Human Resource Management Report: XYZ Ltd. Case Study and Analysis

This report provides a comprehensive analysis of Human Resource Management (HRM) practices, focusing on recruitment, selection, and talent acquisition within the context of XYZ Ltd. It begins with an introduction to HRM, outlining its purpose, scope, and core objectives in resourcing an organization with talent and skills to meet business goals. The report then delves into the strengths and weaknesses of various recruitment approaches, including interviews, assessment centers, in-tray tests, and presentations. It explores the key elements of HRM effectiveness within an organization, examining internal and external factors that influence decision-making. The report also covers the importance of HRM in managing performance, rewards, and employee relations. Furthermore, it examines the hard and soft HRM models, their implications, and the role of technology in HRM. The report concludes with a summary of the findings and a discussion of best practices in HRM.

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Table of Contents
tBrief – ....................................................................................................................................... 1
Introduction.................................................................................................3
Purpose and scope of Human Resource Management in terms of resourcing an organization
with talent and skills appropriate to fulfill business objectives......................................................3
Strengths and weaknesses of different approaches of recruitment.............................................8
Effectiveness of the key elements of Human Resource Management in an organisation.........11
Internal and external factors that affect Human Resource Management decision-making........13
Human Resource Management practices.................................................................................19
Conclusion..............................................................................................23
........................................................................................................24
References............................................................................................................................. 25
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Introduction
The main goal of this project is to translate the effective application in the organization of
human resources management. The management of human resources is responsible to recruit and
retain the organization's employees. The instance of XYZ restricted has been taken into
consideration in order to explain the importance of human resources management in the
corporation. The organization also increased its activities by transforming the organization.
Mission
The mission of the XYZ company is to enhance their profits and sales by offering the
quality goods to the customers and maintaining the effective culture within organisation.
Purpose
The purpose of XYZ company is to sustain for a longer period of time in the marketplace
by beating the competitors and satisfying the customers so that they will stay with the company
for a long time(Jabbour and de Sousa Jabbour, 2016).
Core Objectives
The objective of the XYZ company is to enhance their profit margin and sales volume
with 10% and 15% with the period of one month and also enhances the employees productivity.
Purpose and scope of Human Resource Management in terms of
resourcing an organization with talent and skills appropriate to fulfill
business objectives.
HRM
Human resource management refers to that practice that helps the organization to
managing the workforce so that targets can be achieved on time as well as it also developed the
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individual performance so that organization will sustain for a longer period of time. It refers to
the integration of training and development, performance appraisal, compensation management,
reward management and many more(Ahmad, 2015).
Nature of HRM
The nature of HRM is multi-dimensional within the organization because it organists,
manages the whole manpower within the company by providing training, rewards, benefits,
compensation, hiring new candidates etc. in context of XYZ company, human resource
management helps in gaining the skills and experience of the manpower by properly managing
them according to their capabilities so that task can be achieved on time.
Scope of HRM
The scope of the human resource is very wide because they manages and control the
essential resources of the enterprises in an effective and efficient way. Some of the scope is
shown below:
Personal aspect- This scope of HRM is concerned with the recruitment, selection,
transfer, incentives, lay-offs etc. In case of XYZ company this helps in hiring the new applicant,
transfer the existing employees as per their skills and experiences so that results can be gained in
appropriate way(Stone and et. al., 2015).
Industrial aspects- In this scope of HRM, XYZ company can solve the employees
grievances with the high extent so that staff members works very freely.
Functions of HRM
 Managing Performance- It is the another function of HRM that reflects the performance
management in which manager of XYZ company can ensures that the output an
individual worker in a team matches with the goal of the enterprises, so that firm will
sustain longer and employees can work effectively.
 Managing reward- This is an essential function of HRM in which XYS manager can
provides the rewards and benefits for the employees good work so that they will
motivated to do their best.
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 Human resource development- In this manager of XYZ Ltd. Can ensures that they
hired the best candidate for the vacant position and provide the effective training session
to them as per the requirements so that goals can be attained on time.
