Human Resource Management: Functions, Strategies, and Models

This report provides a comprehensive overview of human resource management (HRM). It begins by defining HRM and highlighting its significance in an organization, emphasizing its role in maximizing worker performance and maintaining employee-manager relationships. The report then details the key functions of HRM, including managerial, operative, and advisory roles, with specific focus on job analysis, recruitment, training, and employee welfare. It also explores how HRM contributes to organizational success through strategies such as creating a positive business culture, using clear job descriptions, identifying talent, managing interview processes, and evaluating performance against organizational goals. Furthermore, the report discusses the David Ulrich HR model and its importance. The report concludes by emphasizing the importance of HRM in achieving long-term organizational objectives and provides actionable recommendations for effective implementation.

Running head: Human resource management
Human resource management

Human resource management
Table of Contents
Introduction.................................................................................................................................................3
Human resource management......................................................................................................................3
The significant of human resource management..........................................................................................3
Functions of human resource management..................................................................................................4
How can HR function contribute to an organization's success.....................................................................6
HR function act as a strategic partner..........................................................................................................9
David Ulrich HR model...............................................................................................................................9
Conclusion.................................................................................................................................................11
Recommendations.....................................................................................................................................11
References.................................................................................................................................................13
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Human resource management
Introduction
The report presents a brief overview of the human resource management. It explains the
significance and objects of HRM in an organization. It explains the various key functions of
human resource department. It tells that how human resource key functions affect the business
operation and activities of the organization. It explains that how human resource department
plays a significant role to achieve organizational goals and objectives of the company. The report
also explains the David Ulrich HR model and importance of this model in HRD. It describes the
effective strategies of this department in order to accomplish long term goals and objectives of
the company.
Human resource management
Human resource management is the management of human resources. It is created and
designed by the human resource department to maximize the worker's performance and
efficiency. This department maintains the relationship between employees and managers. The
responsibilities of this department are divided into three major areas such as staffing, designing
and defining the work and compensation and benefits. An organization cannot survive its
business without effective and sustainable human resource department. This department plays a
significant role in every organization. It formulates and implements rules and regulations for the
success and growth of the company. HR appoints potential and competent employees in the
organization. The company can achieve the organizational goals and objectives with the
sustainable and effective human resource management. Sustainability plays a vital role in this
department. The main objective of the human resource department is to maintain the good
relations in the organization by the evaluation and analyze the policies, programs, and
procedures in order to achieve the organizational goals and objectives (Kaufman, 2012).
The significant of human resource management
Human resource management plays a significant role in an organization.
 The good human resource department helps to attract and retain the potential employees
in the organization.
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Human resource management
 It develops the mandatory skills, rights, and attitudes among the employees through
performance appraisal, training, and development.
 This department maintains cooperation and coordination among the workers through
participation and motivation (Alfes, Shantz & Truss, 2012).
 Effective utilization of resources can be possible by the effective human resource
department and it eliminates and removes the waste of human resources.
 It promotes team spirit and team work among the employees.
 It provides favorable incentive and remuneration to talented and potential employees. It
provides job satisfaction to employees (Singh, Darwish, Costa & Anderson, 2012).
Functions of human resource management
Human resource management is considered as a management function because it hires,
motivates, and maintains labor force in the organization. It deals with various issues (hiring,
compensation, training, development, communication, motivation and administration) which are
faced by the employees. HR managers ensure the satisfaction of workers in order to meet the
organizational goals and objectives (Arulrajah, Opatha & Nawaratne, 2016). The function of
human resource management has been divided into three categories such as:
1) Managerial function: The managerial functions of HRM are discussed below.
 It is the core function of HRM. It needs to plan to the human resources who are needed to
achieve the organizational goals and objectives. This department researches the various
people and collect the information about them. In this way, HRM appoints a right
candidate for the employment in the company. Human resource management identifies
and analyzes current and future human resources to in order to meet mission and vision
of the company (Paauwe, 2009).
 Organizing: In an association in which tasks and responsibilities are distributed among its
individuals then HRM organizes all the activities and maintains coordination among the
employees. Hence, HRM builds and establishes the relationship among the workers.
