Analyzing HR Management: Strategies, Tools, and Organizational Impact

This essay discusses the critical role of Human Resource (HR) managers in fostering healthy employee-employer relationships and achieving organizational goals. It highlights the importance of HR in managing internal organizational dynamics, employee satisfaction, and engagement. The essay explores key people management strategies such as recruitment, training, employee engagement, and rewards, emphasizing their impact on organizational outcomes. It also examines various people management tools like 'Labor Time tracker' and 'Visual HR metrics' that help in analyzing employee performance and managing working hours. Furthermore, the essay underscores the significance of awareness regarding HRM and SHRM activities for enhancing organizational effectiveness. The author reflects on the importance of transparent HR practices, effective recruitment processes, and the role of HR in providing rewards and recognition, concluding that implementing robust HR practices is crucial for achieving organizational objectives.

Running head: HUMAN RESOURCE MANAGEMANT
Human resource management
Name of the Student
Name of the University
Author Note

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Introduction
Role of HR manager is very important in the case of understanding competitive
advantages in the market (Lai et al., 2016). The HR plays an important role for developing
healthy relationship between the employee and the employers in an organization. It works to
manage strategically the internal situation of an organization. Employee satisfaction and
employee engagement in the workplace are the two major duties of the Human resource
manager of an organization. According to Boehm, Kunze and Bruch (2014), using the
motivational strategy the HR manager motivates the employees towards achieving the goals
and objectives of an organization. Therefore, this can be said that in the current scenario, the
role of HR manager is very important for developing the healthy internal atmosphere in an
organization. The essay has shed light on nature and characteristics the nature and
characteristics of HR. On the other hand, it has also discussed about the effective strategies in
order to develop the public relationship in an organization. On the other hand, the study has
shed light on the increasing the awareness among the human resource managers for bringing
the evaluation in the business industry.
Discussion
As stated by Cascio (2018), after the introduction of modern technology in the
business organization, the organizations are expanding their business in the fastest way. As
its result, the rate of employment has been increased. Due to the increasing rate of employees
in the organization named Tesco, the needs for managing the internal organizational situation
has become more important. In order to manage the situation, Human Resource department
has been introduced. The department has been introduced in the organizational structure, in
order to reduce the financial and geographical barriers to developing the business (Story et
al., 2014). With the introduction of HR department, different policies and strategies have

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been introduced by the business industry, which will be helping in the case of dealing with
the issues regarding employer and employee relationship. Therefore, this can be said that
Human Resource Department is needed to be developed in Tesco for developing the healthy
atmosphere in the company.
As opined by Sikora and Ferris (2014), the Human resource department works to
manage the selection and recruitment process. Therefore, by providing attractive job
requirement ads, they try to attract the appropriate candidate. From the applied candidate, the
HR manager selects the appropriate candidate required for the vacant post and company. As,
this is a very important responsibility of the manager. Therefore this can be said that the main
quality which is needed for the HR is the observing quality. According to Kerzner and
Kerzner (2017), the person should be expert in the case of identifying the quality and ability
to the candidate to whom they are going to select. With the help of good communicational
skill, the person should maintain healthy relationship with its employees so that they will feel
free to discuss their problems with the HR.
Another way, Boon and Kalshoven (2014) stated that if the HR manager of the
company will have the quality of integrity, this will attract the employees towards the person.
The manager needs to be transparent to the employees about the rules and responsibility of
them. On the other hand, HR manager is a true leader. Therefore, the person should have
strong personality so that employees will treat the person as leader. By maintaining the
leadership quality, Human resource manager of the company motivates the employees
towards achieving the goals and objectives of the company. The most important quality of
HR manager is, the person should be compassionate towards the employees so that the person
will be able to understand the problems and needs of them.

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People management strategies are very important in the case of managing the
business activities. As stated by Saha et al., (2016), people management strategies are as
important as the Marketing, Finance and Sales strategies. These all strategies are being
influenced by the public strategy. In this study, it has been highlighted that in order to bring
the development in an organization, the public management strategies adopted by the HR are
also very important. Although there are various public management strategies in an
organization, in this essay five important public management strategies have been
highlighted. Recruitment and selection are the important public management strategy of an
organization because it impacts in the Ultimate outcome of a business organization (Nataraja
and Alamri, 2016). The HR plays an important role to higher the appropriate candidate
required for the post. This is a critical process because depending on this the organizational
growth gets influenced. To understand the recruitment process, the HR needs to focus on
understanding the responsibilities, skills, knowledge, culture and core competencies, which
are required for the job.
According to Ali et al., (2015), training and development are considered as another
important people management strategy. By monitoring the employee performance, the
organization gets to know about the capability of employees. Human resource manager also
identifies the weak employees, who are not being able to compete with their co-workers.
After monitoring them, the company provides special training for improving their
performance quality. This procedure is very fruitful for the organization to increase the
confidence of the employee as well as it helps to improve the rate of productivity.
As stated by Kaufman (2015), employee engagement is another important factor to
motivate their work. By involving the employees in the decision making process, the Human
Resource manager helps the organization to get the loyal employees. On the other hand, if the
employees will be involved in the decision making process, this increases their faith towards

