Human Resource Management: Strategic Planning and Practices Analysis

This document is a solved assignment on Human Resource Management (HRM). It explores the strategic importance of HRM, emphasizing the need for an independent HR department that represents both the organization's and employees' interests. The assignment delves into the essential characteristics of individuals suited for a career in HRM, highlighting skills such as problem-solving, communication, and decision-making. Furthermore, it examines the implementation of effective HRM systems, policies, and practices, demonstrating how they contribute to employee satisfaction, organizational compliance, and brand strengthening. The solution emphasizes that satisfied employees lead to increased productivity and improved company performance. The assignment includes references to support the arguments presented, offering a comprehensive overview of key HRM concepts.

Running head: HUMAN RESOURCE MANAGEMENT 1
Human Resource Management
Student’s Name
Institutional Affiliation

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Human Resource Management
The HR department is an essential part of an organization in many areas which range
from company image to strategic planning. The HR practitioners with well-rounded expertise
offer various services to employees (Collings, Wood, & Szamosi, 2018). The sections in which
the human resource manager controls have the ability to enhance the experience of the
employees through the workforce while at the same time boosting the strength of the business
operations.
Question One
Firms have to do all it takes to ensure that the HR department operations as an
independent body so that it can effectively represent both the interest of the organization and the
workers. The company thus has to ensure that it has a strategic human resource management
system, practices, policies as well as strategies that will ensure that the HR department is full and
effectively operational without any hitches (Liu, Gong, Zhou, & Huang, 2017). Finally the
organization should set forth strategies so that the HRM does not work for the company but
works to ensure that the organization is productive, efficient and thriving.
Question Two
There are specific characteristics for people who are willing to forge a career in Human
resource management. Human resource management will be perfect for a type of person who is
approachable, problem solvers, ready to do research, have good communication and
interpersonal skills as well as a sound decision-maker (Ahmad, 2015). Individuals with above-
listed traits can prosper if they pursue a career in HR. The human resource practitioner must be
able to plan for the perfect workforce hence should be open-minded, ready to make changes
beneficial to the organization and nimble. One should be able to plan for the future by

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understanding the skills needs while assessing competencies while increasing motivation to
boost workers retention.
Question Three
The implementation of effective HRM system, policies, and practices will lead to the
satisfaction of both the organization and the employees hence enabling the employees and
employers to work towards a common goal (Liu, Gong, Zhou, & Huang, 2017). An effective
HRM system will ensure that the company complies with all national or state employment laws
while monitoring compliance through maintaining a written affirmative analysis so that both the
employers and employees remain satisfied. Besides, good HRM practices and policies will
ensure the HR works towards employee retention by implementing training and mentoring
programs which would reduce internal strife and turnover (Ahmad, 2015).
Strategic HRM systems will work towards strengthening the organization’s brand. It is
imperative to note that the best brands make the best places for work. In this case, powerful
brands will attract the best talent hence building powerful teams of talented employees. Engaged
workers are more productive and have fewer chances of quitting (Delery & Roumpi, 2017).
Making them brand ambassadors is one way of increasing satisfaction and functionality.
In conclusion, strategic HRM system will increase employee’s satisfaction and boost
organization’s functionality. It is clear that satisfied employees will work productively hence
increasing the performance of the company.

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References
Ahmad, S. (2015). Green human resource management: Policies and practices. Cogent business
& management, 2(1), 1030817.
Collings, D. G., Wood, G. T., & Szamosi, L. T. (2018). Human resource management: A critical
approach. In Human Resource Management (pp. 1-23). Routledge.
Delery, J. E., & Roumpi, D. (2017). Strategic human resource management, human capital and
competitive advantage: is the field going in circles?. Human Resource Management
Journal, 27(1), 1-21.
Liu, D., Gong, Y., Zhou, J., & Huang, J. C. (2017). Human resource systems, employee
creativity, and firm innovation: The moderating role of firm ownership. Academy of
Management Journal, 60(3), 1164-1188.