 Directing: The human resource department provides proper direction and motivation to
employees for doing work effectively. It is the important function of HRD. It maximizes
the potentials and capabilities of employees through direction, command, and motivation.
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 Controlling: After planning, organizing and directing, the last function is to measure and
evaluate the actual performance of employees (Thompson, 2011).
2) Operative functions: The operative functions of HRM are discussed below.
 Job analysis and design: Job analysis and job design is the major function of HRM. Job
analysis the process of describing and explaining the nature of the job for the
achievement of goals and objectives. Job design is the process of designing and
organizing the duties, tasks, and responsibilities for the accomplishment of certain
objectives.
 Recruitment and selection: Recruitment and selection are another core function of
HRD. In this function, the Human resource management selects the talented and potential
employees for performing the duties and tasks.
 Performance appraisal: The HRM performs this function to ensure and measure the
performance of workers. This function plays a significant role in HRM.
 Training and development: It is very important and foremost function of HRM.
Training and development provide the skills and knowledge to workers to perform their
task and jobs effectively. This department conducts training and development programs
for employees in the organization (Cascio, 2015).
 Salary and wages administration: HRM determines and decides the salary and wages
of the workers. Further, remuneration, incentives, fringe benefits, bonuses, and
compensation are also decided by the human resource department.
 Employee welfare: This department also provides the job satisfaction to the employees.
It provides various kinds of services and benefits to employees.
 Maintenance: After the various researches, it has been found that human resource
management is the asset of the company. The employee turnover is not considered good
for the company. Therefore, HRM always tries to retain the employees and HR executive
also tries to reduce the employee turnover within the organization. HRM always focuses
on the performance of employees (Al-Refaie, 2015).
 Labor relations: The human resource management maintains good labor relation in the
organization. HR executives always try to maintain good relations with a representative
of a trade union.
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 Personal research: The personal researches are being conducted by the human resource
department in the organization. The HRM takes employees opinions and views on
salaries, wages, working conditions, and promotions. Such researchers provide help to
HRM for understanding the employee turnover, employee satisfaction, and employee
termination.
 Personal record: This function involves maintaining, recording, retrieving and keeping
the worker's related information like employment history, applications forms, employee
turnover, working conditions, and employees absents and presents and other data which
is related to employees.
3) Advisory function: The advisory function plays a significant role in an organization. The
advisory functions of human resource management are discussed below.
 Advisory to top management: The human resource managers provide advice and
suggestions to top management and senior managers in order to evaluate and formulate
the personnel programs, procedures and policies of the company.
 Advice to top management: The Human resource management provides suggestion and
advice to departmental heads. In this way, it plays a significant role in every organization.
It provides advice to top management on the various matters like job analysis, manpower
planning, job design, recruitment and selection, and performance appraisal.
Now it is assumed that various functions are performed by the human resource department in
order to meet organizational long term and short term objectives of the company (Minbaeva,
Mäkelä & Rabbiosi, 2012).
How can HR function contribute to an organization's success
The HRM plays a significant role in every organization. It is true that the HR function can
influence/manage wider business strategy to assist the organization in formulating and achieving
its wider vision and goals. Here, seven strategies are describing to ensure that HR strategies are
playing important role in achieving the goals and objectives of the company. The strategies are
discussed below (Karatop, Kubat & Uygun, 2015).
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Human resource management
 Create and build an effective culture of business: The human resource department
creates and builds the effective culture for the business in order to achieve organizational
mission and vision of the company. The department decides and maintains the good
working environment and culture in the organization. HRM also evaluates and identifies
the culture, values, and customs of the people. In this way, it will help to maintain
sustainability in the organization and meet the long term as well as short term goals of the
company. The HRM should provide the cross cultural training to employees (Harzing,
Pudelko &Sebastian Reiche, 2016).
 Use clear job descriptions: In job descriptions and job analysis, HRM plays a significant
role in the company. The job description also explains the roles and responsibilities of the
employees. Job analysis is measured and evaluated by the human resource management.
The HRM clear the job responsibilities of employees to gain the competitive advantages
in the market. Job analysis and job description are very important to achieve the goals
and objectives of the company (van Geffen, Ruël & Bondarouk, 2013).
