Human Resource Management Report: JAFA HRM Strategies

This report provides a comprehensive analysis of human resource management (HRM) within the context of the Jewellery Available For All (JAFA) company. It begins by exploring the impact of the Industrial Revolution and personal management on HRM, highlighting the evolution of the field and the changing roles of HR managers. The report then examines the relationship between line managers and HRM, emphasizing their shared responsibilities. A significant portion of the report is dedicated to strategic HRM and its contribution to JAFA's business goals, including discussions on performance measurement, HR audits, and employee engagement. The report also delves into the internal and external contextual factors influencing HRM, such as communication and policy. Furthermore, it analyzes JAFA's HRM model, recruitment methods, and the implications of the Treaty of Waitangi. The report concludes with a summary of key findings and recommendations for JAFA's HRM practices, drawing on the provided content and insights into the effectiveness of various HRM strategies. It provides a detailed overview of job analysis, job descriptions, and recruitment methods, providing a complete understanding of HRM in a business context.

Running head: HUMAN RESOURCE MANAGEMENT
Human Resource Management
Name of the Student
Name of the University
Author Note

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Table of Contents
Introduction:...............................................................................................................................4
Learning Outcome One:.............................................................................................................4
Impact of Industrial Revolution on Human Resource Management:.....................................4
Impact of Personal Management on Human Resource Management:...................................5
Human Resource Management and Line Managers:.............................................................6
Strategic Human Resource Management Contributes to TNZCB’s Business Goals
Discussed:..............................................................................................................................7
Measurement of effectiveness of Human Resource:..............................................................8
HR Audits:.........................................................................................................................8
Research:............................................................................................................................9
Staff Turnover:...................................................................................................................9
Engagement:.......................................................................................................................9
Parting Words:...................................................................................................................9
Absenteeism:......................................................................................................................9
Impact of Two Contextual Factors of the Internal Environment:........................................10
Internal Communication:.................................................................................................10
Policy:..............................................................................................................................10
Impacts of Two Contextual Factors of the External Environment:.................................10
External Communication:................................................................................................10
Brand Promotion:.............................................................................................................11

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HRM Model and Its Implementation of JAFA:...................................................................11
Learning Outcome Two:..........................................................................................................12
Ten Relevant Questions:......................................................................................................12
Job Analysis Method:...........................................................................................................12
Observation Method:........................................................................................................12
Interview/ Questionnaire Method:...................................................................................13
Job Description:...................................................................................................................13
Store Managers Job Duty:................................................................................................13
Personal Profile for Store Manager:.....................................................................................13
Learning Outcome Three:........................................................................................................14
Recruitment Methods:..........................................................................................................14
Job Advertisements:.........................................................................................................14
Personal Recommendation:..............................................................................................15
Advantages of Job Advertisements:.....................................................................................15
Disadvantages of Job Advertisements:................................................................................15
Advantages of Personal Recommendation:.........................................................................15
Disadvantages of Personal Recommendation:.....................................................................15
Three Main Concepts of Treaty Waitangi:...........................................................................16
Participation:....................................................................................................................16
New Zealand Human Resource Law:..................................................................................16
Conclusion:..............................................................................................................................17

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Reference:................................................................................................................................18
Introduction:
Jewellery Available For All (JAFA) is one of the renowned jewellery manufacturer
that has brought revolution in the industry by its unique designs, price and services. JAFA
has its branches in different parts of the country as well as in the international market. Being
one of the renowned and old companies of the industry, JAFA possesses a large workforce.
The primary objective of the organization is to provide quality service to the consumers. The
tireless performance of the employees has led the organization to earn the desired position in
the market.
The following article has concentrated on the human resource department of the
organization.
Learning Outcome One:
Impact of Industrial Revolution on Human Resource Management:
Human resource management department is considered as the major strength of
business organization in recent time (Armstrong & Taylor, 2014). The role of human
resource manager is to manage the workforce of the organization. The scenario of the
industry has been changed with the industry revolution. In the ancient days, the society was
mainly agriculture and economy based. The number of industry was limited between some
crafts. The structure of the business and organizations has been transformed with the arrival
of industry revolution. Organizations have become modernized and business transactions
have been increased. It has become difficult for the leaders of the organization to manage
whole organization and its workers. A department has been set up to keep all the records of

