Human Resource Management Report: Analysis, Strategies, and Impacts

This report delves into various facets of Human Resource Management (HRM). It begins by analyzing the core roles of HR, including talent management, compensation, training, compliance, and workplace safety, and the factors impacting these roles such as economic situations, technological changes, globalization, and government regulations. The report then emphasizes the importance of upskilling and reskilling for employees, particularly in the context of job displacement, highlighting the need for creative, innovative, and STEM skills. It further explores the impact of employer branding on the recruitment process and evaluates the effective use of technological tools to generate a rich applicant pool. Finally, the report discusses the significance of HR costs, methods for measuring these costs, and how they relate to overall business success and return on investment. Additionally, the report includes an analysis of the impact of UAE government regulations on HR policies and organizational structure.

HUMAN RESOURCE
MANAGEMENT

TABLE OF CONTENTS
INTRODUCTION...........................................................................................................................3
MAIN BODY...................................................................................................................................3
1-Analysing the role of HR and the major factors that have impact on the role of human
resource.......................................................................................................................................3
2A-Examining how upskilling and reskilling is important for employees at the time of losing
the job..........................................................................................................................................4
3-How Technological tool can be effectively used to generate a rich applicant pool................6
4-Importance of HR cost and how to measure cost ...................................................................7
CONCLUSION ...............................................................................................................................8
SECTION B....................................................................................................................................8
INTRODUCTION ..........................................................................................................................8
MAIN BODY ..................................................................................................................................8
5- Explaining the impacts of Regulations that are made by UAE government on human
resource policies in the company ..............................................................................................8
CONCLUSION .............................................................................................................................10
INTRODUCTION ........................................................................................................................10
MAIN BODY.................................................................................................................................10
Analysing the impacts of organizational structure on the management of human resources.. .10
CONCLUSION .............................................................................................................................12
REFERENCES..............................................................................................................................13

INTRODUCTION
Human resource management is the process of defining the strategies and activities that are
focused on managing employees at all levels of organization to achieve the business goals. The
study will explain the role of human resource and the major factors that have impact on the role
of human resource. It will further present the is importance of upskilling and reskilling for
employees at the time of losing the job. The report will also light upon the Impact of employer
branding on recruitment process. Lastly it will evaluate the Technological tool that can be
effectively used to generate a rich applicant pool.
MAIN BODY
1-Analysing the role of HR and the major factors that have impact on the role of human resource
Human resource is the department of business that are charged with screening, finding,
administering employee-benefit, training job applicants and recruiting (The 5 Main Roles In HR,
2021).
The main role of the human resource are:
 Talent management: The main role of them is they are responsible for recruiting,
retaining, supporting and hiring employees (Armstrong and Taylor, 2020).
 Compensation and benefits: Human resource plays an important role in compensation
that includes establishing the structure and pay practices of competitors. At the time of
benefit the HR is responsible for negotiating group health coverage rates or coordinating
with company's administrator
 Training and development: It works as the integral component of human resource team. It
is important because it plays an important role in success of the business.
 HR compliance: It is the main role in which the HR team have make sure that the
business follow the working standard that are set for the employees by the employment
law.
 Workplace safety: Human resource plays an important role in developing and supporting
health and safety like injuries and fatalities that happen at the time of work.
Human resource are important for small and medium sector as it performs all the activities that
are related to business management that is resource, capital, corporate social responsibility,
recruiting talented employees who will help in embracing company culture (Bratton and Gold,

2017). In business management Human resource mainly focuses on vision and value of the
business. In the large sector it plays vital role that is business plans are not made without the
involvement of the human resource all the strategy are decided by them only.
The major factors that have impact upon the human resource are:
1. The economic situation: It has direct impact on the performance of human resource as
change In economic situation will lead to freezing or decreasing their annual budget
related to training and development, use of external consultants and recruitment & HR
systems.
2. Demographics and technological changes: Technological changes have huge impact on
human resource practices as it allows company to improve its core competencies,
organizational structure as whole, internal processes and relevant markets. Changes will
also lead to greater effectiveness and efficiency of human resource. The impact of
demographics change can result in underlying growth rate, living standards,
consumption, structural productivity growth and investment. It will also influence the
long-run unemployment rate, housing market trends, demand for financial assets and
equilibrium interest rate for the organization.
3. Globalization and the international issues currently being faced: It has the impact as when
the business is expanding its operation into other countries the human resource have to
adapt practices and their thinking that includes foreign regulations, technological
development and cultural differences (Ren, Tang and Jackson, 2018). The international
issues currently faced by HR are related to not only related to long distance but also for
legal, political and economic difference among the people and different countries.
4. The impact on government: It has impact on human resource related to the employment
contracts, maternity leave, prevention of sexual harassment in the workplace, provident
fund that are regulation and policies set by the government. Mainly government policy
impact on human resources especially on the women employees.
2A-Examining how upskilling and reskilling is important for employees at the time of losing the
job
In the workplace upskilling are related to teaching or learning new skills to workers. Reskilling is
the process of learning new skills which will help in doing different job or it is used for training
to do different job. This both help the employees from losing the job once the company find that