 Identify and evaluate the right talent of the people: It is the third strategy for the
company which evaluates and measures the talent, skills, and potential of the workers. It
will also help to attract the more employees in the market. The HRM also influence the
business operations and activities of the company.
 Manage the interview process and procedure: The human resource function also
influences the business activities of the company. The human resource management also
manages the recruitment and interview process to appoint the potential employees. If the
company appoints the multi talented and potential employees then the company can
easily achieve organizational goals and objectives. The HR managers ensure the effective
interview process (Ehnert, Harry & Zink, 2013).
 Evaluated based on the organizational goals and objectives: The primary core
function of the HRM is to evaluate and measure the company goals and objectives of the
association. Human resource management evaluates and analyzes the company goals and
objectives.
 Make the best possible decisions: The human resource department emphasizes the
organizational goals and objectives of the association. It evaluates the culture and values
of the company. Thus, it takes the important decisions for the accomplishment of
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organizational goals and objectives of the company. The HRM takes important decisions
related with recruitment and selection process of the company. It reduces the high
employee turnover within the organization (Andreeva & Kianto, 2012).
 Hire quickly: The Human resource management also hires and selects the candidate for
doing employment. Through effective recruitment and selection strategy, the company
hires the potential and talented employees in order to accomplish goals and objectives of
the association. It will help to maintain the good organizational culture of the company
(Schalk, Timmerman & Van den Heuvel, 2013).
 Improve the performance of employees: The HRM is very useful for the firms as well
as the employees. It helps to achieve the association goals and objectives with a
minimum level of cost. The human resource management provides help to the firm for
improving the performance and efficiency of workers.
 Increase the motivation: HRD helps the company to increase the motivation for doing
work. It will encourage and increase the motivation and level of satisfaction of workers in
order to gain the future benefits in the company (Malik, Butt & Choi, 2015).
Further, human resource management helps to save a great deal of money in the future. It
helps to develop the organizational structures of the company and usually, it takes the overview
of the whole business operations and activities. This department helps to improve the
productivity and efficiency of workers. It also provides the satisfaction of employees (Shaw,
Park & Kim, 2013). Human resource department maintains the good position of the company.
The HRM measures the growth, efficiency, and profitability of the company to gain success and
growth in the future. The HRD evaluates the skills and abilities of new employees. HR managers
also ensure that there is a direct foremost link between the procedures, policies, programs, and
services. Human resource management also uses the strategic approach to work and
employment. The HRM provides the various kinds of training to employees for doing work
effectively. Training and development will improve the performance of employees to achieve the
long term mission and vision of the company. HR professionals maintain the favorable working
environment for the employees. It helps to resolve the various conflicts and grievances of
employees in order to meet the corporate goals and objectives. HR managers provide
remuneration, incentives, bonus and compensation to potential and talented workers. It will
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enhance their capabilities and boost the confidence of workers (Marshall, Ashleigh, Baden,
Ojiako & Guidi, 2015).
Therefore, the productivity and performance of employees will be increased by the effective
remuneration and compensation system. HRD makes various rules, policies, and procedures for
formulating and organizing the business activities of the company. HRM can also provide the
safe and secure working environment to employees to gain the competitive advantages in the
market. Now it is assumed that HRM is the backbone of the company and it helps to formulate
the policies and achieving its long term goals and vision. It has been noted that without human
resource management, an organization cannot run the business for long time period and it cannot
take competitive benefits in the market. After the various researches, it has been analyzed that
every company should maintain effective and sustainable human resource management to
increase the revenue and profit of the company (Gomes, Angwin, Peter & Mellahi, 2012).
HR function act as a strategic partner
It is true that HR function act as a strategic partner and it influences the business
activities of the company. HRM plays an integral and vital role in every organization. HR
professionals use the entity and business strategies to gain the competitive benefits in the market.
The success of the Business can be measured easily by the HRM. It creates new ideas, thoughts,
and innovation for the development and success of the organization. HR executives easily
understand business metrics and skills and abilities of employees which are determined the
HRM. It analyzes and evaluates the organizational risk and opportunities to gain the competitive
advantages in future. HRM is always focused on the business of the organization and it is the
sustainable source to gain competitive advantages (Marchington, Wilkinson, Donnelly&
Kynighou, 2016).