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the employees, manage the wages of the employees, and provide health care and facilities to
the employees. It was evident in the earlier days that employees were forced to work for long
hours without any pay, which stimulates the disagreement between the organizational
management and employees. In order to overcome these issues and maintains a healthy
relation with the employees, business organizations has appointed human resource manager
who will work as a bridge between the organization authority and workers and will be
capable of dealing with the labour issues (Brewster & Hegewisch, 2017). Human resource
managers were appointed to convey the message of the authority among the workers and
motivate employees to contribute for the betterment of the organization. Post evaluation the
term human resource management has been coined. Several experiments have taken place as
well as various courses have been introduced. It has enlightened a completely new aspect of
human resource management that concentrates on the employees and employer both. A new
perspective of human resource management has been highlighted which is called strategic
human resource management. The competitive nature of the market has been increased since
past few years. Hence, it has become mandatory for the business organizations to adopt
modern strategies to survive and battle against the rival companies. In order to accomplish
the aim, strategic human resource management is considered as a drastic step, which helps
managers to deal with the workers in a significant manner. Human resource managers are
now a days often incorporating new strategies to motivate employees and shape their
behaviour, which is suitable for the growth of the organization (Chelladurai & Kerwin, 2017).
Impact of Personal Management on Human Resource Management:
Human resource management is known as personal management. Business
organizations aim at improving the performance of the employees to earn the desired target.
Human resource managers works as a weapon for the business organizations to shape the
behaviour of the employees to earn desired target. Personal management has put significant

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impact on the human resource management. It has enlightened a different aspect of the
human resource managers. Initially human resource managers were primarily appointed to
maintain the data of the employees and wages of the employees. Personal management has
introduced HR managers with their new roles and responsibilities. It has become their
responsibility to shape the behaviour of the employees and motivate them to achieve the
organizational goal. Human resource managers often conduct training and development
program, motivational program for the employees. By such practices, human resource
managers have become a key success factor of the business organization, as employees are
considered as the major strength of the organization that play crucial role to earn success for
the organization. The success of the organization is highly dependent on the performance of
the employees. In this competitive era, employees are highly required to perform in an
appropriate manner to overcome the challenges. Otherwise, it may face various difficulties in
the future. Employers always pays close attention to the performance growth of the
employees, as it put strong impact on the organizational performance. They appoint skilled
human resource managers who preserve great experience in motivating employees and guide
them towards the right path, so they can support the growth of the employee’s performance.
Thus, it is evident that personal management has greatly influenced human resource
management.
Human Resource Management and Line Managers:
Line managers are considered as one of the integral part of the business organizations.
Line managers are those to whom employees of the organization report every day. There is a
link between the line managers and human resource management. It is often evident that line
managers plays an important role in human resource management of a business organization.
They carry out various activities of the human resource department, such as- manage the data
of the workers, maintain day to day activity of the employees, coaching, guiding. Manage the

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performance of the employees. It is often evident that lie managers perform other roles of the
human resource managers such as recruiting, selecting people and so on. This works as a
bridge between the human resource management and line manages.
Human resource management values are also related with the line managers. Line
managers needs to be aware of the value of HRM while carrying out the activities of human
resource department. They must be interpreted about the basic duty of the human resource
managers towards the organization. It will be helpful for them to perform their role in an
appropriate manner. As they play various responsibilities of the human resource managers,
they are also an important part of the organization and play crucial role in the development of
the organization. Thus, they need to be aware of the value of human resource manager. It has
been argued that the human resource plays direct role in the organizational development. In
this scenario, it can be stated that line managers also play the major role in the success of the
organization. Thus, they need to be aware of their role and responsibility towards the
organization and the organizational objective. They need to design their performance
accordingly (Brewster, Mayrhofer & Morley, 2016).
Strategic Human Resource Management Contributes to TNZCB’s Business Goals
Discussed:
Strategic human resource management is one of the key elements of modern business
structure that stimulates the growth of the business organizations. Every business
organization aims at earning desired position in the industry and battle against numerous rival
companies, as rival companies are working as a hindrance for them to survive. Business
leaders are incorporating modern business strategies every now and then that can stimulate
the growth of the organization. As human resource department plays vital role in the growth
of the organization, it has become important for the HR managers to implement incorporate
some suitable strategies in the organizational structure to stimulate the growth of the

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organization. In this modern era, the human resource managers are willing to design their
activities according to the objective and goal of the organization. It helps the business leaders
to earn the desired position in a significant manner (Armstrong & Taylor, 2014).
By providing training and development program to the new and experienced
employees, human resource managers boost up the motivational power of the employees and
encourage them to adopt organizational strategies and techniques to contribute in establishing
a better future for the organization. Provide training on the modern techniques, human
resource managers enhances the capabilities of the employees. On the other hand, it helps the
organization to retain their experienced employees for a long period of time, which reduces
the cost of the organization and improves the quality of organizational performance
(Chelladurai & Kerwin, 2017).
Another crucial strategy that is often adopted by the human resource department is to
resolve the issues between the employees and employers and maintain healthy environment
within the organization. Managers convey all the messages of the employers to the employees
in order to enhance the transparency level of the organization. It plays major role to motivate
employees to work as a team to achieve the common organizational goal (Brewster,
Mayrhofer & Morley, 2016).
Measurement of effectiveness of Human Resource:
Human resource department of a business organization is set up to influence
organizational growth. Thus, in order to evaluate the impact of the human resource
department on the organizational development, it is important to measure the effectiveness of
the department. There are various methods that can be used to measure the performance of
the human resource department, such as-

