Unit 3: Human Resource Management Functions and Strategies Assignment

Desklib provides past papers and solved assignments for students. This report analyzes HRM functions and strategies.

Student name: Assessor name:
Issue date: Submission date (Due date): Submitted on:
Programme:
Unit Number and Title: Unit 3: Human Resource Management Functions and Strategies
Assignment title:
1

Table of Contents
Introduction:....................................................................................................................................3
LO1 Explain the purpose and scope of Human Resource Management in terms of resourcing an
organisation with talent and skills appropriate to fulfil business functions.....................................3
LO2 Evaluate the effectiveness of the key elements of Human Resource Management in an
organisation......................................................................................................................................9
LO3 Analyse internal and external factors that affect Human Resource Management decision-
making, including employment legislation....................................................................................12
LO4 Apply Human Resource Management practices in a work-related context:.........................14
Conclusion:....................................................................................................................................15
Reference List:...............................................................................................................................17
2

Introduction:
Human Resource Management (HRM for short) in an operating company is designed to
maximize employee performance to meet the employer’s strategic goals. Specifically, the
company’s human resource management staff focuses on administration, policy and the system
to be emphasized. In short, personnel management is the process of recruitment, personnel
selection, guidance and adequate induction to develop appropriate training and skills. The HRM
also includes employees, such as performance appraisals, the provision of compensation and
adequate benefits, buoyancy, educational work and the game of rugby, and the safety, health and
well-being of workers through compliance with labor law by the state or state. In short, the staff
includes maximizing employee productivity. Human resources managers can also focus on an
aspect of human resources, including recruitment, training, relationships with employees or
benefits. Recruitment specialists are responsible for finding and hiring the best talent. Education
and training to ensure that workers are trained and receive continuous training advice
(Marescaux et al., 2018). This is done through training programs, performance assessments and
payment programs. Relationships with employees and the status and incidence of employees,
such as violations of the rules, sexual harassment and discrimination.
LO1 Explain the purpose and scope of Human Resource Management in terms of
resourcing an organisation with talent and skills appropriate to fulfil business functions.
Definition of HRM concept:
The definition of the HRM process leads to two different definitions. The first definition of
human resource management is the process of managing people in organizations in a structured
and comprehensive way. This includes the personnel area (hiring), archiving, configuration and
management of payments and benefits, performance management, change management and
maintenance of company expenses to complete the activities (Marescaux et al., 2018). The
traditional definition of human resource management has led some experts to create it as a
modern version of the management staff that has been used so far. The second definition
3

concerns the management of HRM in the organization from the point of view of the macro is the
organization of our common relationship between management and employees. This approach
focuses on the purpose and role of human resource management.
How HR management have evolved:
The time before the industrial revolution: The community is mainly agricultural economy with
limited production. A few ships were limited, and usually done in a village or community that
helps students master. Channel communication is limited.
Era of the industrial revolution (1750-1850): The industrial revolution marks the transformation
of the economy from agriculture to industry. Modernization and improvement when media
communication give way to industries to set up a department to discuss wages, benefits and other
related problems. This means that the emergence of energy management is the main task
(Marescaux et al., 2018). This was mainly involved with the following:
 Salaries and wages of employees.
 Worker records.
 Accommodation and health service employees.
Figure 1: Evaluation of HRM
4

(Source: Marescaux et al., 2018)
Personal management and Human resources:
The energy management function is the administration that exists in an organization to ensure
that the right people are in the right organization. The traditional approach for managers to focus
on guidelines on compliance and organizational rules. On the other hand, Human resources
management is the modern approach to managing people’s jobs focused on the acquisition,
development, use and maintenance of human resources. Combine the benefits of physical energy
with human capabilities (Gope et al., 2018). In simple terms, human resource management can
be cited as a policy that guarantees the quality and quantity of human resources in the right
organization
Comparing the principles of Personal management:
Basis for Comparison Personnel Management Human Resource
Management
Meaning Aspects of the administration
that deals with the workforce
and their relationship with the
company known as personnel
management.
Focus the management of the
store on the most effective use
of an institution's work in
order to achieve the
organization’s objectives
known as normal.
5