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the organization. Depending on the performance quality the HR manager provides different
rewards and incentives to the employees this is another smart strategy taken by the
department to increase productivity. Here the study has discussed, by introducing
opportunities and promotions, the employees get motivated. In order to implement the
strategy, the organization provides different holiday trips for the employees against achieving
a particular goal. By following this process, the organization gets the chance to increase its
productivity as well as encourages the employees. Hence, this can be said that rewards an
recognition are the smartest process to bring the organizational development.
In the current scenario, the people management tools have brought the higher level
of impact in the business industry. In order to introduce development in the organization,
different people management tools have been introduced. It has been identified that ‘Labor
Time tracker’ is an effective tool by which the physical time sheet can be maintained (Goffin
and Mitchell, 2016). It is responsibility of the company to provide flexible working hours to
the employees so that the balance between the work and life can be maintained. By using
time tracker, the working hours are being measured by the company. If it will be found that
the employee has worked more than the working hours, the person will be provided extra
payment. On the other hand, in this study, "Visual HR metrics' is another important tool,
which helps to indicate the rate of success and failure of the employees (Goetsch and Davis,
2014).
As stated by Jarzabkowski and Kaplan (2015), through this tool, the HR directly
access the dash board for getting the real time report of performance quality of the
employees. Mobile HR apps is another effective tool. Using this analytical software, the
employees get the chance to maintain their performance record as well as the attendance. On
the other hand, using this app absence requests and less time dealing regarding issues can be
handled. By using this tools, the HR will be directly connected with the employees. On the

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other hand, this will also increase the attention of the employees towards their responsibility.
People management tools help the organization to analyse employee performance. As the tool
helps to interact with the employees directly, therefore, this can be said that by using this the
HR gets to know about issues and conflicts among the employees. Depending on the
requirements, HR manager of an organization takes strong step.
As the role of HR is very important for developing internal environment of an
organization, therefore, this can be said the organization should be aware of the importance of
HRM and SHRM activities. SHRM stands for ‘Society for Human Resource Management',
which is considered as the world's largest professional society for HR. Total number of
285,000 members from 165 countries, control the procedure (Martinelli and Milosevic,
2016). However, in the current scenario, most of the organizations are not aware of the
responsibilities of HRM and SHRM. The aim of this management systems is to increase the
financial condition on global business industry by involving the employees, positive way. On
the other hand, this can be said that this is very effective in the case of increasing the
effectiveness of Human resource management in the organization for achieving the goals and
objectives. In order to increase awareness about HRM and SHRM activities in an
organization, different workshops can be done (Chang, 2016). On the other hand, through
campaigns, the importance of HR in an organization informed to the people. If the
educational organizations incorporate the responsibility of HRM and SHRM, this can also be
aware the people about its concept.
After analysing the entire essay, I have identified that implementation of HR practices
are very important in the case of a large organization. HRM practices are inter connected with
the Health and personal care of the employees. I believe that HR practices impacts on the
efficiency of the employees. In the case of improving the performance quality of the
employees, the HR provides training to them. This has helped me to understand that through

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this HR practices, the company gets the chance to increase its efficiency and productivity. In
the case of large organization, the HR practices are more transparent compared to the others
small organizations. Depending on the HR practices, skill candidates are being attracted
towards the company. Therefore, this can be said that the company needs to focus on
improving its HR practices. On the other hand, I have identified that the recruitment and
selection process of an organization is being controlled by the HR.
As this is an important component, which directly impacts on the outcome of the
company, therefore this can be said that the HR manager plays an important role to choose
the proper candidate. Through the ads in social media and newspapers, the job vacancy
related information is being provided by the HR. I have analysed that after getting the
application from the candidates, depending on the skills and qualification the appropriate
candidates are being selected. On the other hand, in the case of rewards and recognitions, the
HR manager provides the deserved employees different such as holiday trip or bonus offers.
Hence, after analysing the entire study, it has been analysed by me that by implementing the
HR practices in the organization, it will be able to achieve its goals and objectives.
Conclusion
In the above study it can be concluded that role of HR manager is very important for
achieving the goals and objectives of an organization. It has also been identified in this study
that the HR manager plays an important role in improving the relationship between employee
and employers. Therefore this can be said that through this HR practices the organization will
be able to increase its efficiency as well as the productivity. Here the study has focused on
different people management strategies adopted by the HR manager, which are effective in
the case of bringing the organizational growth. On the other hand, using the tools how the
people management practices can be developed has also been discussed. Therefore, this can

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be said that by using this process the organization will be able to monitor the performance of
the employees. On the other hand, in order to aware people about the practices of HRM and
SHRM, the study has provided the different suggestion. By following this, the organization
will be able to properly implement HR practices in the workplace.

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