HRM Report: Strategic Planning, Performance Management, HR Practices

This report provides a comprehensive overview of Human Resource Management (HRM) and its critical role in organizational success. It delves into the core functions of HRM, emphasizing its significance in strategic planning, where decisions directly impact a business's human resources. The report highlights the importance of recruiting and selecting qualified candidates, talent allocation, and the implementation of workplace system changes to enhance employee satisfaction and output quality. Furthermore, it explores performance management, detailing its objectives in monitoring employee development, identifying talented individuals, and addressing common workplace challenges. The report also examines HR practices aimed at enhancing employee experience, including flexible work environments and activities, and discusses the importance of fostering a positive work culture and effective communication. It emphasizes the need for organizations to adapt HR practices to meet employee needs, recognize their contributions, and minimize breaches of psychological contracts to improve overall business success. The report also includes references to relevant books and journals to support its analysis.

Human resources
management

Table of Contents
SECTION-A....................................................................................................................................2
Q1................................................................................................................................................2
SECTION-B....................................................................................................................................4
Q4................................................................................................................................................4
Q5................................................................................................................................................5
REFERENCES................................................................................................................................7
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SECTION-A
Q1.
HRM is a wide area which is responsible for the overall management and procurement of human
resource in an organization. This department is related in the activities which are related with the
strategy formulation and implementation in order to grow and enhance the overall success of the
business in the industry. With the help of these aspects the businesses are able to improve the
performance of their employees and gain their maximum contribution towards the organizational
aims and objectives (Butterick and Charlwood, 2021). HRM has a major role in the strategic
planning process of an organization as there are several decisions which are directly or indirectly
dedicate towards the human resource of the business. This department can be fruitful for the
businesses to grow and create better opportunities for the business to enhance their services and
grow in the competitive business environment.
The contribution of HRM is beneficial for the businesses to reach their short and long term goals
with convenience. It has a positive influence on the overall success of the organization in the
competitive business environment. Employees of a business have a contribution in the execution
of the overall plans which are prepared by the business. It is essential to have a control over the
staff members for ensuring a higher quality of output in the industry by the company
appropriately.
The main role of HRM in strategic planning is to recruit and select highly qualified candidates
which can help the business to achieve better productivity in the industry. This is one of the most
important aspect of HRM which is the beginning of the strategic plan which is developed by the
business. Procuring and allocating talent is possible with the help of HRM which is a significant
part of the overall business environment (Harney and Alkhalaf, 2021). With the help of this
factor, businesses are able to enhance their performance and increase their ability to achieve the
desired results which are essential for the overall growth of the business. Having right people in
the team is highly essential for the businesses to eradicate the risk factors which may frequently
arise for the business in the industry. There are several changes in the strategic planning process
which may harm the overall growth of the business which has a significant impact on the
development of the business.
HRM further contributes in the overall development of organizations by implementing
different changes in the workplace systems for the overall benefit of a company in the industry.
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With the help of these aspects the businesses are able to gain the trust of their employees are able
to gain more satisfaction in their job role. They work on various issues which are related with the
activities which are performed by these businesses to gain benefit in the industry. It works well
for increasing the quality of output which is achieved by the business to implement their strategic
plan in the industry and experience favourable results which can be beneficial for them to grow
and enhance their overall success.
Training and development is another crucial role that is played by HRM in order to enhance
the skill set and ability of the employees to generate better quality of output in the industry.
Training and development opportunities that are given to the employees are essential for
providing them with better opportunities in the industry to change their current level of
performance. The management of employees becomes easy with the help of these aspects which
are crucial for engaging the customers towards the overall organizational development in the
industry. It is a fruitful measure for the business to gain better advantage and enhance their
growth opportunities which have a necessary input in the business to achieve sustainability. The
strategic planning is an effective tool that is essential in order to generate better success for the
organization to grow and achieve better results in the industry (Darvishmotevali and Altinay,
2022).
There are several negative aspects as well which may have a significant influence on the overall
ability of the business to achieve higher quality of output in the industry. The over inclusion of
the HR department in the business decisions may often create confusion between people which
can increase inappropriate practices in the business environment. Changes in the business
environment may be difficult due to the inappropriate suggestions or rigidity which may not be
fruitful for the company to stay intact with their organizational goals and objectives. This may
create difficulty for businesses to develop an effective strategy for their business to grow and
gain better advantage in the industry. Changes in the business environment may be special which
is necessary for enhancing the benefits that are achieved by the organizations to increase their
overall popularity in the industry and gain better competitive advantage suitably.
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SECTION-B
Q4.
Performance management is a wide area which is used by businesses to monitor the overall
development of their employees in order to enhance their performance in their working
environment. There are several objectives and goals which are determined for measuring the
overall performance of individuals in an organization which creates better opportunities for them
to grow. Changes in the business environment have been useful in increasing the competitive
growth of the overall organization in the industry (Lei, Khamkhoutlavong and Le, 2021).
Performance management gives sheer importance on managing the different aspects of an
employee which a regularly faced by them in the industry having a significant influence on their
motivation levels in the industry. Performance management is beneficial in identifying the highly
talented and performing candidates which is useful in developing a pool which is full of smart
and responsible personnel. This will be crucial for t business to enhance their performance in the
industry and gain better advantage which is necessary for the assurance of the business to
enhance their success opportunities in the industry.
The changes in the business environment are crucial for the organization to grow and enhance
their success opportunities which have a positive impact on the overall competency of the
business to achieve better results in the industry. A pipeline of effective candidates supports the
image of the business in the industry which plays a major role in the overall consistency of r\the
business to achieve better quality of output in the industry. With the help of these aspects, the
business is able to enhance their services and gain better advantage which had a positive aspect
on the overall competencies of the businesses to grow and gain better advantage in the
competitive business environment.
Management of the performance of the employees provides better opportunities top the business
top find the challenges and issues which are commonly faced by the employees in their
organization. It increases the control pf the organizations on their business systems and
employees which is necessary for reducing the inconvenience which is often causing to the
business in the industry (Stahl and et.al., 2020). By building a pipeline the businesses are able to
ensure high quality work and better effectiveness in their business process which is created with
the help of these aspects in the benefit of the business in the business environment. There are
chances for which this pipeline can provide better results to the company in the industry which
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needs to be provided with the permission of the top management that are focusses upon the
results which are achieved with the help of these aspects.
Q5.
HR practises are aimed at increasing the convenience for employees in an organisation. this is
further useful for increasing their experience and providing them with better satisfaction. The
employees feel respected and valued with the help of these HR practises like weekly activities,
flexible work environment, games etc. these efforts are made by businesses to enhance the
performance of their employers and ensure overall success of their organisation. This may have a
positive impact on the psychological factors of employees which minimises the constraints
which hinder the overall growth all these employers in the industry (Ababneh, 2021). The
psychological contract provides better assistance two employees in order to monitor their
progress and meet their personal and professional goals. This helps in building healthier
relationships with the employees and gaining their trust towards the organisational decisions.
Businesses may adopt new and advanced HR practises in order to minimise the psychological
contracts which are essential for improving the success of organisation. Establishing HRM
systems in the organisation can be an effective practise by the organisations towards this aspect.
It may create better opportunities for the business to have a control at their organisational
activities. This may provide better assistance to the employees but ensuring there dedication and
support to their organisational aims and objectives.
The other way could be developing a positive culture for the employees in order to meet their
satisfaction levels. A safe an open culture helps the business to gain the trust of employees
towards their organisational decisions. Changes in the overall management of employees may
lead to certain difficulties in the beginning but it can be fruitful for future. It can provide
assistance to the business to control breach of their psychological contract that their employers.
Employees may be given equal opportunities to give their feedbacks and suggestions towards the
business decisions. This activity can increase their interest in the organisational development and
ensure their honesty to the business.
5