these employees have all the skills that is expected by the firm will have high demand because of
increasing need and talent shortage. If the employee is losing the job upskilling will help them to
be safe from this because this are the skills which will help the company in organizational
growth. It will also keep them engaged and interested at the time of performing the job.
As per the case study the foundation of future job will result and work in robotic way for the
growth of UAE and its economy. The skills that are need by the employees to become potential
are:
Creative and innovative skills: To become the potential employee in the future creativity
and innovative will play a vital role that is creativity will help them to think about the problem
and tasks in new and different way. By this they have the ability to use the imagination to
generate new ideas which will help the company. For example if the employee have this
creativity and innovative skills then in his future job it will play an important role in economy
growth of UAE.
STEM skills: Full form of stem is science, technology, engineering and mathematics.
This skill will play an important role in growth and stability of UAE economy and it is the
critical component which will help them to will the success in the future. It will help the
employee to be an innovative, creates critical thinker and will also increase their science literacy
for their future job. By justifying skills will help the employees in several ways that are
teamwork, creativity, initiative, digital literacy which will make them potential employee in the
future. By this skill the employee will learn about how to solve problems. Employees can also
make the decisions not related to what they think or feel but the use of scientific data that
supports the best solution. To become the potential employee in the future this STEM will an
important role.
B-Impact of employer branding on recruitment process
Employer branding means helping the right and existing candidate to create a sense of loyalty
within the organization. Employer branding will create positive and crucial role in recruitment
process. According to the research employer branding plays an important role in recruitment
process as it helps in better talent acquisition. Employer brand will help in attracting, engaging
and retaining the talented a best individuals for the organization. At the time of recruitment
process employer branding will reflect the culture, work environment, opportunities that are
related to the growth of employee. It also works as the source of motivation for both current and

potential employees. At the time of recruitment process employment branding indirectly
decreases the amount of time that is used for filing the position and its subsequent cost.
3-How Technological tool can be effectively used to generate a rich applicant pool
Technological tool is the best way and give new opportunities for hiring and recruiting mangers
to reach the best and expert candidate from the pool. Technology tool will result in selecting the
best and quality candidate at the time of recruitment process and will also make company free
from the burden (Trullen, Bos‐Nehles and Valverde, 2020).
 It helps in making recruitment in smarter way: Recruitment is the time consuming and
process but with the help of technology the company can easily find the skilled people
who are fit for the job. By using this they can easily come in contact with the candidate in
the form of Email or on posting in social media.
 By using the technological tool company can easily select the best candidate who it fit for
the culture of organization.
 It helps the business to recruit valuable people. Also, it works very fast at the time of
selecting people.
 By suing this technological tool company can easily find out what are changes related to
the laws at the time of recruitment process.
 Technological tools have not only made easier for the candidate to apply for the job. On
the other hand it has resulted in good way for the business with this they can find
qualified candidates anywhere in the world.
 It works fast in selecting the best and rich applicant from the large group.
 With the help of technological tool they can track and manage the applications of the
candidates and can also sort them according the needs of the company.
 Technological tool have made easier for the company to test the skills and level of
competency of individuals who have applied for the job (Tang and et.al, 2018).
 The plan making and the management depends on the technology which is made by the
company to make the recruitment process work in smoother way.
 With the help of technological tool company can select the best and expert candidate
from the pool by video interview which will result in time saving.
 By using this technological tool recruiter can easily scan job boards and qualified people
with right skills without any geographical limits.

