HRM Report: Analysis of HRM Practices at Little Sisters of the Poor

This report provides an analysis of Human Resource Management (HRM) practices within the non-profit organization, Little Sisters of the Poor. The report, authored by a student, focuses on the responsibilities of an HR manager, including staff recruitment, training, and employee relations, particularly in the context of a diverse workforce, including Māori employees. It emphasizes the importance of effective communication, ethical considerations, and adherence to relevant regulations, such as Te Tiriti o Waitangi, to ensure fair treatment and equal opportunities for all employees. The report also highlights the role of HRM in fostering employee motivation, resolving disputes, and contributing to the overall development and success of the organization. The student reflects on the practical application of HRM principles and the development of their own communication and interpersonal skills through their experience. References to relevant academic sources are included to support the analysis.

Running head: BACHELOR OF APPLIED MANAGEMENT
Bachelor of Applied Management
Name of the Student:
Name of the University:
Author Note:

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Executive Summary
Human resource management is an important part of the organisation that helps in the
proper running of the organisation. Its main job is to handle everything related to the
employees. It looks into the employee training and induction process. It also recruits the
employees and employees recruited are capable of delivering a quality product.

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Introduction
The human resource management (HRM) is an important aspect of the proper running
of the organisation. Its key function is to focus on the employees that include the activity of
recruiting and hiring of an employee. The HRM focuses on the benefits of the organisation
and employees benefits as well and ensures employee retention (DeCenzo, Robbins &
Verhulst, 2016). The paper is intended to reflect on the working of the HRM in the
organisation Little Sisters, which is looked after by me.
Discussion
I am working as a HRM in an institute for women run by Roman Catholic religion.
Saint Jeanne Jugan founded the organisation in 1839. It has been established in the year 1904
in Highcliff Road. The organisation has shifted to new Home in Brockville Road in 1978.
The organisation is a non-profitable organisation that helps the people in the time of need and
disasters. There are several Māori women in the organisation (Noe, Hollenbeck, Gerhart &
Wright, 2015). As the HR, I must ensure that they are provided with the employees are not
discriminated, and there is no distinction in the caste by other employees. The Te Tiriti o
Waitangi has pointed out the areas of discrimination that the Māori has been facing. From
among the entire population of New Zealand, only 15% are the Māori. In the organisation,
some things are under my responsibility, and proper execution of the work is necessary. The
HRM is a difficult task, as I have to look into the aspects of staff recruitment, training and
several other activities for the proper working of the organisation. HRM has helped the
organisation develop in various ways. It motivates the employees and helps in providing them
with the best solutions in case of any issues.
The HRM must look into the aspect of planning for the employees for their personal
needs. The HR must be recruiting capable employees that help in the development of the

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organisation. HR decides the wedges and salaries of the employees. Moreover, the
productivity and the appraisal also depends on the HR of the organisation (Noe, Hollenbeck,
Gerhart & Wright, 2017). The HR has to look in the case of dispute as well. In case of any
dispute among the employees, the HR is responsible for resolving the issue. HR is the
medium between the organisation and employees. The employees are being trained by me
and I have to ensure that they have gathered adequate knowledge of the organisation and
provides adequate productivity to the organisation (Cascio, 2015). It is my responsibility to
provide the new employees with induction. The HRM must provide employee safety in the
working environment. HRM looks into every aspect of the employees.
From my practice, I have identified that HRM requires great communication skill in
handling employees. In working, many ethical issues, which may be raised that can be solved
with the help of communication. Communication is an important tool recognised while
practising HRM. This helps in the development of the relationship between the members and
reduces the communication gap (Cascio, 2015). For instance, the presence of Māori
stakeholders in the organisation help in the understanding of their culture and diminish the
gap with other communities. Hence, there are different dimensions of HRM. The
management of the organisation is the responsibility of the HRM. It looks into the policies of
the organisation and revises it whenever required (Bratton & Gold, 2017). HRM not only
handles the organisation but also directs the employees at a different level of the job and
motivates and encourages them in the development. It can be said that HRM practice helps in
the development of employee motivation and encourages them to work in a better way and
environment. From the practising of HRM, I ensured that the Māori people of New Zealand
provide facilities that they are no provided with. I ensure that the employees develop good
bonding with each other; this helps in the better working of the employees and develop a
healthy relationship in the organisation.

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Conclusion
It can be concluded that the HRM is the most important functional organ of the organisation.
The entire running of the organisation depends on the HRM of the organisation. There has
been an increase in my skills that helped in various other fields. I have developed my skill of
communication and enhanced my personality in dealing with people. The paper gives a clear
knowledge of HRM and the ways it has an importance in the organisation.

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References List
Noe, R. A., Hollenbeck, J. R., Gerhart, B., & Wright, P. M. (2017). Human resource
management: Gaining a competitive advantage. New York, NY: McGraw-Hill
Education.
Cascio, W. F. (2015). Managing human resources. McGraw-Hill.
Bratton, J., & Gold, J. (2017). Human resource management: theory and practice. Palgrave.
Cascio, W. F. (2015). Costing human resources. Wiley Encyclopedia of Management, 1-1.
Noe, R. A., Hollenbeck, J. R., Gerhart, B., & Wright, P. M. (2015). Human resources
management. Instructor, 2015.
DeCenzo, D. A., Robbins, S. P., & Verhulst, S. L. (2016). Fundamentals of Human Resource
Management, Binder Ready Version. John Wiley & Sons.