Report on HRM Practices and Strategic Implications for Verdant Leisure

This report provides a comprehensive analysis of Human Resource Management (HRM) practices, specifically focusing on Verdant Leisure, a UK holiday park operator. The report begins with a definition of HRM and its historical development, tracing its evolution through various stages from the early 1900s to the present strategic approach. It then delves into the role of the HRM Director, outlining key responsibilities such as resource planning, training and development, maintaining a healthy work culture, and ensuring legal compliance. The report further details the major activities of the HRM department, including strategic planning, career assistance for employees, recruitment, change leadership, employee advocacy, preventing cyberbullying, record-keeping, and regulatory compliance. The analysis highlights the importance of adapting formal HRM structures for future growth and success within the organization, underscoring the strategic importance of HRM in attracting, developing, and retaining talent.

Human Resource
Management

TABLE OF CONTENTS
INTRODUCTION...........................................................................................................................1
Definition of HRM.......................................................................................................................1
Recent history of development of HRM, including any significant major concepts...................1
Description of the Role of HRM Director...................................................................................2
Major activities that the HRM department will be responsible for and the reasons for doing
them..............................................................................................................................................3
CONCLUSION................................................................................................................................5
BIBLIOGRAPHY............................................................................................................................7

INTRODUCTION
Human Resource Management considered to be an integral part of organizations,
irrespective of nature and type of sector (Albrecht and et. al., 2015). The HRM personnel are
engaged in extremely decisive activities with a major concern of managing the entire workforce.
This involves some vital considerations related to operational, functional as well as legal aspects
of a firm.
The present report is based on case scenerio which will provide deeper experience on HRM
practices of Verdant Leisure, which is a famous holiday park operator and is among award-
winning parks in UK. Currently, they are known to work upon informal procedures of HRM and
thereby willing to adapt a formal structure to attain a successful growth in the future.
Definition of HRM
HRM is defined as a formal system that designed for managing people in an organization.
It is devised system generally consists of a Human Resource Manager, who is mainly
accountable for 3 specific areas. This includes recruitment for staffing right set of individuals at
right position, providing effective compensation and devising the allotted work to hired set of
individuals (Armstrong and Taylor, 2014). Apart from all such managerial and operative
functions, they are also responsible to look upon an entity’s legal deliberations.
Recent history relate with Human resource management.
This is to discourse upon the historical development of HRM and it firstly came into
existence after 1800’s and during prehistoric times, in the form of personnel development. At
this stage, it was mainly concerned about provisioning employment and various health schemes
to employees, considering their rights.
On further tracing the roots of HRM, it has been found that earlier, a prime involvement of
personnel managers, also called as personnel administrators were responsible to undertake the
activities of recruitment, training, selection, administering salaries and wages by maintaining
effective industrial relations (Bratton and Gold, 2017). Although, all of these activities were not
related to each other. This leads to the occurrence of various issues and challenges related to
effective handling of workers that in turn involved the government to undertake effective
measures for it.
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As a result, 4 distinct stages of Human Resource Management were identified and
specified below-
1. Administrative stage from 1900 to 1940s,
2. Welfare and administration stage from 1940s to mid-1970s,
3. HRM and SHRM stage from mid-1970s to late-1990s, and
4. SHRM into the future, beyond 2000.
1900- 1940s
It is called as welfare stage, most of the accountable bodies within HRM department was
inclusive of line managers, supervisors and early specialists like trainers, welfare and recruitment
officers, etc. At this phase, early management theorists like Fredrick Taylor and Elton Mayo
have contributed their philosophies in the form of some well-known theories of scientific
management and behavioral science (Brewster and et. al., 2016). One such example is of
“Taylorism”, demonstrating the principles of scientific management which is mainly focused at
enhancing the efficiency of each individual operating in entities like Verdant Leisure. This is
also to increase the level of production with improved technical assistance by both workers and
machineries.
Another theory proposed by Elton Mayo was named as Behavioral Theory of Management
to address human dimensions of work. This in turn also resulted in the evolution of classical
management theory that emphasized more upon improvement of human relations in which,
employee’s productivity level was tested under changing environmental conditions.
