Human Resource Management Overview

This report provides an in-depth analysis of Human Resource Management (HRM), detailing its purpose, scope, goals, theories, activities, and recruitment processes. It emphasizes the importance of HRM in enhancing employee performance and organizational effectiveness, while also discussing the advantages and disadvantages of different HRM approaches. The report concludes with insights into the critical role HRM plays in the success of organizations.

HUMAN RESOURCE MANAGEMENT

Table of contents
Introduction:....................................................................................................................................3
Purpose and scope of human resource management:......................................................................4
Goals of Human Resource Policies:................................................................................................4
Theories of Human Resource Management:...................................................................................9
Activities and strategies of Human Resource Management:.........................................................12
Roles of Human Resource Management:......................................................................................15
Advantages and disadvantages of Hard and Soft HRM:...............................................................17
Internal and External Recruitment Processes:...............................................................................19
Conclusion:....................................................................................................................................20
Reference list:................................................................................................................................21

Introduction:
Human resource management (HRM) is the process of managing of human resources that deals
with people. It is the process that helps to develop employee performance in terms of their
strategic objectives. Human Resource Management (HRM) is mainly concerned with the people
focusing on different policies, strategies and systems within an organization. This current
assignment focuses on the purpose and scope of the human Resource Management programme.
The present assignment reflects the goals and theories of Human Resource Management. The
current assignment also focuses on the activities and strategies of HRM. The assignment also
throws light towards the roles of HRM managers for the development of the management. The
present assignment also deals with the advantages and disadvantages of the Hard and Soft
Human Resource Management and its internal; and external recruitment processes. The current
assignment also focuses on the factors that affect HRM in making decisions and also includes
employment legislations.
Task 1:
Definition of HRM by Michael Armstrong:
It is a strategic approach for managing employment relations which helps in balancing and
utilizing people’s capabilities in order to achieve competitive advantage in an organization. This
management process can be achieved by integrating employment policies, programs and
practices.
Definition of HRM by Beer and Guest:
According to Beer, HRM is a management process that involves all the management decisions
that affect the nature of relationship between the organization and its employees.
According to Guest, HRM is process that comprises of different sets of policies that are designed
to maximize organizational integration, flexibility, employee commitment and quality of work.
Definition of HRM by Legge:

According to Legge, HRM is a process that consists of policies that should be integrated with
strategic business plans in order to reinforce the culture of an organization. HRM is valuable for
the increase of competitive advantage. It is the process of management that is very effective for
the innovation process of the organization that consists of policies and that are used to promote
commitment.
Definition of HRM by Storey:
HRM is a distinctive approach for the management of the employment that is used to achieve
competitive advantage through strategic development of highly capable workforce. This process
includes cultural, structural and personnel techniques.
Purpose and scope of human resource management:
The main purpose of human resource management programme is to increase the productivity of
an organization, and also to maximize the effectiveness of the employees of that organization.
According to Akingbola (2013, p. 21), the important purpose of HRM is to develop the
organization and maintain the functions. The scope of the Human Resource Management is
widely spread within the organization. The scope of HRM includes personnel aspect like
manpower planning, selection, promotion, placement, recruitment and transfer. The scope of the
Human Resource Management also involves training process for the employees in order to meet
the goals and develop the organization successfully. As specified by Alfes et al. (2013, p. 30),
scope of HRM also focuses on the welfare aspect that deals with working conditions of the
employees like medical facilities, transport facilities and health related facilities. In addition it
also includes the safety and security of the employees. The last aspect that is industrial relation
aspect, this includes union management relationship, disciplinary procedures, collective
bargaining and settlement (Boella and Goss-Turner 2013, p. 67).
Task 2:
Goals of Human Resource Policies:
There are many goals of Human Resource Management and that are as follows-

Strategic integration:
This strategy focuses on the ability of the organization in order to integrate Human resource
management facilities and issues into the plans of the organization. It ensures various aspects of
Human Resource Management and also provides managers in order to incorporate the correct
decision (Budhwar and Debrah 2013, p. 56).
Fig 1: Trends of Learning and Development
(Source: Learner)
High commitment:
This process involves the behavioural commitment that are used to pursue goals and attitudinal
commitment which are strongly reflected with the identification of the enterprise (Dent and
Whitehead 2013, p. 65).
On-the-jobtraining,in-housedevelopmentprogrammesandcoachingbylinemanagers.Theyaremorelikelythansmallerorganisationstoincludee-learningcourses.CloserintegrationofLearningandDevelopmentactivityandbusinessstrategyisanticipated.