 Employment relations- It is one of the major functions of HRM in which employment
relation can be divided into employee and managerial relations. Both these relations are
very essential to get the positive results of the targets on time frame. In case of XYZ
company, managerial relations maintains the relations between various processes in
organization so tat task can be accomplished on time. Whereas labor relation deals to
maintains the company decorum so that productivity can be increased of
employees(Stone and Deadrick, 2015).
Approaches of selection
 Interviews- It is one of best approach to selection that is adopted by company in which
manager can ask the question to applicant to get the suitable answer. In case of XYZ
company, this approach can involves both strength and weakness that can shown below:
◦ Strength- The main strength of interview is that it helps in getting the creative
thinker and also helps in developing the skills. It also enhance the company profit by
getting best candidate after taking interview.
◦ Weaknesses- Major weakness of interview in context of XYZ company is that it
create insecurity in the employees mind for their job sue to this the work cannot be
done productively.
 Assessment centers- It is best approach to selection where applicants are judged on their
skills and ability. In context of XYZ company, manager can use this for judging the
applicant that they suitable for particular job profile or not.
◦ Strength- Main strength is to getting the skilled and knowledgeable person for the
particular position so that profits can be gained.
◦ Weaknesses- Using this approach is very costly and time consuming due to this
manager of the company cannot focus on other task properly.
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 In-tray Tests- It refers to the simulation in which company can test the candidate
aptitude test by giving them a business situation. In case of XYZ company this helps in
getting the best candidate out of many for a particular job profile.
◦ Strength- The major strength of IN-tray test is that is helps the organisation to getting
the best employees who can deals in complex situation in effective way.
◦ Weaknesses- Major weakness of this is that it is very time consuming process to
perform within the company.
 Presentations- It refers to that in which selected candidate can present themselves in
front of the company with their profile within the organisation. This will shows the
communication ability of employee.
◦ Strength- The major weakness of this approach is to enhance the communication
skills of candidate so that they can effectively communicate their thoughts and views
to the other party.
◦ Weaknesses- Major weakness of presentations is the audience distractions that will
demotivated the employees to perform their task effectively(Shen and Benson, 2016).
The human resource management capital relates to the practice of predicting and
identifying the company's individual requirements in order to fulfill the current and potential
priorities and objectives.
The specific roles and duties of the manager in the human resources field include role
identification, recruitment, workplace relations, implementation of a pay scheme for assessing
employee efficiency, management of the workforce and the professional advancement of
workers. XYZ Limited is increasing its operations in this organization, because it needs the
design of research, the staff to carry out the planned work and the hiring of current employees.
The organization's HR executives must implement recruitment, preparation and growth activities
and prepare the organization's current employees and improve their abilities and meet the
organization's goals. The incentive program is introduced to enable workers to boost their quality
of efficiency. Incentives and bonuses are given for workers' previous contributions.
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The concepts preparation of the workplace and preparing of staff are directly linked. The
former is a method to consider and evaluate current and potential targets, as well as to define and
develop necessary expertise to accomplish the goals in a successful and competitive manner.
However, Human resources strategy is a mechanism that ensures sure the correct place is held at
the right moment by the right amount and form of individuals(Jamali, El Dirani and Harwood,
2015).
We are specialized in successfully and efficiently completing the specified roles so as to
meet the general operational objectives. Therefore, with the utilization of the workplace
preparation method XYZ will consider the human resources provision to insure that it is
implemented efficiently throughout the process of human resource strategies.
The hard and soft HRM models are two approaches focused on a different viewpoint on
human behavior and organizational performance techniques.
Hard Model of HRM
The concepts of a strong strategic discipline and the human economic paradigm, based on
Theory X, appear to make the hard template. The Strong HRM model considers HRM as a
strategic management mechanism and workers as tools for efficiency, such as equipment. This
allows supervisors little access to staff and prohibits authority sharing to low wage jobs.
Strong HRM is perfect for autocratic leadership style. In order to carry out extended operations,
XYZ Restricted must implement an HRM hard model as it needed external recruiting. The latest
certified professors will also be educated in one or two expert courses for current staff and know
about HND and BSc credentials. They would also be educated.
