Human Resource Management Strategies and Future of HRM

This assignment addresses two key questions in Human Resource Management (HRM). The first question explores strategies for reducing workplace bullying, emphasizing the implementation of a zero-tolerance policy, as exemplified by the Commonwealth Bank of Australia. The importance of employee education, proactive intervention, and positive leadership are highlighted. The second question examines the future of HRM, acknowledging the impact of technology and automation, while also recognizing the continued importance of human skills and adaptability in the face of evolving challenges such as globalization, competitive pressures, and the need for flexible work practices. The assignment references several academic sources to support its arguments.

Running Head: Human Resource Management 0
Human Resource Management

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Q.1 What strategies can be executed by HR practitioners to reduce bullying in the office?
Describe the strategy that effects in either the public or private sector?
Ans. HR practitioners implement strategies in preventing workplace bullying which is
nowadays a serious problem that arises in the poor workplace culture. Anti-bullying laws and
regulations have a positive effect on reducing bullying and protecting employees. The Zero
Tolerance Strategy should be implemented to prevent bullying as this strategy takes the
initiative to inform employees about take accusations of bullying very seriously, and make it
understandable to colleagues that such behaviour or conduct whether from a senior manager,
clients, or peer will not be tolerable. It should be encouraged and promoted by the managers
and employees to raise awareness towards unacceptable behaviour. Everybody needs to
understanding their responsibility and building a collaborative, co-operative, and professional
workplace environment (Edwards & Blackwood, 2017). Commonwealth Wealth Bank of
Australia adopts this strategy to promote and make sure that possible action and complaints
should be resolved. HR practitioner ensures that employees are frequently educated regarding
the requirements of the guidelines, and responsibility in the workplace. They also need to be
proactive in stopping and promptly dealing with issues. Employees have to take reasonable
care for their safety and health as well as of others who are affected by harassment in the
workplace. Anti-bullying laws and policies have a positive effect on reducing and motivate
employees to work with full dignity and respect. So, the HR practitioner should provide
positive role models and solid leadership to address and prevent bullying. It is easier to
prevent bullying than it is to interfere after an event or during a recognized pattern of bullying
(Benmore, Henderson, Mountfield & Wink, 2018).
Q.2 What do you think is the future of HRM? Does it have a future?
Ans. With the dawn of technology age, many critics said that human resource, as a function,
would become outdated. It was said that HR had no possible future and that all the jobs
achieved by HR professionals would be switched by smart software. It is true that software is
transforming the human resources management, and technology is said to boost hiring and
recruitment into the 21stcentury as it offers the industry with massive development
opportunities. So HRM does not have a future in coming days as the digital revolution and
the impact of learning robots will radically change the tasks people do at work (Stone,
Deadrick, Lukaszewski & Johnson, 2015). Deloitte workplace is being revolutionised by
robotics, digital interruption, and artificial intelligence. They are losing their ability to

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manage their workforce cost-effectively and efficiently. They have moved a step towards
adopting the change and reinforced themselves to maintain success and growth. Drivers such
as globalization, new advancements, competitive pressures, and political changes are
supposed to impact the world of HRM. In the future, the adoption of more flexible work
practices to safeguard against an uncertain environment of outsourcing emerges. The greatest
challenge for any HR expert in the future will centre around the evolving world of innovation
and countless framework designed to improve competence and productivity, without losing
sight of the human kind that allows people to thrive in their role. Technology is growing at a
faster pace and utilizing more advanced way to manage the workforce (Van den Heuvel &
Bondarouk, 2017).

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Reference
Benmore, G., Henderson, S., Mountfield, J., & Wink, B. (2018). The Stopit! programme to
reduce bullying and undermining behaviour in hospitals: Contexts, mechanisms and
outcomes. Journal of health organization and management, 32(3), 428-443
Edwards, M., & Blackwood, K. M. (2017). Artful interventions for workplace bullying:
exploring forum theatre. Journal of Workplace Learning, 29(1), 37-48
Stone, D. L., Deadrick, D. L., Lukaszewski, K. M., & Johnson, R. (2015). The influence of
technology on the future of human resource management. Human Resource
Management Review, 25(2), 216-231
Van den Heuvel, S., & Bondarouk, T. (2017). The rise (and fall?) of HR analytics: a study
into the future application, value, structure, and system support. Journal of
Organizational Effectiveness: People and Performance, 4(2), 157-178