1940s to Mid- 1970s
It is period that called as welfare and administration that initiated with more professional
approach to manage the personnel’s. It showed major efforts that made by legal authorities for
the welfare of workers employed in establishments like Verdant Leisure. It is with a special
involvement of legal bodies to attract as well as retain employees by together ensuring an
increased productivity from them (Brewster, Chung and Sparrow, 2016). This also involved
considerations related to training and development of workers on continual basis and led to the
evolution of several motivational theories.
One such instance is of Maslow’s need hierarchy and Herzberg 2 factor theory that focused
on fulfilling an employee’s distinguished requirements (Harzing, Pudelko and Sebastian Reiche,
2016). Also, improved strategies for engaging and retaining employees were presented by
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philosophers in it. Herein, Maslow’s theory is known to refer the 5 essential desires of
employees, namely, self-actualization, esteem, belonginess, safety and physiological needs.
Herzberg on another hand has focused upon the factors contributing in raising satisfaction level
of workers towards their respective jobs by together considering to lessen down their
dissatisfaction level.
Mid- 1970s to Late- 1990s
It is stage that called as HRM and SHRM stage. The influence of better theories as Peter
and waterman were having greater effect on management of employees together with increment
in cost benefit pressure. The early management theories as Total quality management and
balance scorecard have contributed to put strategically focused over organizational effectiveness
(Jackson, Schuler and Jiang, 2014). Thus, this stage helps to focus over personal development
and industrial relation and to human resource manager to perform their work towards
coordinated and strategic approach so that there can be better management of organisational
people.
Beyond 2000
In present scenario, Human resource management (HRM) termed out as strategic and
coherent approach. It is very difficult to predict the behavior of HRM in the future. As HRM
theory and practice convey that implication of global economic forces as shot to low inflation
economies, reduction in widespread tariffs, development in bilateral and multilateral free trade
agreements needs more consideration towards international HRM models (Jamali, El Dirani and
Harwood, 2015). Presently, strategic international and global HRM models helps to manage
sustainability of multinational firms in this competitive process of complexity and globalization.
Thus, this era shaped by rising forces of globalization, rapid changes happens by tremendous
technological implementation to cope up with cut throat competition and to increase efficiency
(Marchington and et. al., 2016). Currently, HR performs as strategic business partner for
attracting, development, retaining and engaging talents to do things effectively.
Define the Role of HRM Director
HR director is fundamental to develop a company's culture, contributing to its
development. The HR director appointed in Verdant Leisure is expected to lead an effective
implementation of relevant policies and programs related to their management. As of now,
employees are directly reporting to the CEO, as their head, however, now, only the HR director
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being an executive board member will be reporting the head. HR director is a valuable
managerial position and is consequently expected to be knowledgeable in all aspects of human
resources. Considering the role of HRM director in Verdant Leisure, below are some specific
areas that will be needed to be handled by the Appointed Manager- Effectual planning of resources- This depicts a foremost concern of HRM director who
appointed in Verdant Leisure to become a pivotal member of the firm and undertake the
employee handling activities (Diversity at work, 2018.). Herein, the appointed executive
member will be responsible to develop effective plans for a smooth flow of operations at
the workplace (Kramar, 2014). Also, this involves the responsibility of designing suitable
work plans to accomplish the undertaken goals and objectives. Arranging timely sessions of training and development- This is referred to be yet
another concerning area for the HR director who will be accountable to identify the areas
in which employees must trained (Heathfield, 2018). Accordingly, the manager needs to
be responsible to plan strategies that used to conduct the developmental session for the
workers. Maintaining healthy work culture- The appointed director must ensure a healthy work
surrounding for providing a stress-free environment to the employees. This will not only
build the efficiency level of the workers, but is also apparent to retain the efficient set of
workers for a longer time period ( Olson and et. al., 2018).
 Legal considerations- In this role, the selected HRM director will be required to assure a
diversified workplace with intact legal formalities at the workplace. This includes the
application of relevant legislative standards of employment at the workplace to ensure
non-discriminative actions and equal behaviour with all employees. This mainly involves
a successful implementation of Minimum Wages Act, 1948, Equality Act, 2010,
Employment rights act, 1996, Health and Safety Act, 1974, etc.