 Technological tool are used for making strategies that can attract candidate by referrals
online posting, job fairs etc. Also this can be used externally and enterally.
4-Importance of HR cost and how to measure cost
Human resource cost are the process of costs incurred to replace or acquire people. The
importance of human costs are:
 Monitor departmental costs: With the help of measuring the cost company may come to
know about its actual and future expenditure commitments, balance of annual budget and
forecast out turn (Markoulli and et.al, 2017).
 Measure impact and overall success: It is important to measure the human resource cost
because it is the quantifiable way to describe the executives and leadership. Human
resource costs are the best way to establish the position as value centre.
 Predict future costs: This very important in measuring the cost as the same employee are
working in this year and where working in last year so future cost are expected to be
equal. For example if the company is employing new people then their will be increase in
cost also at the same percentage at which number of employees are increasing. Helps in calculating return of investment: It is important for human resource to know the
effectiveness of the department. Measuring human resource costs for individual strategies
will help in knowing indicator for future investments.
Various method that are used to measure the human resource costs are:
 Revenue per employee: It helps in knowing the ratio that measures the value of employee
that is generated by them to the company. Revenue per employee = total revenue ÷ total
number of employees. It is measured by the human resource department for last twelve
months (How to Measure Human Resource Costs, 2020).
 Return on investment: Human capital ROI = (revenue – operating expenses – employee
compensation) (Delery and Roumpi, 2017). This modal are related to the financial value
that are added by the workforce against money spent in terms of giving benefits and
salary. It also helps in knowing the profit of the company that is money invested on the
human capital compensation.
 Conjoint analysis: it is the survey based technique which is used by the human resource
to measure its costs at the time of market research which will help them to determine the
benefits, function and feature that are related to individual. It also helps human resource

to identify the combination of multiple attributes of job opportunity that are important for
influential on candidate decision and choice making in job choice situation.
 Sensitivity and break-even analysis: it is the model that is used by the human resource
which helps them to calculate the volume in which total costs are equal to total revenue.
Mainly human resource department use this when they are developing a pricing strategy
for business plan or marketing. It also helps in examining effects upon the organization
profitability.
CONCLUSION
By summing up the above report it has been concluded that there are different roles of HR that
are Talent management, Compensation and benefits and major factors that have impact on the
role of human resource related to upskilling and reskilling is important for employees at the time
of losing the job The above study have reflected that Technological tool can be effectively used
by the recruiter for scan job boards and qualified people with right skills without any
geographical limits used to generate a rich applicant pool. Lastly Importance of HR cost and how
to measure cost in the form of Revenue per employee, Return on investment and Conjoint
analysis are discussed.
SECTION B
INTRODUCTION
Regulatory requirements are rules that are made by the government for the organisations. They
can be state or federal law that are to be followed by all the organisation. The present section will
explain the positive and negative impacts of regulations on human resource (AlShamsi and
Ajmal, 2018).
MAIN BODY
5- Explaining the impacts of Regulations that are made by UAE government on human resource
policies in the company
Legal regulation are the interest of the government that are made for the rights of the employee
and employee to protect them from different alliance. Both state and federal laws are made by
the government to make sure that in UAE all the employees are treated fairly, gets the fair
benefits and compensation and remain healthy and safe at the workplace. The regulation of the
company have impact on the human resources policies because they have to make that according

to seeing that and if they change they have to change their polices. Human resource department
of the company also make sure that they use different strategies to achieve the goals and also
clearly defined the policies. It is also the duty of human resource department to make sure that
company is performing by following all the industry and legal regulations that don't have to face
any actions against the laws (Mohamed and at.al., 2019).
UAE equal pay law: the government of the country have updated this law from equal pay law
1963 to equal pay which is made in context of men and women both do the same and they will
also get the same payout. In the year 1980 of 25 September it started functioning as the strength
of country commitment that to give gender equality at the workplace as per the rules set by the
government. The positive impact is that it helps the human resource to protect their company
from wage discrimination that are done on the basis of sex. Benefit is also that it covers the
compensation that includes hotel accommodations, life insurance, salary, travel expenses,
overtime pay and bonuses. On the other hand it also results in negative impacts on the
organizations that is related to adverse court rulings, loopholes and incapable remedies (Fenech,
Baguant and Ivanov, 2019).
Occupational safety and health act 1970: The law is made by the government of UAE to make
sure the workplace standards for the employees are protected from various hazards that are
related to health and safety. Also, it is used by the companies to ensure that al the men and
women under the workplace are working with full safety and healthy environment weather it is
the time of training, education, outreach and assistance organizational have to give all the safety.
The positive impact of this law on human resource is that both of them work for same motive
that is to make their employees free from the dangers that can happen on workplace. The
negative impact of this law is that a small injury on the work will only result in quality of life but
it will have bad impact and damage on reputation, business productivity and finances of the
company and main on human resource department.
Civil rights' act 1964: This act is based on the basis that are related to prohibition of
discrimination of national origin, race, sec, colour and religion. These are mainly made for the
people who are working in the company. The negative impact of these laws on human resource
is that they want equally access of all the people that can be in public facilities, restaurants and
transportation. The work of human resource is to appoint new employees by using this
rights(Alsyouf And et.al., 2021) .

