Comprehensive Analysis of HRM, SHRM (Ulrich Model) and Data Analytics

This essay defines Human Resource Management (HRM) and outlines the key skills required for HR personnel, emphasizing roles in recruitment, management, and employee development. It explains Strategic Human Resource Management (SHRM) with reference to the Ulrich Model, which organizes HR functions into roles like change agent, administrative expert, strategic partner, and employee champion. Furthermore, the essay discusses how data analytics is used in decision-making, enabling organizations to address growth, financial issues, marketing, and customer service by tracking KPIs and learning from past experiences. The references include books and journals to support the analysis.

Formative Assessment

Table of Contents
Define HRM and key skills of HR personnel.........................................................................3
What is SHRM, explain in reference to Ulrich Model...........................................................3
How can Data Analytics used in decision making ...............................................................3
REFERENCES:...............................................................................................................................4
Books and Journals.................................................................................................................4

Define HRM and key skills of HR personnel
Human resource management has been termed as practice of hiring, recruiting, managing
and developing employees of an organisation to meet the desired goals effectively. HR manager
play all these practices to selected most suitable candidate and retain them for life long for
company growth (Mariappanadar, 2020). The key skills of HR personnel are leadership skills,
planning skills, interpersonal skills, strategic thinking skills, workplace culture development
skills and many more which helps them to perform their practices effectively.
What is SHRM, explain in reference to Ulrich Model
SHRM is termed as society for human resource management which creates positive and
better organisation's environment where employees and employers grow together (Hu and Zhao,
2020). SHRM is a strategic human resource management which is a approach to make best team
for success and growth of business. Ulrich Model is a HR model which helps company to
organise and manage human resource functions into various roles such as change agent,
administrative expert, strategic partner and employee champion to meet dynamic competitive
business challenges (Karman, 2020).
How can Data Analytics used in decision making
Data Driven Decision Making refers to a strategy in which major decisions are made on
the basis of what management of an organisation think is best for growth. Company used this
strategy to address enterprise growth, financial issue, marketing, sales as well as customer
service (Saggi and Jain, 2018). By implementing this strategy and various approach such as KPI
tracking, learning form mistakes they gathered data to analyse trends addition to take effective
decision for future. It helps company to demonstrate a vision from past experience which allow
them to take effective decisions regarding their product, services and policies.

REFERENCES:
Books and Journals
Hu, W. and Zhao, S., 2020. Strategic human management evaluation for marine
enterprises. Journal of Coastal Research. 107(SI). pp.57-60.
Karman, A., 2020. Understanding sustainable human resource management–organizational value
linkages: The strength of the SHRM system. Human Systems Management. 39(1). pp.51-
68.
Mariappanadar, S., 2020. Do HRM systems impose restrictions on employee quality of life?
Evidence from a sustainable HRM perspective. Journal of Business Research. 118.
pp.38-48.
Saggi, M.K. and Jain, S., 2018. A survey towards an integration of big data analytics to big
insights for value-creation. Information Processing & Management. 54(5).pp.758-790.