MMH701: Human Resource Management Assessment 1 Essay

This essay provides an in-depth analysis of Human Resource Management (HRM) within the context of the sharing economy. It begins with an introduction to HRM, defining its core functions and importance in organizational success. The essay then explores Human Resource Strategy, differentiating it ...Read More

Human Resource Management
Assessment 1
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Table of Contents
Introduction.................................................................................................................................................2
Human Resource Strategy...........................................................................................................................2
Relationship between the business environment and function of human resourcing...............................3
Application of human resource management principles to practical situations............................................5
Critical analysis of the HR practice in the organisation...............................................................................7
Conclusion...................................................................................................................................................9
References.................................................................................................................................................10
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Introduction
Human resource management within the firm deal with the process of recruiting, selecting then
inducting employees, and then providing the orientation, training as well as the development of
the appraising performance of the employees within the field (Chambel, Castanheira, and Sobral,
2016). The organisations have effective human resource management that eventually helps to
develop the value of the firm and maintain the staff members within the firm and enhance the
performance level. The primary purpose of the paper is to provide an effective view of the
human resource strategy regarding the business environment as well as the human resource
function within the firm. The paper also discusses the application of the human resource
principle within the firm for the betterment of the activity and the working function. The paper
also discusses the HR practice and the activity that took place within the firm for the betterment
of the working function and the situation within the organisation.
Human Resource Strategy
The sharing economy is gradually developing with the impressive rate across the world. In this
situation the Human resource management maintain the economic factor and the development
process of the firm all over the world. The contractual activity within the sharing economy is
highly developed by the help of the business process within the field. Human Resource Strategy
is the processes that are effectively done by human resource management for the development of
the business. It is highly different from traditional HR in numerous aspects (Noe et al., 2017).
HR strategy is eventually considered to be the long term as well as focus on workforce planning
along with the workforce development from the forward-thinking perspective of the HR
management team. This strategy is primarily adopted by the HR management of the firm that
aim for integration of the organisational culture their employees along with the system by
eventually coordinating the set of action for getting the required business goal (Al-Refaie, 2015).
For dealing with the human resource strategy within the business, it is essential to address the
four dimensions within the firm, and they are culture, organisation, people and human resource
systems.
The organisational culture shows believes along with the rules as well as the style of the HR
management of the firm. The HR management within the organisation maintained the structure
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along with the job types and the job descriptions along with the reporting lines of the firm. The
vital part of the organisation is the people associated with the business activity that deals with the
situation and provide a valuable factor for the firm (Nankervis et al., 2016). The last dimension
of the HR strategy is the human resource systems that focus on the staff members that help in
delivering proper strategy for the firm like the recruitment process then the communication,
training as well as development and even the compensation of the employees (Longoni, Luzzini,
and Guerci, 2018).
Relationship between the business environment and function of human resourcing
The function of human resource has a huge impact on the business environment. It is the fact that
the business owners have to maintain the numerous activities within the operating company and
always maintain a suitable position with the staff members in the business. It is the fact that the
HR management role within the business is highly essential for the development of the firm
(Chowhan, Pries, and Mann, 2017). The suitable purpose or the relationship that could be found
among the business environment and the human resource function is associated with the firm
performance than the customer value, then the recruitment and even the organisational design of
the firm. The performance level within the firm is highly affected by the role of the human
resource as they are highly associated with the vital working function within the field. The
human resource function within the business environment is to maintain the labour force that is
eventually depending on for producing suitable and effective results (Knies et al., 2015). It can
also be seen that the result of the firm leads to the benefits for the customers. The employee
plays the diver role according to the business environment like in the factor the employee
performs the physical labour, and in the service industry, they effectively deliver service to the
business. The Herzberg Motivation-Hygiene theory effectively show that the HR functions
within the organisation is to effectively motivate the staff members for performing their best
within the market.
The customer value is another factor that leads to the relationship between the business
environments along with the human resource function. In this process, it can be seen that the
resource-based view within the competitive advantage of the firm generally refer to the way by
which the business can produce long term value of the customers from the resources. In this
process, the employees are also considered to be the resource of the firm where the management
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can eventually invest (Acquaah, Amoako-Gyampah, and Jayaram, 2016). The value of the
employees within the firm relates to the skills then the judgement as well as the intelligence of
the staff members. The human resource function with the effective business environment invests
in the areas like the training then the development to support the employees for becoming more
effective within the workplace. It is highly essential for the business to understand their valuable
activity within the field and provide a suitable working function for the staff members
(Jayasinghe, 2016). In this process, the implementation of the HR practice is effectively done for
evaluating the working condition and even to improve the compensation factor of the staff
members within the workplace.
Recruitment is another process which shows the effective relationship among the business
environment and the human resource function that would help the firm to maintain their position
within the sharing economy. It can be seen that the entire activity of the firm is directly
associated with the staff members and the people who are providing their service to the business.