Approach Traditional Modern
Type of function Routine function Strategic function
Basis of Pay Job Evaluation Performance Evaluation
Management Role Transactional Transformational
Communication Indirect Direct
Focus Intrinsic Extrinsic
Table 1: Comparisons of Personal management and Human resource
(Source: Viitala et al., 2017)
Purpose and scope of HRM:
Human resources managers can also focus on an aspect of human resources, including
recruitment, training, relationships with employees or benefits. Recruitment specialists are
responsible for finding and hiring the best talent. Education and training to ensure that workers
are trained and receive continuous training advice (Tzabbar, et al., 2017). This is done through
6

training programs, performance assessments and payment programs. The scope of HRM can be
deduced as followed:
Human resources planning:
It is the process by which a company like many positions is determined free, and if the company
has excess staff and lack of staff and the need to address this excess or missing address later
(Gope, et al., 2018).
Analysis of the design work:
Work analysis can be defined as a process of communication and regulation in detail of the tasks
and requirements of each activity and the relative importance of these tasks for a given job.
Design is the work of the road design process, in which the evaluations of the collected data are
performed in a single job. Contains a detailed description of the individual projects in the
company (Thunnissen, 2016).
Recruitment and selection:
As for the information gathered from the job analysis, the company prepares and publishes
announcements on various social media platforms. This is known as the setting.
Key roles of HRM:
Strategic Role of HRM:
Skills of HRM Personnel:
Team management is the way to show how strategic personnel manage and the resources to
manage the business. These include the recruitment and hiring of employees to meet specific
dimensions of the current and future objectives of the company, coordinating benefits for
7

workers and proposing strategies for training and qualifying employees (Gope, et al., 2018). So,
human resources professionals are consultants, not workers in the business of alienation; They
advise managers on many issues related to work and how to help the organization achieve its
goals.
Responsibilities of HR practitioners:
It is the level of the organization, managers and staff professionals who work together to develop
workers’ skills. For example, human resource professionals advise managers and supervisors on
how to assign employees different roles in the organization, helping the organization adapt to the
environment.
Strength and weakness of:
Recruitment and selection:
The recruitment and training of new employees is the responsibility of the main human resources
team. This part of the work is often dedicated to recruiting jobs, interviews and recruiting
candidates and reserves hours of training for new recruits (Marescaux et al., 2018). Human
resource departments often publish training materials including manuals detailing all aspects of
the job.
Performance management and reword system:
HR departments are often instrumental in a performance improvement plan commonly known as
PIP in design. In general, the proposal is written to help workers fight to improve their work, to
increase a certain level of business expectations (Viitala et al., 2017). PIP can be included in the
description of the behavior or performance that requires attention, the goal can be achieved at a
given time to reach a plan with improved support and explains the consequences if the
improvement does not occur (Nankervis et al., 2016).
8

Beneficial for both employees and organization:
Another important role of the human resources department is to manage the relationship with the
workers. If there is a dispute or misunderstanding between employees or between employees and
managers, there is a human resources officer who will convey the situation. Employees are
encouraged to bring relational energy resources to solve problems (Marescaux et al., 2018).
LO2 Evaluate the effectiveness of the key elements of Human Resource Management in an
organisation.
The effectiveness of flexible organization and flexible job opportunities: The flexible working
hours recently held at several well-known organization will strengthen not only the obligations
of employees, but also situations that may not be safe due to its functionality. In reality,
employees are motivated to work without problems on the result with positive effects
(SHARMA and Gursoy, 2018).
Training requires and develops differentiation: Development and movement remain the key to
the good functioning of the human factor. Kingfisher Airlines regards the training and
development process as an integral activity. different forms and is:
 Opening of the practice
 Education Pedagogy
 refresher course
 training hall
 apprenticeship
In today’s world, education is one of the main practices to help workers improve their level of
competence. This increases organization’s efficiency with the added benefit of increasing the
effectiveness of the work, what it is. The effectiveness of the work and workplace plan and a
reward system: the system design work and the payroll and Kingfisher Airlines have increased as
follows:
9

