HRM 4 Assignment: Talent vs. Technology and HRM Importance

This assignment delves into the core concepts of Human Resource Management (HRM), addressing the critical debate between talent and technology in modern organizations. The student agrees with the statement that talent differentiates organizations, emphasizing the role of human resources in decision-making, strategic planning, and adapting to business changes. The assignment also defines HRM, highlighting its strategic approach to managing human resources to gain a competitive edge. It emphasizes the importance of HRM to organizations, covering aspects like organizational culture, employee recruitment, stakeholder relationships, employee morale, and conflict resolution. The student references several academic sources to support their arguments, providing a well-rounded analysis of HRM's significance in the business environment.

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

1HRM
2. ‘This decade, most organisations will be differentiated by talent, not technology.’ Do
you agree or disagree with this statement? Explain your reasoning.
The trends of most of the commercial business are very much dynamic, it keeps on
changing according to the business factors such as market conditions, use of the disruptive
technologies in the business, expectations of the consumers of the business and capabilities of
all the available resources of a business (Walford-Wright and Scott-Jackson 2018). Most of
the commercial business establishments have started working on digital platforms and this
trend shall be followed in the next couple of years as well (Järvi and Khoreva 2020). Success
of most of the commercial business organizations is maintained with the support coming
from both human resources and the technologies which are being used to optimize the
business operations.
In my opinion, most of the technologies which are deployed in any contemporary
business are administered by human resources. I agree with that statement that the talents of a
business environment play a greater role in ensuring the success of the business as compared
with the advanced specification and the offerings coming from the advanced technologies.
I believe that selecting the resources required in the business is one of the most
significant aspects of any commercial business, and the selection of resources using advanced
technologies such as Information Systems is very much vulnerable. The organizational
leaders of a business are identified by the human resources only and not by the advanced
technologies, and these leaders helps to boost the productivity of a business as well.
Based on my perceptions, I can say that the human resources or the talents are much
more useful to study and evaluate the internal and the external influences of a business. I also
believe that the talents of a business plays the most significant role in accomplishing the
vision of the business.

2HRM
The organizational policies of a business must be very much dynamic in nature and have to
be updated on regular intervals, however, it can be said that the talents of business know it
better when to update the policies rather an automated technology (Lyria, Namusonge and
Karanja 2017). Most of the decision making and the strategic planning in any major
organizations is also conducted by the talents of a business rather than advanced
technologies. Hence, I believe that the talents of a business are the driving forces in most of
the business as compared to their use of advanced technologies.
3. What is HRM? What is its importance to an organisation? To employees?
The strategic approach required to manage the human resources of an organization
that can provide the business a competitive edge over the other similar organizations is
known as Human Resource Management (Amarakoon, Weerawardena, and Verreynne 2018).
The role of the HR executive is very much significant for all the HRM activities of a
business, such as the creation of the organizational policies. The employee benefits designs
are created by the HR executive on the performance of productive employees. The growth
and success of any business depend upon the offerings coming from the HR professionals.
There are numerous advantages of HRM from which an organization can be hugely
benefitted (Hitka et al. 2017). The entire organizational culture can be maintained by the HR
systems and the HR executives. The planning for the changes required in the business is also
conducted by the HR executives of the business. Recruitment and the selection of employees
is one of the major responsibilities of the HR managers and it helps the organization to
sustain its business inspite of the adverse business conditions like recessions. There are
numerous stakeholders which are related with a business organization such as the supply
chain, government officials and supplier of raw materials, HRM plays a key role to maintain

3HRM
a good business relationship with each of these stakeholders. Thus, HRM plays a significant
role in boosting the production of an organization.
HRM plays a significant role in improving the depleted morale of the struggling
employees, the performance of the employees can also be enhanced with the help of the
HRM as well (Ogunyomi and Bruning 2016). The employee turnover of a business can be
maintained based on the concepts of HRM. Maintaining the satisfaction of the employees
working in the business is one of the major roles of the HR managers of the business. Most of
the conflict resolution techniques is also one of the major contributions of this business.
Training and development in the business is maintained with the active help coming from the
HR executives of the business. Thus, it can be understood that HRM plays a significant role
in managing the human resources of a business.

4HRM
Reference
Amarakoon, U., Weerawardena, J. and Verreynne, M.L., 2018. Learning capabilities, human
resource management innovation and competitive advantage. The International Journal of
Human Resource Management, 29(10), pp.1736-1766.
Hitka, M., Lorincová, S., Ližbetinová, L., Bartáková, G.P. and Merková, M., 2017. Cluster
analysis used as the strategic advantage of human resource management in small and
medium-sized enterprises in the wood-processing industry. BioResources, 12(4), pp.7884-
7897.
Järvi, K. and Khoreva, V., 2020. The role of talent management in strategic renewal.
Employee Relations: The International Journal.
Lyria, R.K., Namusonge, G.S. and Karanja, K., 2017. Role of talent management on
organisation performance in companies listed in Nairobi securities exchange in Kenya.
Journal of Human Resource and Leadership, 1(3), pp.1-17.
Ogunyomi, P. and Bruning, N.S., 2016. Human resource management and organizational
performance of small and medium enterprises (SMEs) in Nigeria. The International Journal
of Human Resource Management, 27(6), pp.612-634.
Walford-Wright, G. and Scott-Jackson, W., 2018. Talent Rising; people analytics and
technology driving talent acquisition strategy. Strategic HR Review.