Human Resource Management Report: Skills and Power Dynamics

This report offers a comprehensive exploration of Human Resource Management (HRM). It begins with an executive summary highlighting the core functions of HRM, including staffing, compensation, and work design, all aimed at maximizing business productivity. The report then delves into a detailed discussion, starting with the investigation of a workplace accident involving an employee injury. It outlines the critical steps for such investigations, from providing immediate aid to developing corrective action plans. The report then examines different sources of power, such as legitimate, reward, coercive, expert, and information power, and how they are utilized in a professional setting. Furthermore, it addresses the significance of negotiation in conflict resolution, providing examples of negotiation scenarios, including customer interactions and legal settlements. The report also discusses the roles and responsibilities of a human resource manager within an organization, emphasizing the importance of job descriptions and leadership in the HR department. The assignment concludes with references to the sources used.

Running head: HUMAN RESOURCES MANAGEMENT
Human Resources Management
Name of the Student
Name of the University
Author’s Note:

Executive Summary
The main aim of this report is to understand the entire concept of human resource management.
It is the distinct term that is being utilized for describing the formal systems that are being
devised for the people management within any specific company or business. The core
responsibilities or duties of a human resource manager eventually fall under three distinct areas
of staffing, employee compensation and benefits and defining as well as designing of work. The
main purpose of human resource management is to maximize the overall productivity of the
business by simply optimizing the employee effectiveness and efficiency. As a result, the
business gains maximum effectiveness and efficiency without much complexity or issue with the
successful implementation or presence of human resource management. This report has
highlighted different aspects and features of human resource management with personal
reflection and case study analysis.
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Table of Contents
1. Introduction..................................................................................................................................3
2. Discussion....................................................................................................................................3
2.1 Part 1......................................................................................................................................3
2.2 Case Study Questions..........................................................................................................12
3. Conclusion and Recommendations............................................................................................18
References......................................................................................................................................20
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1. Introduction
HRM or human resource management is the distinct strategic approach towards an
effective management of different people within a company in such a manner that they help the
business in gaining competitive advantages (Noe et al., 2015). It is being designed for
maximization of the employee performances in the service of the strategic objectives of an
employer. This human resource management is mainly concerned with the overall people
management in a company for emphasizing on different systems and policies (Armstrong and
Taylor, 2020). The major departments of human resource are mainly responsible to oversee the
design of employee benefits, proper recruitment of employees, performance appraisal, reward
management, training and development as well as management of payments and understanding
benefit systems. It even concerns about the organizational changes or industrial relations to
ensure that a proper balance is maintained within the requirements of collective bargaining,
government rules and organizational practices (Bratton and Gold, 2017). The main purpose of
this human resources is to make sure that the entire company is capable for achieving success
through people. The professionals of human resources manage the human capital of a business
and then emphasize on the deployment of processes and policies. The following report outlines a
brief discussion on human resource management with relevant case study analysis.
2. Discussion
2.1 Part 1
Question 1
One of the employees has broken her arm after slipping on the office floor. As a result,
the human resource management is responsible for investigating the workplace accident
(Sparrow, Brewster and Chung, 2016). The vital steps that are needed to be considered for
investigating the work place accident of the employee are provided below:
i) The first and the foremost step in investigating the work place accident of the employee
would be providing first aid or medical care to the respective injured employee and taking proper
action for preventing any further damage or injury (DeCenzo, Robbins and Verhulst, 2016). It
would ensure that the employee is not further damaged under any circumstance.
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ii) The second step in investigating the work place accident of the employee would be
reporting the accidents as needed by the organizational policies and procedures, so that it is being
ensured that all the processes are being followed as per needed.
iii) The next vital and significant step would be subsequently investigating the accident as
soon as possible after it has taken place (Chelladurai and Kerwin, 2018). It would enable the
management in observing the major conditions as they were present at the accident location and
also preventing the evidence of disturbance for allowing the management to identify major
witnesses.
iv) The fourth distinct and important step in investigating the work place accident of the
employee would be identifying the accident causes. The reason of employee falling down on
office floor should be checked that whether she was pushed by any other fellow employee or it
was a simple accident (Cascio, 2015).
v) The next major step would be reporting the findings in a written report. While
preparing the report, it would be helpful for preparing step by step timeline or account working
back from the accident moment for listing every possible cause at every step. This particular
account could be quite helpful for preparing the finalized report that should explain the evidence
for the conclusions.
vi) The sixth step is to develop a plan for any type of corrective action for preventing the
accident from occurring happen (Marchington et al., 2016). These actions must be specific and
should be addressing the causes as described in the report.
vii) The next step is to implement the respective corrective action. It is quite helpful to set
a proper deadline for the successful deployment of the corrective actions and there should be
observing for ensuring that they are being completed and proper follow ups should be taken for
this purpose (Brewster et al., 2016).