Description on activities for which HRM department are responsible.
Human resource management (HRM) department is responsible for activities as to plan and
implementation of policies and to get involved in strategic HR planning. It is inclusive of process
as selecting and hiring candidates, employee record keeping, regulatory compliance and to
monitor health and safety of employees ( Sikora and Ferris, 2014). The discussion of above
activities has been presented in below context as-
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 Involvement in planning and development- The HR department of Verdant Leisure must
be involve in process as identification, development and implementation of corporate
objectives (Subramony and et. al., 2018). Thus, participation in planning assists HR
executives to gain profound understanding of organizational activities and it also supports
to have sustainable growth of the enterprise.
 Career assistance to employees- The human resource department of quoted firm should
work as to conduct staff member evaluation. With help of it, they can able to identify
improvement measures. HR professionals of an enterprise must play their role in helping
employees to advance their careers rather than grading employees on the basis of
performance list. By providing proper assistance with career development HR professionals can able to
develop their deeper insights into human capital and availability of human candidates for
potential role succession. To find and recruit employees- The quoted firm must work towards to formulate policies
as to assigned job to candidates as per their capabilities. Thus, one of main activity of
human resource leaders is that they must work to promote Verdant Leisure as highly
favorable workplace (Jackson, Schuler and Jiang, 2014). Furthermore, HR professional
earns accolade for the enterprise by creation of positive culture and providing satisfactory
benefits and compensation as it attracts to employees. They must allocate power as per
the authority given to candidates. Serves as leader of change- The HR should play role as leader to the enterprise and they
must take initiatives to bring modification to lead functions effectively. In addition to it,
HR managers yield strong project management skills in their corporate tool box. Thus,
they must be skilled at helping firm stakeholders make connection with change initiatives
and strategic needs, employee unrest and minimizing change resistance. It is
responsibility of HR to provide effective shaping to organizations culture, weighing
success and change initiatives all are essential activities that are needed to performed in
modern workplace (Wilton, 2016). Thus, change is need to be taken in frequently manner
to earn long term profitability and productivity. Advocating employees- HR plays integral functions to derive success to the enterprise.
Human resource professionals work as to have effective contribution to build positive
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working environment that leads employees to feel motivates and satisfied. With help of
effective practices as employee empowerment, open communication etc. This is effective
to workforce in terms to deliver better and proficient work experience. Ensure no Cyber-bullying at work- The connectivity of internal extends with external
activities as home, personal issues termed out as Cyberbullying. It is yet challenging
process. The essential steps are needed to be taken to eliminate this kind of negativity in
the workplace. Record keeping of employees- Under it, information of each candidates must be taken
into company profile (Xing and Liu, 2016).This is must be inclusive of things as resume,
application and other essential information that applicant has been asked during interview
process. After selection process add information as financial data, pay roll and benefits.
Any complaint belongs to that particular candidate will be noted in the file.
 Regulatory compliance and legal management- The file is need to be maintained by HR
department of related with the legal protection against lawsuits (Marchington and et. al.,
2016). At time, any employee gets fired for any negligent behavior he may relate with
lawsuit for wrongful termination. If file has documented with each complaints of
candidate along with findings and investigation helps the company to maintain image and
case in their favor. In addition to it, it can be said that the HR department is also
responsible for maintaining regular compliance such as providing training to employees
with regard to privacy and security or laws relates with anti-laundering.
Thus, it can be said that HR department of Verdant Leisure is responsible for tracking
behavior of employees so it helps to maintain positive working environment. Hence, without
presence of HR department the enterprise is not able to perform business function smoothly and
effectively.
CONCLUSION
Based on the above report it can be concluded that HRM practices adopted by Verdant
Leisure to replace their informal system of reporting with a formal organizational structure
consisting of HRM director. For this, it has firstly assessed the existence of HRM along with
some of its past traces to evolve as a SHRM. This involved the discussion of 4 vital stages that
finally led to the composition of strategic measures to handle the workers. Lastly, it has
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discoursed upon the roles and responsibilities of an HRM director to be positioned in Verdant
Leisure along with those activities that will be undertaken by their human resource department.
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