It is essential for the business to understand the need for recruiting the employees within the
business for the development of working function within the field. The company must get the
best candidates for the workplace, and this is effectively done by the help of the human resource
function within the field (Apenko, 2017). In every aspect, it can be understood that the human
resource function generally maintain the entire activities of the firm with the help of suitable
strategy and effective working function for maintaining the situation. The HR management also
provide training to the employees for developing the staff members within the operational
activity of the firm (De Lange et al., 2015). This is generally done right after the recruitment
activity within the business. One can eventually understand that the entire working function of
the firm is highly depending on the value and the business process. Making a suitable strategy
for the business is one of the vital activities that the human resource follows within the business
environment.
The human resource function eventually helps the firm to decide regarding the best arrangement
of the staff members within the business (Bou‐Llusar et al., 2016). The entire positioning of the
employees and their activities are primarily done by the human resource, and for that, it is highly
essential for the firm to have a clear strategy within the process. Each of the employees within
the firm needs to get valuable working function and dealing situation for maintaining their value
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in the field. The distribution of the working function effectively shows the working activity of
the people and the value of human resource within the field (Collings, Wood, and Szamosi,
2018). It can also be understood from the situation that the entire process has to be highly
effective for maintaining the value of the firm and also to understand the business process of the
activity. The human resource in this situation supports the business environment to enhance their
value and their staff skill by providing them with valuable activity within the market. The
McClelland’s Theory of Needs theory effectively provides the view regarding the need of the
staff members within the market for dealing with the situation in the working function. The
organisational design is effectively based on the segmentation of working function to the people
most effectively and suitably.
Application of human resource management principles to practical situations
Human resource management has an effective and suitable principle that allows the firm to
maintain the activity within the field. The primary principles of human resource management are
as follows;
 Recruitment to retirement
 People behind the machine is effectively counted
 Hire for the attitude and recruit for the skill
 Always appreciate the attitude but at the same time respect the intelligence
 Hire in the slow process and fire in the fast process
 Shed the complexity and wed the simplicity
 HR leaders are the king as well as the queen makers within the organisation
 To Serve is to lead as well as life within the organisation
For the first principle, the human resource is all about dealing with the situation where the staff
members are effectively maintained to provide the recruitment to the retirement of the activity.
In this situation, the HR effectively plans the manpower than the selection as well as the training
and development of the employees (Cooke et al., 2018). In the organisation, it can be seen that
the HR manager with the help of this principle performs the staffing as well as the controlling of
the entire staff within the field. In the business recruitment of the people help the firm to get the
best candidate for the firm in the most effective way.
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For the second principle, it can be seen that staff members play a vital role in maintaining the
machine within the workplace. The machines are considered to be the helping hand of the men
within the business. In the organisation HR principle allow the staff members to understand the
machine and get the most suitable value within the field (Albrecht et al., 2015). It is most
effective for dealing with the situation and also has a valuable understanding of the field. HR
effectively provides training to the employees for understanding the use of suitable machines
within the workplace. In the sharing economy the training provided to the staff members is
highly effective as this help to maintain the value of the firm and also enhance the working
function within the field. It can be seen that providing effective training to the staff members
help them to manage their activities within the sharing economy.
For the third principle, the HR management needs to understand the suitable reason for hiring the
candidates within the workplace. It is highly essential to have the people with suitable attitude
and skill so that the employees can provide an essential business process within the field to
analyse the candidates and the working function of the people (Guest, 2017). HR effectively
analyse the skill and the positive attitude of the employees for the hiring process within the
organisation. It allows HR to get the best candidate and the staff members for the development of
the workplace and the business process. In the sharing economic condition the recruitment of the
suitable candidates are effectively required to maintain the value of the firm and also to deal with
the suitable position within the market. In some of the situation it can be seen that the entire
activity of the business process is to generate the effective candidate for the organisation.
For the fourth principle HR effectively appreciate the attitude as well as the intelligence of the
staff members for the best the candidate for the firm. In every aspect, it can be seen that the
entire activity of the firm and the HR are effectively managed by respecting the intelligence and
the positive attitude of the staff members within the field (Jabbour, and de Sousa Jabbour, 2016).
In most of the situation, it is quite difficult to find both the positive attitude as well as the
intelligence among the staff members and for that HR manager have to analyse the situation for
maintaining the most effective staff members within the organisation. The attitude of the human
resource management and their activity deal with the business process for maintaining their
activity within the sharing economic condition of the world. In this process the organisation and
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the HR management help the candidate to understand the market situation and provide the most
valuable understanding for the field.
For the fifth principle, HR leaders need to concentrate on the slow hiring process and fast firing
process. In the organisation, it is highly essential for the HR staff to get the appropriate candidate
by effectively analysing the candidates for the long process of time. HR leaders should recruit
the candidate by properly analysing their attitudes than the skill and knowledge before hiring the
candidates (Stone et al., 2015). In the same way, the HR leader should not waste time by keeping
the unwanted staff members within the organisation should immediately fire those staff members
and get the new one. In the sharing economy of the world this principle help the business to
enhance their value and their market within the field in the most effective and suitable way
where the HR staff recruit the best candidate according to the economic condition of the country.