Question 2
Having power and utilizing power are considered as two different things. It is extreemly6
important and significant to ensure that power is being utilized in the most effective manner, so
that better effectiveness is being obtained for both manager and employee (Brewster and
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Hegewisch, 2017). There are several significant sources of power and amongst them, the most
distinct sources of power that I have at my disposal in my current job include legitimate, reward,
coercive, expert and information. Power can be earned from one major source or all five on the
basis of the respective situation. The description of the major sources of power that I comprise of
is provided in the following paragraphs:
i) Legitimate Power: The first and the foremost source of power that I have for disposal
is legitimate power. This type of power mainly comes from any particular organizational position
or role (Albrecht et al., 2015). The others eventually comply with the request these distinct
individuals for ensuring that the legitimacy of the position is being accepted, whether they are
liking or agreeing with the respective request or not. I was at a senior position and hence had to
set deadlines and my juniors had to follow them; hence ensuring that I am legitimate towards the
position.
ii) Reward Power: The second distinct and important source of power that I have for
disposal is reward power. It is the core capability of granting a reward like increment in payment
as well as an attractive job assignment (Berman et al., 2019). This reward power eventually tends
in accompanying the legitimate power and is the highest when the reward is scarce. As a result, I
have ensured that my team members are being rewarded on every vital aspect and involving high
compliance for the work. New products were also involved in the plan by inclusion of new ideas.
iii) Coercive Power: The third important source of power that I have for disposal is
coercive power. It is the core capability of taking anything away or punishing anyone for non
compliance (Bailey et al., 2018). This type of power mainly works through fear and it eventually
forces individual in doing anything for selecting the correct attributes. The most extreme
example of coercion is government dictators, who are responsible for such distinct power.
iv) Expert Power: I have also shown expert power for understanding the knowledge and
skill. As a result, I have been able to include long time employees in the work with such distinct
source of power (Stewart and Brown, 2019).
v) Information Power: I even have a vast amount of knowledge or skill and is being
distinguished by accessibility to specified information.
Question 3
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Negotiation is considered as one of the most important and significant requirements in a
job to ensure that conflicts are avoided successfully. As a result, alternative solutions are being
found out, which would be suited for all (Wilton, 2016). Good negotiations are required for a
business, since they contribute maximum towards business success factor and also build up
better relations with the objective that negotiation would be reaching to an agreement that can
result in mutual benefit. Negotiation in a business is possible with the help of communication. It
is being done by the exchange of ideas, views and news in the connection with the business
amongst the associated parties (Jabbour and de Sousa Jabbour, 2016). I have recently
encountered two distinct negotiation situations in the last week. The description of these
negotiation situations is provided below:
i) Negotiation with a Customer: The first and the most significant negotiation situation
that I have confronted last week in my work place was negotiation with a customer (Hecklau et
al., 2016). It was the first time that I was dealing with customers and hence I had to ensure that
each and every doubt or issue is eradicated successfully and the customer remains satisfied under
every circumstance and I am able to complete my work eventually. I had to negotiate with my
customer regarding the price as the customer was wanting huge discount in their work (Ahmad,
2015). As a result, I had to negotiate the customer and then fix a proper price for such aspect. It
has also helped me in making smart concessions for the business.
ii) Negotiation of a Legal Settlement: The second significant and important negotiation
situation that I have confronted last week in my work place was negotiation of a legal settlement
(Banfield, Kay and Royles, 2018). A specific legal settlement was required in my work place for
maintaining a resolution within two disputing parties regarding a legal case. I had to intervene in
this issue, although I was not directly linked to the case. It was being resolved before the issue
reached to the court. Structured settlements provide for futuristic periodic payments and not only
one time cash payment (Stone et al., 2015). Two of my colleagues were involved in a conflict for
getting settlement; however they were unable to do so. Hence, I was successful for a negotiation
to a legal settlement.
Question 4
I am presently working as a human resource manager in a popular and significant
organization (Boella and Goss-Turner, 2019). Hence, it is my responsibility to plan, direct as
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well as coordinate the overall administrative functionalities of the entire company. I also have to
oversee the recruitment, interview and then hiring new staff, take consultancy with the top
executives for strategic planning and even serve as the major link within the employees and
management of my company (Morgeson, Brannick and Levine, 2019). Moreover, I have to
check the salary structure of different employees and staff to ensure that every employee is
getting his or her required salary under every circumstance. I even have to ensure that every vital
aspect related to recruitment, training, career development, compensation and benefits, employee
relations, industrial relations, compliance, employment law and many more (Stone and Deadrick,
2015). I also looked for the health, safety and welfare of all the employees of my company.