CONCLUSION
From the above question it has been concluded there are various laws that are UAE equal pay
law and Occupational safety and health act 1970 that have direct impact on the policy of the
human resource.
INTRODUCTION
The chosen firm of the section is Emirates group is the international airlines holding company
that is situated in Garhoud, Dubai. The part will also discuss about the impacts of organizational
structure of Emirates group on their human resource.
MAIN BODY
Analysing the impacts of organizational structure on the management of human resources.
Organizational structure means the system that helps in knowing what are the activities used by
the company to achieve its goals. Activities can be responsibility, rules and roles.
The organizational structure of Emirates group is Hierarchical that means that all the decisions
related to the operations are taken by the senior executive and manger then they are informed to
general employees (Haddad, and et.al., 2020)

The various impacts of organizational structure that are faced by the Emirates group on thee
management of human resource are:
 The organizational structure of Emirates groups id the framework that defines the roles,
responsibility, positions, relationships of the persons and establishes the method of
centralized and decentralized at the time of decision making. It also affects the human
resource as they have to take lot of time in recruitment process as there is different
specification of the department and they have select the candidate which is fulfilling all
this needs that are needed by the levels (Alzoubi and Ahmed, 2019).
 Positive impacts of this organization structures is they are the effective root of the
organizations that are aligned with business strategy of the company. The decisions of the
organization flows from the top level which is then distributed at all the level of
department by their heads or executives.
 The organizational structure is used by the company to retain and attract large number of
high performing people through covering the positions with their skills which help the
organisation in development and growth by assuring meaningful work that is performed
as the purpose for both present and future. Emirates group have around 105730
employees with them they are working in eighty-four countries (Karam and Kitana,
2018).
 The organizational structure of the organisation defines business, relationships and also
helps in improving the communication between staff and managers. It also has major
factors that are implemented by the management with regard to business development,
culture and style of the Emirates group. It also has impact on the leadership as the
structure tell the responsibility, roles and power of the business which are related to
coordination, assignment and controlling and of information that start flowing from top to
different levels of the management.
 Organisational structure helps human resource to identify the opportunities and needs of
the employees that in regards will contribute the meaningful business form. It helps in
building the relationship between the head of department and the employees (Ababneh,
and Hackett, 2019).
 Negative impact for human resource is that they have to see what are the vacancies, needs
and problems that are faced by the employees in different department and how to clear it

as fast as possible. It is difficult for thee human resource to manage this structure as
Emirates as it is the large and tall company which have various departments.
 It helps the human resource to make the strategy as per the operations of the company as
all the final decisions are made by the top level.
 For example the top level of company will pass the decisions to the human resource and
then they will tell that to manger and then that will be delivered to department heads and
last to employees. The structure follow top to lower level. The human resource
organizational structures matter the organization because they are the framework that are
related to aligning the resources and also used to define the business strategy that are
used to substantiate the organisation culture.
 The structure ODF the company impact the company directly in the term of attracting,
retaining and engaging human resource talent. At human resource it effects he behaviour
of the employees as they are different department and also they are concerned with
putting themselves on first well-being and even at the top of the company.
 The negative impact is that it will affect the employee performance as if the
organizational structure of the company is poor then it will result in less delegation
towards the work, no incentive for the employees, low productivity and centralized
decisions (Kham and et.al., 2018).
CONCLUSION
From the above it has been concluded that Emirates group have hierarchical organization
structure that have both positive and negative impact on the management and human resource.