For the sixth principle, HR leaders need to work as in the flat organisation by shedding their
complexity as well as increasing the simplicity within the business. It is one of the most effective
and suitable processes where the entire working functions of the firm have to deal with the
situation and provide the most valuable understanding within the field (Shen, and Benson, 2016).
It allows the firm to maintain the value of the firm effectively and also the staff members can be
understood for the enhancement of valuable process within the field. HR leaders have to shed
their complexity for enhancing the valuable working function within the field. In the process of
sharing economic condition of the country it can be seen that increasing the simplicity helps to
develop the value of the firm.
For the seventh principle, the HR leader has to train both the men and women for dealing with
the workplace situation as well as providing suitable strategy for the development of the firm.
With the help of the training, the men and women at the workplace can develop their skill and
become the king and the queen of the workplace (Taylor, Doherty, and McGraw, 2015). In the
organisation, the most effective and the valuation process is to maintain the activity of the firm
and train each of the staff members suitably. The HR manager has to maintain valuable activity
within the field. In the sharing economic condition the effective training to the staff members is
highly essential either they are male or female. This help to develop the economic condition of
the country with valuable process by providing the fair chance to each of the people.
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For the eighth principle, HR leaders need to serve the entire firm with their effective leadership
and skill for the betterment of the firm. Most effectively, it can be seen that the valuable and
suitable working function the HR leaders have to deal with every condition within the firm
(Boon et al., 2018). In the organisation, HR leaders play the vital role by managing the entire
team and providing them with the suitable and effective strategy for the enhancement of valuable
process within the firm and even to develop the skill of the staff members.
Critical analysis of the HR practice in the organisation
Human resource management in the workplace needs to follow various practices that allow the
staff and the firm to enhance their performance level within the field. The most effective practice
of HR management could be found that the HR leader provides security then hire the right
candidate as well as manage the entire team within the organisation. The HR leaders within the
organisation provide effective security to the employees in term of their compensation and other
activity within the organisation (Brueller, Carmeli, and Markman, 2018). In the organisation, it
can be seen that the human resource manager and the entire team to maintain their work properly
and effectively for the development of the working function. In the organisation, there is both the
formal as well as the informal contact that is eventually managed by the HR leaders within the
organisation. The employment security provides effective benefits to the firm for dealing with
the situation and providing valuable activity within the field (Jamali, El Dirani, and Harwood,
2015). Then HR leaders also deal with the hiring and recruitment of the right people. It is one of
the most effective and vital processes for the firm to analyse its situation within the field.
HR leaders need to analyse the ability of the staff members and their positive attitude for
enhancing the performance level of the firm. In every aspect, HR leaders have to deal with the
situation and provide a suitable working function within the field (Amarakoon, Weerawardena,
and Verreynne, 2018). Managing the entire team within the workplace is another vital process
that has been maintained by the firm for the improvement of the situation. Teamwork is one of
the vital factors within the organisation, and the HR leaders effectively allow this for enhancing
the teamwork ability within the staff members of the firm for maintaining their activity within
the firm (Brueller, Carmeli, and Markman, 2018). It is the personality of the HR leaders to have
the most effective and vital process within the field for the betterment of the firm. In the
organisation, it can also be seen that the HR manager perform the fair as well as the
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performance-based compensation for the entire team to maintain their activity and the working
function.
The HR leader has to deal with the situation for maintaining the value of the firm and also for
developing the business process within the field. The right people get the right payment
according to their performance level. It is a primary fact for the HR manager within the firm to
maintain the entire activity with the suitable and effective strategy that would allow the firm to
develop their performance level and the business process within the field (Jamali, El Dirani, and
Harwood, 2015). It can also be seen that the entire activity of the firm is heavily discussed for
dealing with the situation and maintaining the activity. The HR manager provides a suitable
training system for the entire working team within the firm. It can also be seen that the entire
activity of the firm for maintaining the compensation of the firm. It can be seen that the entire
activity of HR has to maintain its process within the firm. The HR manager has to develop their
skill and their value within the market. The entire activity of the HR leaders within the business
is to provide a valuable working function within the field (Amarakoon, Weerawardena, and
Verreynne, 2018). It is a highly effective situation for the entire business process and the
working function of the HR manager to maintain the entire team within the workplace. The
recruitment and the activity of the firm are effectively done for the improvement of the entire
process within time. In the entire business process, the activity of the firm is to develop their
value and the performance level within the market.
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Conclusion
The paper eventually concludes that most of the activities of the firm are effectively done by the
help of the HR strategy developed by the HR manager for dealing with the situation. It can be
seen that the HR management process effectively allow the firm to develop their value and their
working function within the field. The paper also concludes that HR leaders effectively manage
the principle of developing their value and their working function within the field. In most of the
situation, it can be seen that the activity of the firm is to develop their value and their business
process effectively within the market. In most of the situation, it can be seen that the HR leaders
effectively practice the valuable activity of the firm and deal with the situation for the betterment
of the firm and developing the performance level within the market. The paper even concludes
that the HR leaders are highly responsible for the teamwork and the activity that is being
performed within the firm for maintaining the value of the business.
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