HRES 2201 Case Study: HRM's Strategic Role and Workplace Practices

This essay provides a reflective and factual analysis of Human Resource Management (HRM), defining it and reinforcing its significance as a strategic business partner within organizations. It explores HRM's role in achieving organizational objectives, fostering employee motivation and professional development, and acting as a bridge between management and labor unions. The essay then delves into five key HRM processes: recruitment and selection, orientation, maintaining good working conditions, managing employee relationships, and training and development. Furthermore, it addresses critical demographic and employee concerns such as conflict management, wage issues, workplace safety, and time management, highlighting the importance of effective HRM in creating a positive and productive work environment. The assignment concludes by emphasizing the evolving perspective of HRM as an essential function distinct from other departments in an organization.

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Case study
Student’s Name
Institutional Affiliation

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Human Resource Management
Introduction
Human Resource Management refers to that process undertaken by an organization to
acquire through recruitment an employee’s services and offer remuneration and other benefits to
the employee in line with his/her roles and productivity. The Human Resource department
induces and orients the new employee so as to understand his/her roles, understand the
organizational structure and to conform with the organization culture.
According to Peters (2014), Human resource management is very significant to an
organization. First HRM helps the organization to achieve its objectives at different stages of
operations. It does this by ensuring that employees are motivated and inculcating a positive
attitude of the employees to their responsibilities in the working environment which is directly
related and correlated to employee productivity.
Secondly, the HRM is also significant in facilitating and fostering professional growth
and development in the organization through training, induction and orientation of employees.
The induction process and on the job training helps the employees in preparing for promotions,
elevations and adequate compensation in the future. This process also prepares the employee not
only to work in his/her current organization but also in other organizations in the event the
employee opts out of his current role to seek greener pastures (Whatishumanresource.com, n.d).
Human resource management is also considered as the perfect bridge between the
organization and the regulating authorities such as labor unions. This department ensures better
relations between the management and the union by always ensuring that the labor laws adhere

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to the latter and that employees understand their responsibility to the employer and the employer
does the same.
The significance of Human Resource Management to an organization has cemented and
reinforced my new understanding of the role and has changed my perspective of Human
Resource Management as totally different from any other department in an organizational
setting.
Application to a workplace
The Human Resource Management is mandated to conduct a number processes in the
organization which may include but not limited to;
Recruitment and selection
Recruitment involves the process of luring, attracting, testing and selecting potential and
qualified candidates as per the objectives of the job. This process is significant because it enables
the organization to overcome challenges presented by indulging incompetent employees such as
costs of training and losing employees due to lay off as a result of incompetence (Bhattacharyya,
2017).
Orientation
The HRM undertakes this process so that the new employees can be introduced to their
new jobs systematically, meet their colleagues, and understand the organization structure
(Vincent, 2015). This process is key to the employee since it gives the employee a general
routine of his/her responsibilities, gives him/her a clear picture of the organization and the
organizational rules, policies, and benefits to the employee.

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Maintain good working conditions
HRM is responsible for ensuring the safety of employees at work and to offer conducive
working condition that may make the employees love their work and their environment. This is a
means of motivating the employees.
Managing employee relationships
It is significant that employees in an organization have a positive working relationship
with the organization because this influences behavior and output of the employees. HRM
organizes activities at a workplace that helps the organization to understand each employee and
his/her preferences at work.
Training and Development
This is aimed at improving the employee for current and future roles. The effective skill
set is dispensed to the employees through training which targets their growth at different stages
of their responsibilities.
Key Demographic & Employee Concerns
According to Pierce (2017) employee concern issue that may arise hence causing
organizational problems may include;
 Conflict management: Conflicts are likely to rise in a working environment
between the employees themselves, or the employee and the business owner.
Failure to manage conflict may prove detrimental to the organization in terms
employee productivity, relations and attitude to the work and the environment.

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 The hour and wage issues: This may arise in instances when employers do not
pay up in full their employees on hours of their commitment to the organization.
This may bring up issues with the labor unions and encourage strike at work
which is not healthy for productivity.
 Safety issues at the workplace: It is a nightmare for the employee and to the
employer that an employee gets a work-related injury while undertaking his
duties. It is, therefore, a mandatory requirement that an organization sets a safe
environment for their employees’ operations.
 Time management and attendance issues: Time management is critical to an
organization's ability to achieve its objectives daily. Lateness at work or complete
absence would have negative effects on the productivity of the employees and
affect the overall performance of the organization in achieving its objectives.

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References
Bhattacharyya, B. (2017, November 16). 5 Major Functions of Human Resource Management.
Retrieved May 19, 2018, from https://www.keka.com/5-major-functions-human-resource-
management/
Human Resource Management - Definitions on HRM - Origin of HRM - Objectives of HRM.
(n.d.). Retrieved May 19, 2018, from http://www.whatishumanresource.com/human-resource-
management
Peters, S. (2014). Importance of Human Resource Management in 21st Century: A Theoretical
Perspective Http://archives.pdx.edu/ds/psu/12597. Anthos,6(1), 111-136.
doi:10.15760/anthos.2014.111
Pierce. (2017, March 02). 5 Most Common Employee Relations Issues & How to Handle Them.
Retrieved May 19, 2018, from https://advancesystemsinc.com/employee-relations-issues-handle/
The significance of Human Resource Management. (n.d.). Retrieved May 19, 2018, from
http://www.whatishumanresource.com/significance-of-Human-Resource-Management
Vincent, J. (2015, March 24). Orientation hrm. Retrieved May 19, 2018, from
https://www.slideshare.net/JonathanVincent/orientation-hrm