Soft Model of HRM
The soft HRM model is often built on the basis of Theory Y and engagement tracking. It
requires and treats workers as important assets or corporate leaders and the relationship between
staff and management is minimally affected. In addition to the short-term recruiting of HRM,
long-term labor preparation is a vital component of the soft HRM dimension. Soft HRM is
ideally adapted for a collaborative management model. Employees' compensation systems are
sustainable
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Throughout keeping with the best management strategy, few collections of HRM
strategies are believed to exist equally throughout increasing scenario and enhance the efficiency
of the Company. The best suited method therefore relies on the interaction of HR approaches
with meaning and organization. Depending on the lateral coordination of HR and company
approaches it can be evaluated.
It indicates that vertical integration of overall organizational approaches with HRM
activities would help to increase employee morale by making their jobs more effective. A good
correlation between the sustainable strategic priorities of the efficiency of staff and output
consistency for the achievement of corporate targets is accomplished through this strategy. For
XYZ Restricted, the best match solution would be better because the latter does not take local
contexts into account(Ferraris, Erhardt and Bresciani, 2019).
The quality of HR activities has increasing technical innovation. The corporate
communications program was assisted by electronic correspondence, radio, machine and
network networks. The growth of telecommuting between employees has prompted HRM
practitioners to create new guidance. Use machines and networking techniques, The XYZ
Limited HR administrators are willing to interact individually with the organization's instructors
and employees. Via different software applications, HRs may assess workplace efficiency using
metrics. Software has helped us print employee documents directly to remove the file demand.
Digital workshops also helped administrators educate the mass number of workers.
Strengths and weaknesses of different approaches of recruitment
Recruitment is the process from which eligible applicants are selected at an acceptable
period for eligible work. The recruiting cycle monitors labor market dynamics, analyzes
corporate demands and recruits qualified applicants to meet the company's objectives. At the
other side, selection requires the evaluation and screening of qualified applicants with the
characteristics necessary to implement the organizational objectives at the right moment.
InternalRecruitment
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That is an effective strategy as it increases current worker productivity. The internally
recruitment of applicants is more accurate, because mistakes are probable that the company
requires a thorough database of the employee's success to examine their output. XYZ Restricted
would reduce the expenses of recruiting fresh workers as an current employee. as an experienced
worker. It is also trustworthy, as the organization's reputation is not damaged. Because of these
advantages, the rationale for internal recruiting is legitimate. However, the process restricts the
innovation needed by discouraging the entry of eligible external candidates. The method thus
limits the creativity needed by preventing qualified potential applicants from joining(Gallardo-
Gallardo and et. al., 2015).
Present staffs
Include promotion of transfers of present employees by enhancing the status, salary, and
responsibilities of their positions. This motivates workers and eliminates the need for career
preparation.
Former Employees
There are workplace organizations who have demanded the positions open. Those have a
disabled or former worker involved in part-time work with the company. XYZ Limited can
recruit highly productive structured employees to train experienced people on HND skills and
attributes.
Referrals from workers
The names of associates, families and colleagues as qualifying company members should
be forwarded to the workers actually employed. When employers are only recommending
individuals who meet their criteria, recruiting of the best candidates shall be assured.
External Recruitment
The external recruitment cycle carries with it a selection of organizationally qualified
applicants. This will help XYZ Restricted produce fresh ideas and recruit applicants with the
skills HND needed. The method is effective because the incoming hires still have the requisite
experience which will allow the company to upgrade current workers' expertise instead. As XYZ
Limited requires experienced, it is relevant to hire externally. However, current workers may be
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demoralized because new employees would not want them to be qualified. Due to the several
steps involved, external recruiting is a costly process. The collaboration of current workers with
new hires may be inadequate, which would impede the activity of the business.
Advertisement In newspapers and technical websites, the company can advertise for the
recruiting of skilled workers.
Employmentactivitiesthe company may obtain the assistance of private recruitment
agencies for the required credentials, which involve a number of qualified applicants in their
database. The company shall take the final judgment on the choices.
Different Methods of selection and recruitment are:
Internal Sourcing The solution includes the reporting inside the company of new
vacancies. The organization's present workers should cover the gap with up or down movement.