However, a proper job description is also effective, which can be referred to as effective
and efficient apart from my regular working schedules. I would be able to define the role of the
company like detailing the needed requirements for which my working aspects should be
followed (Guest, 2017). I want to lead the HR department of all the branches of my office for
ensuring that I am able to get an exciting opportunity for leadership role in the business. As a
result, I will be able to put my accounting experience as well as knowledge for using while
development of strategies for better motivation of team and even optimum results (Cascio,
2015). My new responsibilities would include supervising and managing the HR and accounting
sectors of all the branches for inclusion of setting of goals, development of processes and even
providing better guidance as well as performance assessment. Moreover, I would also have to
review or reconcile the financial statements on a monthly basis for being sure that the records are
complete, accurate and upgrade (Kaufman, 2019). The customers are required to be liaised for
providing support to the departments as per needed for preparing personal and operating budgets
for operational approval. Furthermore, the accounting systems and processes are developed and
implemented for ensuring maximum accuracy (Voegtlin and Greenwood, 2016).
Question 5
Recently, one of my colleague has been dismissed from his job. He was dismissed from
the work since he has been following unethical approach towards work and hence was unable to
deal with the ethical aspects (Shen and Benson, 2016). He became a failure in doing the work
and as a result, became part of misconduct. Moreover, he was regularly turning up late for work
as well as not following work place processes effectively. A change for improving was being
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offered to him; however he did not follow these terms and the exception to such activity
introduced gross misconduct of theft or leaking of confidential information; hence indulging into
illegal activity (Jamali, El Dirani and Harwood, 2015).
The organization was absolutely fair in this particular activity of dismissal of the
employee as he was not improved under any circumstance and hence the company lost some of
their confidential and sensitive information or data (Delery and Gupta, 2016). Ethical behavior is
doing the correct thing and unethical behavior involves any type of deed, which violate the law
like violence or theft. The unethical behaviors are mostly caused by deliberate reasons and there
exists no chance for justifying the reasons under any circumstance. My colleague had stolen the
confidential information of the business and had given to the competitor of my company for
getting monetary benefits and hence violating work ethics deliberately (Aryanto, Fontana and
Afiff, 2015). Moreover, he used to come late to the office regularly, in spite of getting repeated
warnings from the management and hence was unable to get saved from dismissal.
The company considered his activities as the deliberate deception in the work place, since
he sabotaged the work ethics completely and hence hampering the rights and security. In a work
place environment, it resulted in retaliation and conflicts (Baum, 2015). This type of activity
even hampered and caused disregard to the organizational policies and hence involving theft as
well as other unlawful conduct. The employer is mainly concerned regarding avoidance of law
suits as well as angry or unsatisfied customers, as these are directly involved into negative
impact on organizational profits. Most of the employers eventually state that the organizational
policies against deception, coercion and even illegal activities. These employers even strive in
conveying an image of trustworthiness to the employees and customers. Moreover, corporate
trustworthiness is helpful for retaining valued employees and customers as well as loss of
organizational profitability (Collings, Wood and Szamosi, 2018). My colleague was highly
unethical in his part, since he did not follow work ethics under any circumstance. Hence, I can
conclude his dismissal from the organization was absolutely justified and fair from the
perspective of a company.
Question 6
I have always tried to provide proper and accurate results and outcomes to the works
assigned or delegated to me under every possible situation with utmost sincerity and diligence
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(Sparrow and Makram, 2015). As a result, almost in every situation, I have successfully
completed my duties and responsibilities given to me without any issue or complexity. One of
the major reasons for such success is that I have always focused on my working skills and
knowledge, so that it becomes easier for me to get major success with proper initiative (Liu et al.,
2017). Being the manager in the human resource department, I have recently got the work or
duty of interviewing different employees or staffs for getting into the business. The first and the
foremost step in this particular process is initiation of the hiring process and attracting different
candidates for such activity (Nolan and Garavan, 2016). Next, I started screening of the
candidates and complete evaluation process successfully. Moreover, candidate evaluation is also
being done eventually for ensuring proper effectiveness and efficiency in the business and
getting popularity majorly. I also had to complete pre employment checking and roll out the offer
to the candidates. Due to onboarding of employees, each and even employee was able to deal
with the complex situations and get selected eventually (Rousseau and Olivas‐Luján, 2015).
Furthermore, it becomes quite easier to understand and identify various skills and knowledge of
several employees for better work execution.