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HR Audits:
An organizational management can maintain HR audits to measure the performance
of the human resource department. Such audits concentrate on different aspects of the human
resource activities. This record will scrutinize some aspects, such as- is the human resource
service is user friendly or not, to what extent core competencies have been identified by the
human resource manager and his team and so on (Brewster, Mayrhofer & Morley, 2016).
Research:
By conducting research, it can be identified whether human resource managers are
working properly or not. Primary and secondary, both type of research can be done.
Staff Turnover:
By analysing staff member’s turnover, it can be identified if the human resource
department is working in an appropriate manner or not. The primary objective of the business
organization while recruiting human resource manager is to increase the turnover. By
analysing this aspect, an organizational management can reach to the conclusion (Armstrong
& Taylor, 2014).
Engagement:
By evaluating the organizational environment, it can be obtained whether the
employees are actively participating in the organizational function or not. Thus, it will help
the employer to identify the effectiveness of the human resource department within the
organizational function.
Parting Words:
It is important to conduct a session with the employees who are resigning from the
organization. Every business organization aims at retaining their employees, if employees are
leaving their workplace it is the responsibility of the employer to evaluate the actual reason

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behind it. By implementing this practice, the organizational management will understand
whether there is any lack of efficiency in the performance of human resource department.
Absenteeism:
Authority of the business organization needs to monitor the tendency of absenteeism
among the employees. It reflects employee’s engagement in the organizational function. The
organizational management will be able to identify if the human resource department is
working properly (Chelladurai & Kerwin, 2017).
Impact of Two Contextual Factors of the Internal Environment:
Internal Communication:
Communication plays major role in the organizational structure. In order to earn the
desired goal in this competitive era, it is highly important for the organizational management
to maintain healthy communication with the employees. It will help the employers to share
their vision and organizational objective with the employees. Lack of communication may
increase the risk of miscommunication and misunderstanding within the organizational
structure and it works as a hindrance for the organizational growth.
Policy:
Organizational policy plays motivates employees to engage in the organizational
function. In this competitive era, it has become very important for the business organizations
to maintain healthy relation with the internal stakeholders. Policies plays major role in
establishing healthy relation between the employees and employers. Lack of transparency
win the organizational policy will lead the organization to meet an awful consequence in near
future (Armstrong & Taylor, 2014).

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Impacts of Two Contextual Factors of the External Environment:
External Communication:
It is important for the business organizational management to maintain healthy
relation with the external stakeholders as well. The reputation and growth of the organization
is highly dependent on the external communication. It is important for the business leaders to
often meet with the external stakeholders and discuss with them about the organizational
policies and strategies. Otherwise, it may destroy the reputation of the organization in the
market. At the same time, it may put harmful impact on the growth of the organization.
Brand Promotion:
Promotional events and advertisement plays major role in maintaining the
reputation of the organization in the market, which leads the leading business organizations to
invest heavily on the promotional events. It helps the organization to reach to their target
consumers from the every corner of the world. Wrong promotion of a band can destroy the
reputation of the organization. It may lead the organization to face a deadly consequence in
the future (Armstrong & Taylor, 2014).
HRM Model and Its Implementation of JAFA:
There are various models that describes human resource management, its presence
and important in the organizational structure. Harvard model of human resource management
plays major in providing a transparent concept about the impact of the human resource
department on the organizational development. Harvard mode has enlightened six key areas
where human resource department performs, such as- stakeholders, situational factors, HRM
policies, HRM outcomes and long-term consequences. The founder of this model has
described that human resource department plays vital role in all this sector and it collaborates

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all the sectors and its functions. The model shows that output of the organization flows to the
organizational authority and its stakeholders (Chelladurai & Kerwin, 2017).
This model can be implemented on the organizational structure of JAFA. Being one
of the leading business organizations, JAFA has covered a huge market share and it has many
any external as well internal stakeholders. Thus, Situational factors are mainly tackled by the
human resource department and its members. Human resource policies play vital role to
manage the situational factors and motivates employees to earn the desired goal and
organizational outcome.
Learning Outcome Two:
Ten Relevant Questions:
 What is your educational qualification?
 Have you done any course on management?
 Do you have any experience in this field?
 Are you aware of your role and responsibility in this organization?
 What do you think is your primary objective as a store manager?
 What is your opinion about employee motivation and employee engagement in
a business organization?
 What will you do to maintain safety level of your store for the employees?
 According to you, what is the key success factor of any business organization?
 What is more valuable between an experienced and loyal employee or rigid
business policies?
 What is your salary expectation?