Figure 2: Process of learning and development
(Source: Learner)
High quality:
This strategy includes all the functions and activities of the managerial aspects. This also helps in
determining the quality of goods and services that are provided, and also includes management
for the employees. According to Dries (2013, p. 72), in order to maintain high quality products it
requires high quality investments for the employees.
Flexibility:
Flexibility determines the functional flexibility of the organizations and it also focuses on the
existence of an adaptable structure of organization in order to manage innovation (Grönroos and
Voima 2013, p. 33).

Figure 3: Flexible working offered by the employers
(Source: learner)
Design performance incentives:
In order to maintain the high performance strategies among the organization, it is necessary to
design the plans and programmers in a way that can attract the employees. As described by Hoch
and Dulebohn 2013, p. 14), this can come to proper force only when the managers understand
the effectiveness of the incentives. Therefore, the overall aim of this strategy is to provide right
combination of benefits and incentives to increase the level of employee performance.

Figure 4: Stages of Learning and development process
(Source: Learner)
Boost employee:
Another important goal of HRM is to boost the employees when they are in a problem of
economic troubles. It is the responsibility of the managers of the organization to maintain the
policies and and priorities in order to make the employees stay positive (Hülsheger et al. 2013, p.
30).

Figure 5: learning and development process
(Source: Created by the Learner)
Increase accountability:
This goal focuses on the effectiveness of the personnel practices in order to make a business
quantified and help the employees to explore their desired behaviours.
Development of leaders:
It is very important to maintain the priorities to develop leadership qualities especially for the
future leaders. According to Jabbour et al, (2013, p. 29), this process requires huge support from
the managers and HR to provide proper training and make them professional leaders. Leaders
need proper way to increase their responsibilities.
TALENTMANAGEMENT:ITISAPROCESSTOINCREASETHEKNOWLEDGEANDIDENTIFYTHETALENTINAPARTICULARINDIVIDUAL.LEADERSHIPDEVELOPMENT:ITISAPROCESSTHATHELPSINDEVELOPMENTOFTHEBUSINESSORGANISATIONBYDEVELOPINGTHELEADERS.LEARNINGTECHNOLOGIES:ITISTHEPROCESSTOLEARNWITHTHEHELPOFNEWTECHNOLOGIESANDSYSTEMS.

Figure 6: Theories of Learning and Development
(Source: Learner)
Increase of organizational learning:
It is a training that is provided by the HR in order to develop the employees. It is necessary to
build a culture of learning where employees can utilize their own creativity to perform their work
in a better way. This also helps the employees to share their views and ideas with others (Kehoe
and Wright 2013, p. 66).
Effective recruitment and staffing:
This goal plays major role for the development of the organization. It is very essential to recruit
and select effective people for their work. The development of the organization depends on the

effective recruitment and staffing processes. And it is also very essential to provide them better
training in order to make them do their job properly.
Increase efficiency:
In order to increase efficiency it is necessary for the managers and HR experts to work
cooperatively and help the new employees to perform their work properly. The managers should
be attentive and watch the employees and eliminate them as per their work.
Figure 7: Roles of Learning and Development
(Source: Learner)
Task 3:
Theories of Human Resource Management:
Theory is the main part under Human Resource Management that should be maintained by the
managers to run their business successfully. As specified by Martin et al. (2013, p. 22), the
theories must be modified according to day to day experiences. There are three theories of
Human Resource Management and they are-
ROLESOFLEARNINGANDDEVELOPMENT

Figure 8: Barriers of Flexible Working
(Source: Learner)
BARRIERSOFFLEXIBLEWORKINGThemainbarriertoimprovingflexibleworkingappearstobeoperationalpressures,whichwasmentionedby52%ofemployers.Accordingtoemployees,thebiggestobstacletoflexibleworkingisthenatureoftheworktheydo,with34%citingthisasanissue