase in the overall productivity in the entire organization as well. However, on the other
hand, this has been noticed that in Apple Inc, there is less cordial relationship between the
employees and employer and there were different criticisms which were faced by the company as
they did not take care about the well being of the different employees.
HR Standards and Skills

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Furthermore, Bratton and Gold (2017), has commented that there are different HR
standards and skills which is essential and this has huge linkage with the industrial relations in
the HR department. The different kinds of HR skills such as employee relations along with
teamwork and collaboration are essential and are of high importance as the employer and
employee relationship is essential to be maintained effectively as this will help in making the
process which is appropriate in nature.
For instance- In Google Company, Sundar Pichai the CEO of the company tries to apply
the transformational leadership style wherein the different kinds of viewpoints of employees are
taken into consideration which helps in managing the different activities in a positive manner.
Furthermore, this has been noticed that Google is famous for maintaining team work and there is
collaboration between the different employees which helps them in increasing the overall
productivity of the organization as well.
Developing Cultural Competence
Armstrong and Taylor (2014), has commented that in order to develop cultural
competence, this is essential in nature in developing the workforce which is culturally competent
in nature. The author has commented that collaboration between the employees and employer
helps in unlocking the business value of having diverse staffs. Proper development of the cultural
competence in the work environment is essential in nature which helps in working with different
culture and gain more competitive advantage. In this respective practice, this is essential in
nature that both the organization and individuals is required to be culturally competent in nature.
For instance- This has been noticed that in Apple Inc, there is no such cultural
competence present in the organization. This has been analysed and identified that Apple CEO

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do not maintain any ethical practices in the organization and this is affecting the morale of the
employees working in the organization as well. Furthermore, all the employees from different
cultural backgrounds are not being treated in an equal manner and this affects the overall
productivity of the organization as well. Due to this kind of unethical behaviour, this can be
noticed that the productivity of the company decreased and there was a lock out situation in the
respective organization in the past as well.
However, on the other hand, Westpac group is different in the respective approach as
there is huge positive approach towards the different cultural competence among the different
employees. This has been noticed that there is huge cultural diversity in all the different
companies which falls under the Westpac group and this has become efficient in their approach
in gaining huge competitive advantage in the entire market.
Sustaining and Creating Healthy and Safe Workplace Culture
Foster (2014), hypothesized that in order to make the workplace healthy, this is essential
in nature as this will help in protecting the well-being of the different employers and employees.
On the other hand, Collings, Wood and Szamosi (2018), has commented that the organizations
which neglects the health and safety of the individuals in the workplace will lose the staffs and
this will decrease the overall profitability of the entire organization as well.
For instance- There was an unethical practice which occurred in the Apple Company
which affected the morale of the employees. This was being criticized that the respective
company did not look after the health and well being of the employees working at Apple.
Furthermore, the company introduced overtime and there was no extra pay which was being
provided to the different employees as well. This led to huge depressing situation as the

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employees opted for lock out situation and this affected the profitability and revenues of the
organization in a huge negative manner as well.
Furthermore, at Woolworths this was noticed that the company did not provide any kind
of overtime remuneration to the different employees working in the organization. This has led to
huge rate of turnover among the different individuals working in the organization and this led to
huge loss of profitability in the organization as well.
HR in Practice
According to Jackson, Schuler and Jiang (2014), there are different kinds of practices in
Human Resource Management which is required to be analyzed in order to make the system
more efficient in nature. Furthermore, the industrial relations, conditions of the employment
along with work health and safety is essential in order to become more appropriate in performing
the different activities and this will lead to overall efficiency of the organization and employees.
From the different above instances, this can be seen that there are only few companies
such as Amazon and Google, wherein proper care is being shown towards the different
employees and this has increased the overall productivity of the organization as well. However,
on the other hand, this has been analyzed and noticed that Apple is one of the top companies in
which no such care is taken for the employees and this has affected the overall productivity of
the company in a negative manner.
Linkage between HRM Practices
Kramar (2014), has commented that the proper and effective linkage is essential in nature
for the different kinds of HR practices which will be essential in managing the different activities
in a positive manner. The industrial relations is of major importance as this is inclusive of

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maintaining cordial relationship between the employer and employees which will assist in
improving the overall performance of the organization and employees. Furthermore, () has
commented that the different HR skills and standards are required to be maintained such that this
will create a healthy workplace environment and gain competitive advantage as well.
On the other hand, Seymour (2017), has hypothesized that in order to maintain a positive
workplace environment, this is essential in nature that the health and safety of the employees are
taken care in a proper manner and this will assist in healthy kind of working relationships in the
office working environment. Snell, Morris and Bohlander (2015), has commented that strategic
human resource management theory is predicted to contribute in a positive manner for the
success of the organization. The SHRM has a significant role to play in the management of the
effectiveness of the overall organization along with the performance of the different employees
as well along with flexibility (Nankervis et al. 2016).
The human resources policies and procedures are of huge importance in the different
organizations as they help in providing structure, consistency, fairness along with control in the
different kinds of organizations which can be both large and small in nature. Furthermore, from
the linkage between the different HR practices, this has been analyzed that these policies help in
ensuring compliance with the different legislation related employment along with informing the
different employees of the responsibilities which is required to be taken care by them along with
the expectations of the company as well.
Conclusion
Therefore, this can be concluded that the linkage between the different human resources
related practices are essential to be followed by the different organizations in order to improve

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the overall effectiveness of the firm in a positive manner. Furthermore, this has been analyzed
that there were few companies which were taken as the instances wherein there is no influence of
the different HR practices and policies and this affected the overall productivity of the
organization in a negative manner as well. Lastly, the different health and safety of the
employees is required to be analysed and identified which will improve the effectiveness among
the different employees.

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References
Armstrong, M. and Taylor, S., 2014. Armstrong's handbook of human resource management
practice. Kogan Page Publishers.
Bratton, J. and Gold, J., 2017. Human resource management: theory and practice. Palgrave.
Brewster, C., Houldsworth, E., Sparrow, P. and Vernon, G., 2016. International human resource
management. Kogan Page Publishers.
Collings, D.G., Wood, G.T. and Szamosi, L.T., 2018. Human resource management: A critical
approach. In Human Resource Management (pp. 1-23). Routledge.
Foster, E.C., 2014. Human resource management. In Software Engineering (pp. 253-269).
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Jackson, S.E., Schuler, R.S. and Jiang, K., 2014. An aspirational framework for strategic human
resource management. The Academy of Management Annals, 8(1), pp.1-56.
Kramar, R., 2014. Beyond strategic human resource management: is sustainable human resource
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Nankervis, A.R., Baird, M., Coffey, J. and Shields, J., 2016. Human resource management:
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Seymour, C., 2017. Introduction: Children with Parents in Prison: Child Welfare Policy,
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Snell, S., Morris, S. and Bohlander, G.W., 2015. Managing human resources. Nelson Education.

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Taylor, T., Doherty, A. and McGraw, P., 2015. Managing people in sport organizations: A
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