I got assistance for my work from the junior managers and interns of the respective
human resource department. As a result, it becomes quite effective and efficient in dealing with
all complex problems (Beer, Boselie and Brewster, 2015). They also helped me in meeting my
deadlines for work and hence ensure that maximum efficiency is being gained under every
situation. I had to ensure that all of them are highly qualified and efficient for the work and
hence gain utmost support and accessibility towards work (Salas et al., 2015). It even reduces the
chance for development of a support plan and ensure flexibility in the working patterns for
accommodating any type of change in the work activities. Hence, issues were resolved
completely for such purpose and major success was being gained in the work and success factor
was spread eventually (Mao et al., 2016). My assistants have shown professionalism to a high
level and major advantages are being gained under every circumstance. I decided to eradicate
discrimination, being the manager of human resource department.
Question 7
In recent times, my organization or work place faced few distinct changes in their
processes and operations for all the employees (Ozturk and Tatli, 2016). It was needed to
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consider change management for ensuring that every employee is happy with the changes. As
soon as a company undertakes different initiatives or projects for improvement of performances,
seizing of opportunities or addressing the main issues, the management mainly need change
towards change in the processes, organizational structures, technology utilization and types to be
used (Machlis and Tichnell, 2019). When any of the individual is not following this type of
change, it becomes quite difficult for the employee to deal with such distinct situation and
embrace or adopt the changes, as per requirement. Every expected result is hence all the major
issues and complexities related to change management are eradicated on top priority (Kavanagh
and Johnson, 2017). Change management is the major discipline, which provides guidance about
the process of preparing, equipping as well as supporting individuals for successfully adopting
changes for driving organizational outcomes and changes. Proper change management provides a
structured approach to support the people in the business for moving from their own states to
their own future states (Nolan and Garavan, 2016).
In my organization, two vital changes were being noted in my work place. The change in
the organization requires to be a part of the corporate planning for being highly efficient. The
first and the foremost change in my organization was change in the leadership (Rousseau and
Olivas‐Luján, 2015). The main reason of such change was that our previous manager retired
from his work and as a result, it was needed to bring out a new manager as soon as possible.
Moreover, we had to follow the new leadership rules and it was not being appreciated by all the
employees (Collings, Wood and Szamosi, 2018). I, being a major part of the team had to ensure
that all the team members are working diligently and without any type of complexity.
The second distinct and important change in my organization was the change in
processes. The organizational change for organizational process is being done for making the
business much more efficient (Sparrow and Makram, 2015). It is a system analysis, which
eradicates all types of unnecessary procedures for improving the process of the business utilizing
materials and employee layoffs eventually. Successfully implementation of the system could
easily lead to various changes in the business in such a manner the organization ordering
materials (Baum, 2015). It has also changed the organizational shipping as well as receiving
schedule for the change for purchasing habits and could need a design change within different
divisions and departments.
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Question 8
I am working in a multi national organization as the human resource manager for last 2
years. The entire work force of my organization is highly diligent and is working with utmost
effectiveness and efficient (Delery and Gupta, 2016). I am working with various employees from
different parts of the world and with diversified culture. Being the manager of human resource
department, it is my responsibility to ensure that all of my team members are highly satisfied
with the working activities and processes and hence gaining high effectiveness and efficiency for
their works (Jamali, El Dirani and Harwood, 2015). Leading a team of multi national workers
from a diversified background can often become challenging for me. I have to ensure that the
new changes are well accepted by all the employees in the business and ensuring that major
flexibility and scalability is obtained under every circumstance (Voegtlin and Greenwood, 2016).
For this purpose, I have tried to know my employees properly in the work place environment and
ensure that any type of confusion is avoided, with respect to misunderstanding and
miscommunication. This particular step has helped me in making the workplace much more
effective and efficient (Cascio, 2015). Moreover, I have been able to eradicate the cultural
differences and set new values and rules of ethics for inspiring confidence and understanding
amongst the workers.
Due to different cultural backgrounds, there had been some of the most distinct and
important issues related to cultural differences (Banfield, Kay and Royles, 2018). These distinct
differences are referred to as certain beliefs, behaviors, practices, expressions and languages that
are considered to be unique to the members of a specified ethnicity, national origin or race. As
these differences could eventually create a more vibrant office culture, they could even lead to
some of the most distinct issues related to cultural clashes (Jabbour and de Sousa Jabbour, 2016).
Since, I was appointed as the manager of the human resource department, I was responsible for
eradicating all of such issues successfully with proper effectiveness and efficiency. I had to
interact with each of them individually, so that none of them would feel lonely or dissatisfied
towards work place and work force under any circumstance (Stewart and Brown, 2019).
One of the major examples of such distinct cultural difference was color discrimination.
As I was working in multi national organization, it was quite common from people from
different ethnicity or color and background would come to work with us (Cascio, 2015). As a
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