 Increased productivity.
 Improvement of participation.
 Improvement of employee retention
 Improving the work ethic.
Extrinsic prizes: The tangible managers of the reward system provide personnel in terms of
bonuses, wage increases and bonuses (Noe et al., 2017)). Intrinsic rewards are non-physical
rewards that employees provide emotionally. That is, the letter of credit or the motivation of an
employee who receives the quotes to successfully complete a project.
The connection between theory and motivational rewards is based on the “content and process”
theory, motivation is still the process and thinking process of an influenced and improved
individual to achieve goals, employees must be more perfect. It can be financial and non-
financial. For the first, the organization will pay for the service, while for the latter, the
premiums, the employees of non-financial benefits will improve. Maslow’s “store manager”
theory would divert attention by making the right complementary relationship with the
workforce (Noe et al., 2017). Herzberg has the theory that some say they need every employee.
This are as follows
 motivating factors
 health factors
For example, with Kingfisher Airlines, the theory of Maslow and Herzberg, suggesting that the
first will be the second level to be motivated. In this company, wages are still one of the main
motivators in which each employee receives a reward for achieving their projects (Larsen, 2017).
Flexible organizational model (e.g. Handy, Atkinson): The theory of cellular shamrock
management states that the first sheet describes a multiple team made up of managers,
technicians and professionals who substantially continue the activity successfully. The second
sheet is contracted while non-strategic activities are joined by companies such as Kingfisher
10

Airlines, which specializes in effective communications (Noe et al., 2017). The third leaf is a
flexible workforce composed of seasonal, temporary and part-time workers. Figures provided
below:
Figure 4: Handy Flexibility Model
(Source: Noe et al., 2017)
Performance management and methods used to monitor worker performance:
Procedures that monitor worker performance are below:
Monitor employee performance: Introduce employees to use self-controlled tools to keep track of
what they are doing. Check regularly and how employees perform their usual job. Keep an eye
on what they are doing by keeping track of past recordings and knowing the various means by
which they can be used type of payment and reward system.
The intrinsic extrinsic reward: Intrinsic reward explained that the satisfaction of the employees
organizations received after completing an activity called intrinsic rewards, while extrinsic is the
promotion of profit, money and profit (Noe et al., 2017).
11

Financial and non-financial rewards: As the name suggests, financial rewards are rewarded with
money, while the non-financial potential is available to all organizations. Non-financial awards
for performance and operation Employees feel more attracted to motivation (Donate et al.,2016).
LO3 Analyse internal and external factors that affect Human Resource Management
decision-making, including employment legislation.
Relations with employees: The way the administration interacts and goes to all employees.
Maintaining good mutual relations in the workplace, along with other benefits, such as
increasing the work ethic and increasing productivity throughout the organization would be
reduced. Kingfisher, used according to how to improve:
Better communication: Maintaining the correct hierarchy ensures that management has access to
all employees at all levels so that they can perceive their service priorities and the importance of
the organization.
Professional development: Reduction of employee turnover, the company has adopted the
position of the course in terms of career development.
Vision sharing: It employs that every employee is special, it is important for the company to
share the business plan with each employee.
Strategies to develop and improve employee relationships and commitment. The strategy
includes:
 Use the survey to act correctly to assess employee involvement
 Focus on involving employees for the organization and the local level.
 Choose the right manager.
 In addition to the train manager and is responsible for the intervention of workers.
 Identify the purpose of engaging in everyday terms.
12