External sourcing the strategy includes the seeking of workers by external recruiting
strategies such as media ads, career boards and commercial publishers. The outsiders might not
even come from the same educational experience.
Interviews will be carried only because there is no difficulty with the candidate's resume.
The interview should also be about presenting realistic situations to test the options proposed in
addition to assessing the previous knowledge and expertise of the participants.
Job Analysis The management assists in determining job placements in the organisation
by assessing and gathering knowledge regarding the task's individual requirements and how they
are to be performed. XYZ Limited managers will be able to identify the vacancies within the
organization and for which jobs the recruitment process must be undertaken.
Job description is a written text that outlines the employee 's duties. It consists of
various information such as work description, salary, venue. Responsibilities and tasks, job
environments, job risks, accessible tools, work environment and other career-related details. The
work description can allow XYZ Limited HR executives and clarify the activities that take place
once the people have been chosen for the position.
Personal SpecificationsA description of the expertise that the workers need to acquire to
be considered for the job allocated applies to their abilities, credentials, awareness, experience,
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and other attributes. It emerges from the job description and leads to the recruiting process. XYZ
Restricted HR managers must determine the credentials, expertise, education, personality,
communication abilities required to be preferred for the vacancy by the applicants.
Capability Framework XYZ Limited should be able to hire prospective applicants via
the competency-based recruiting and selection phase. In order to show the abilities and attributes
of applicants and their actions in different circumstances, the issue of the interview shall be
posed.
Effectiveness of the key elements of Human Resource Management in an
organization
HRM Practices that are beneficial for both employee and employer
Training and development
 Benefits to employee - This practice of HRM is very beneficial to the employee of the
XYZ company because it helps in developing the individual candidate skills and
knowledge that is the crux of their career development in future perspective(Beer,
Boselie and Brewster, 2015).
 Benefits to employer- Training and development playing an important role as a
emplolyer point of view as it helps in providing the skilled candidates to the company
which gives productive results to the company and firm gain higher profits.
Reward management
 Benefits to employee - This aspect is beneficial for employees as in this they get the
extra monetary benefits that helps in increasing their standard of living and fulfilling the
other needs.
 Benefits to employer- This term is significant for the employers of XYZ company
because it helps in providing the best employees to the company who can done their work
effectively and efficiently on time frame.
How HRM practices linked with the organization profits and productivity
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 Training and development- Training and development refers to the development
strategy that is created by the organisation to maximise the employees skills and
productivity so that task can be performed effectively. This HRM practices can linked
with the XYZ company objectives so that firm will gain the high profits and revenues to
their long-term survival.
 Reward management- If company like XYZ can providing the rewards to their
employees than they work very effectively and passionately due to this employers get the
high profitable results. It also helps in increasing the employees productivity because of
their good work they get monetary and non- monetary benefits.
It is to be evaluated that both the practices of human resource helps in increasing the
profits and revenues of the firm by maximizing the employees productivity to providing proper
training sessions and offering recognition for their good work(Geissen and et. al., 2015).
The activities in HRM include a variety of opportunities for XYZ. Within XYZ,
numerous HRM activities, such as executive preparation, have improved their efficiency and
technical skills, thereby helping them attain higher profitability and meeting corporate goals.
Practices such as workplace compensation and success reviews often inspire staff to strive
diligently and commit themselves to quality. The flexible working environment inspires the
workforce to become constructive and to become committed to their employees and to create a
harmonious corporate culture through ethical HRM practices.
Giving Extrinsic and Intrinsic Reward
Intrinsic bonus apply to an administration intellect, problem-solving power, practice.
Intrinsic drive allows the company to be self-motivated, improves the efficiency rates and aids in
the growth of the career. The personal achievement, professional improvement, and awareness of
accomplishment inside XYZ Limited 's employees is an indication of intrinsic rewards. The
supervisors will then track the employees' development and provide them with incentives to
demonstrate their degree of competency. Extrinsic compensation applies, on the other hand, to
the monetary incentives that workers are offered to enable them to meet common corporate
objectives. Extrinsic incentives will be given to XYZ Restricted workers as they help the
organization raise its market share.
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