BTEC HND Unit 21: Human Resource Management Assignment Report

This report delves into the core concepts of Human Resource Management (HRM), contrasting it with traditional personnel management. It outlines the functions of HRM in contributing to organizational objectives, focusing on planning and recruitment processes. The report also examines the roles and responsibilities of line managers in HRM, particularly in employee engagement and performance appraisal. Furthermore, it analyzes the impact of legal and regulatory frameworks, such as the Civil Rights Act of 1964 and the Equal Employment Opportunity Commission (EEOC), on HRM practices. The report provides a comprehensive overview of key HRM principles and their practical applications, supported by relevant references.

HUMAN
RESOURCE
MANAGEMENT

INTRODUCTION AND SCOPE
• Human resource management is considered as the
management of personnel resources.
• It is planned in order to increase an employee's
performance for satisfying the employer's planned and
strategic objectives.
• The phenomenon of HRM is beyond hiring and firing.
• It focuses on selecting an employee, recruiting and then
providing proper induction and orientation.
• It is a strategic and inclusive approach which helps in
managing the people as well as the culture of the workplace

1.1 Personal Management Vs HRM
Personal Management
Personal management refers to the concept of the management in which the
personnel and their relationship with the existence is concerned only.
• This concept is quite traditional and its main basis for pay is job
evaluation only. It involves indirect communication methods.
Human Resource Management
HRM focuses on utilising the effectiveness of the employee so that their
strategies are being satisfied for the benefit of the company.
• It is a modern technique and performance evaluation is the only way
for the basis of pay. The communication in this is direct.

1.2 Function of HRM contributing to
organisational purposes
• Planning : In this, first the number of employees to be
filled at the vacant positions are identified. Proper
research is done then to predict the required number of
employees and the future needs of human resources.
• Recruiting : In this, the best suitable and qualified
candidates are selected for all the vacant posts that are
to be filled. Among all those selected, the candidates
who organisation found the most talented and skilled
are recruited.

1.3 Roles and Responsibilities of
line managers in HRM
Employee Engagement : Supervising the employees is
analytic factor.
• They make the workplace culture for their respected
team.
• Communication with the team members plays a very
important role because regular interaction with them is
important.
Performance Appraisal : Although the process is
introduced by the HR professionals, line managers are
actually the one who implement it.
• In a one on one meeting, feedback is discussed between
the line manager and the employee.

1.4 Impact of legal and regulatory
framework on HRM
There are some regulations and policies that plays a huge
impact on HRM and these are discussed as following :
• Civil Rights Act 1964 - This law helps the employees to
stay protected from any type of discrimination, whether it
is colour, gender, religion. HRM supports no sort of
discrimination in the workplace.
• Equal Employment Opportunity Commission (EEOC) -
This regulation enforces the rules of the Civil rights. It
already manages the claims of discrimination but also in
the way of implementing new anti discrimination
regulations.

REFERENCES
• Armstrong, M. and Taylor, S., 2014. Armstrong's
handbook of human resource management practice.
Kogan Page Publishers.
• Bloom, N. and Van Reenen, J., 2011. Human resource
management and productivity. Handbook of labor
economics. 4. pp.1697-1767.
• Guest, D.E., 2011. Human resource management and
performance: still searching for some answers. Human
resource management journal. 21(1). pp.3-13.
• Ployhart, R.E. and Moliterno, T.P., 2011. Emergence of
the human capital resource: A multilevel
model. Academy of Management Review. 36(1). pp.127-
150.
• Sparrow, P., Brewster, C. and Chung, C.,
2016. Globalizing human resource management.
Routledge.

THANK
YOU