The organisation should focus on establishing effective communication in the business
environment. This is a successful agile practise which can be beneficial for the business improve
their overall success in the industry hear it the employees will be able to eradicate confusion
from the business environment which will be crucial for their overall growth and development
(Singh and et.al., 2021). A positive system where the employees add free to give their
suggestions and clear their doubts is useful for increasing their overall efficiency in finding better
results. This practise can be essential for the business to improve the relationship among their
employees and with the organisation as well. This is a major factor which can contribute towards
minimalizing the breach of psychological contracts and is useful in improving overall success of
the business. Companies should focus on adopting these practises and making effective changes
according to the employee needs. Giving due recognition and opportunities to the employees has
a major impact on their contribution towards the organisational goals this is a major factor in the
overall development of the business and helps the companies to grow an achieve better quality of
output in the industry.
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REFERENCES
Books and journals
Ababneh, O.M.A., 2021. How do green HRM practices affect employees’ green behaviors? The
role of employee engagement and personality attributes. Journal of Environmental
Planning and Management, 64(7), pp.1204-1226.
Butterick, M. and Charlwood, A., 2021. HRM and the COVID‐19 pandemic: How can we stop
making a bad situation worse?. Human Resource Management Journal, 31(4), pp.847-
856.
Darvishmotevali, M. and Altinay, L., 2022. Green HRM, environmental awareness and green
behaviors: The moderating role of servant leadership. Tourism Management, 88,
p.104401.
Harney, B. and Alkhalaf, H., 2021. A quarter‐century review of HRM in small and medium‐
sized enterprises: Capturing what we know, exploring where we need to go. Human
Resource Management, 60(1), pp.5-29.
Lei, H., Khamkhoutlavong, M. and Le, P.B., 2021. Fostering exploitative and exploratory
innovation through HRM practices and knowledge management capability: the
moderating effect of knowledge-centered culture. Journal of Knowledge Management.
Singh, S.K. and et.al., 2021. Knowledge-based HRM practices and innovation performance: Role
of social capital and knowledge sharing. Journal of International Management, 27(1),
p.100830.
Stahl, G.K. and et.al., 2020. Enhancing the role of human resource management in corporate
sustainability and social responsibility: A multi-stakeholder, multidimensional approach
to HRM. Human Resource Management Review, 30(3), p.100708.
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