David Ulrich HR model
David Ulrich HR model plays a significant role in human resource management. The four
key roles include the HR business partner, change management, employee advocate and
administration expert.
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Human resource management
 HR business partner: The HR business partner plays a significant role in David Ulrich
HR model. This model plays strategic role in this department. HR business partner model
creates and builds a good relationship with dedicated internal employees and clients. This
model represents the advertiser's human resource services and human resource in the
organization. HRBP influences and affects the organization. This model helps to expand
and increase the knowledge and skills across the company. It uses the feedback system to
take the feedback from internal clients. The various feedbacks help to improve the
services and HR procedures of the company. HRBP shares the business objectives and
purpose with the internal clients of the company. It also makes important changes in the
company (José Martínez-Jurado, Moyano-Fuentes & Jerez Gómez, 2013).
 Change agent: It is the second strategic role of human resource management and it plays
a significant role in David Ulrich HR model. HR professionals participate in change
management and take the responsibilities according to changes in the management. HR
maintains the internal communication among the employees to understand the role of HR
model (Kalshoven & Boon, 2012).
 Administration expert: The administration expert also plays a transactional role in the
HRM. Thus, without any trustable and faithful administration expert, the human resource
management cannot play its strategic roles effectively. HRM implements all the rules,
legislation, norms, policies, safety rules and strategies. Administration expert introduces
the modern HRIS solutions and it helps to eliminate and remove the manual entry of data
(Madesis, Ganopoulos, Anagnostis & Tsaftaris, 2012).
 Employee advocate: Employee advocate also plays a significant role in Human resource
management. HR professional protect the interest of the employees and provide
satisfaction to them. It identifies and evaluates the gap between corporate culture and
managerial practice and human resource management. Human resource management
conducts and runs the training sessions to improve the skills and competencies of
employees. It also improves the experience of employees in the organization. HRM daily
resolve the grievances and compliances of the employees (Kaufman, 2015).
Now it is concluded that HR model describes the way of human resource in which it is
organized by the HR and it also explains the key goals and objectives of the organization.
This model defines the key role of human resource professionals and it also explains that
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how the key roles affect the internal customers and employees of the company. The model
also explains the role description and career path in HRM. Therefore, this model is very
important in human resource management (Beer, Boselie & Brewster, 2015).
After the various researches, it has been found that human resource department plays a
significant role in every organization. The department performs the variety of task in an
organization. It makes various policies, programs and strategies for the company. HRM
maintain sustainability in the organization. HRM makes excellent recruitment selection
strategy to attract the people. It provides performance appraisals to employees for their
excellent performance. It maintains the favorable working environment in the organization
(Hejazi, Hosseini & Ghamsari, 2008).
Conclusion
Now it is concluded that human resource management plays a vital role in every
organization. The company cannot survive its business without effective HR department. Thus,
this department presents in every organization. Every company should maintain an effective and
sustainable human resource department in the company. The company should appoint the
talented and potential HR persons to perform the task and job effectively. The company should
also use the HR model to enhance and increase the capabilities of employees. The company
should make effective policies, strategies, and norms to develop the HRM in the organization.
Now a day’s the companies is using effective and sustainable human resource department in the
company. Thus, it provides the various kinds of business opportunities to the organization. The
sustainable human resource department prevents and reduces the resistance change within the
organization (Zanko & Dawson, 2012).
Recommendations
There are some recommendations has been given to develop the sustainable human resource
departments. They are discussed below.
 The company should make excellent policies, norms, strategies, and programs for the
company. In this way, the company can develop the excellent and sustainable HRM in
the company.
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Human resource management
 HRM should make effective recruitment and selection strategies and procedures to attract
and retain the employees in the company.
 HR professionals should make policies and strategies to reduce the employee turnover in
the organization.
 Human resource management should follow good incentive and compensation system to
attract the more employees.
 It should provide the good working environment to the company and it should provide
the health benefits to the employees.
 HRM should maintain the sustainability in the organization to take more opportunities in
the market.
 They should fix the flexible timing hours to the employees for working in the company.
 The company should use the effective reward system in the organization. It will motivate
the employees for doing work with efficiently and effectively. It will also increase the
revenue and productivity of the company.
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