Principles of Human Resource Management Report Analysis

This report provides a comprehensive overview of the principles of Human Resource Management (HRM). It begins by defining the HRM environment, distinguishing between internal and external factors that influence HRM practices. The report then delves into job design, analyzing various aspects and approaches. Workforce planning and recruitment strategies are evaluated, highlighting the role of HRM in selecting staff members. The report also explains the training process, performance management, and employee separation and retention strategies. Employment relations, including remuneration and rewards, are discussed, along with the legal environment and occupational health and safety. The report provides a detailed analysis of each topic, offering insights into effective HRM practices.

Principles of Human
Resource Management

Table of Contents
INTRODUCTION...........................................................................................................................1
TASK ..............................................................................................................................................1
(a) Define various types of Human Resource Management Environment?................................1
(b) Analysis various aspects of Job design.................................................................................1
(c) Evaluate workforce planning and recruitment by HRM?......................................................2
(d) What is the role of HRM in selection of Staff members?.....................................................2
(f) How the performance of the employees can be managed?....................................................3
(g) Explain separating and retaining process of employees?......................................................4
(h) Brief some key points on Employment relation....................................................................4
(i) What is the importance of remuneration and rewards?..........................................................4
(j) What is the role of legal environment in a company..............................................................5
(k) Evaluate Occupation Health and Safety of the employee in a workplace.............................5
CONCLUSION................................................................................................................................5
REFERENCES................................................................................................................................6

INTRODUCTION
Human resource is a department in an organisation which manages the process of
recruitment, administration and training the employees of any firm. It has some rules and
regulations which they follow to manage their business operations (Buller and McEvoy, 2012).
This report will be dealing with different activities of the HRM to promote the functions in a
firm. Human resource management depends upon business environment and responses of the
organisation. Analysis of the work is done and according to that job profile is created. This
process is important because department get to know their functions.
TASK
(a) Define various types of Human Resource Management Environment?
Environment of HRM refers to all the conditions, events and influences that affects the working
of human resource management. It can be divided into two types i.e., internal and external.
 Internal Environment:- There are various types of internal forces which exists within
the organisation and affects the activities of the firm. Factors like company's structure,
conflicts, culture, unions and professional bodies are some. Culture of the organisation
includes art, knowledge of any thing, moral, customs, laws and habits. Unions in the firm
make sure that workers of that organisation does not face any discrimination and help
them in maintaining a industrial relation with members of the company (Hobfoll, 2011).
 External Environment:- Economic, political, technological and demographic are the
factors clubbed in external environment. Per capital income, capital markets, money
makes the economic area and have influence on wages. Political bodies who are
responsible for making policies, rules and regulations have a wider impact on HRM
management. Technological elements make work more easy as they can perform many
tasks in a minute of seconds. Demographic area include sex, age, literacy.
(b) Analysis various aspects of Job design.
Job analysis is the task in which a critical evaluation is done so that the manager could
get information about the jobs. Before designing it, a examination of raw inputs, equipments and
human resource are done so that a clear insight can be extracted. It is important to analysis a job
because through it HR manager can carry out their function like job evaluation, designing,
knowing the competition, benefits, analysing the scope of training and opportunities so that

personal development can be done. Working conditions & environment changes frequently, it
becomes compulsory to review the description and specification of job. There are different
approaches attached to it and are designed for factors like mental capacity, which include
filtering of information and issuing of the instructions. Job designing is done for motivation so
that teamwork and flexibility can be encouraged (Bloom and Van Reenen, 2011). Safety and
work efficiency are the two things which are kept in mind while highlighting the job design.
(c) Evaluate workforce planning and recruitment by HRM?
Workforce planning is the process which are used to define the needs and priorities of the
organisation with the workforce. Through this they can meet their goals and objectives which
they aimed for. We could say that a company identify the factors which they need so that they
could meet the requirement. It can be in terms of size, type and quality of workforce. A sequence
is decided before a business operation which brief that these tasks will be done at this time and
certain knowledge, experience is required. Forecasts of the labour demand, supply, setting goals
and implementation factors are included in planning process. For a proper workforce planning a
clear HR strategy need to be maintained which ensures that company hire or recruit those labours
who has certain skills and knowledge which would be beneficial to them. Each and every process
which are involved in the manufacturing process should be counted and a research should be
done which gives details about every bit of progress. This makes them clear that these things are
to be investigated.
(d) What is the role of HRM in selection of Staff members?
Selection of the candidates is the function of human resource department. It is considered
as vital function because the selected people will contribute in the progress of the company
through performing task or role which is given by company. They have to research and use that
data of that for the recruitment drive (Haufler, 2010). A lots of candidates apply for the job but a
selected number of people get selected because every organisation wants a specific type of staff
who can work more efficiently. The HR team should design a job strategy which defines what
kind of skills and knowledge they want in a candidates describing job specification. Certain
grounds are selected which makes it compulsory that for the recruiting process these are essential
qualities which employee should have. The next step is to advertise in the media about the
vacation and asking the job seekers to send their curriculum vitae on the written email id. After
receiving CV they go through each & every document and check the background, experience of

the candidate. Whose who are shortlisted are called for face to face aptitude test and personal
interview. This is a important part of the selection process because those who will be selected
will be given the duty to lead the company.
(e) Briefly explain training process.
When the new candidate comes in the organisation he might be totally unaware about the
working environment. Company has selected that particular employee because they thought that
this candidate is the person who have skills and knowledge about the operation which they are
performing (Jackson and et. al., 2011). HR manager work does not end after the selection but
instead he has to look at the training process in which the selected candidate will be trained for
different situations. In whole training period all the important task will be carried out in which
employee will get to know each and every thing about the organisation. It is not important that
training process will only for the newly recruited employees but in a company training top the
existing workers are also given. Need of training is evaluated on various grounds like if a firm
has started new operation with new technology but the employees don't know about that
technology so they will be trained for that. Coach, trainer and mentor are hired for this purpose.
(f) How the performance of the employees can be managed?
Organization's success is totally dependent on how well every employee performs and
mainly many organisation struggle in maximizing employees performs and also keeping their
moral high. There are several steps involved in performance management process and it is seen
that through performance management process they can get competitive advantage. In the initial
step performance outcomes of the company is defined, after employment goals and behaviours
are developed which have to be achieved as outcomes. The company should provide support and
review on going performance and after evaluation look at the loopholes. In the final step provide
consequences for performance results (Vörösmarty and et. al., 2010). Different criteria should be
set for performance management like validity, feedback and reliability. Performance of the
employees can be measured through the objectives of the organisation and the task. Firm should
apply the strategy of performance appraisal that means appreciating a employees who are
constantly working well. Through this the moral of that individual will go high and after that he
will also work more efficiently because he knew that his hard work is valued in the organisation.
colleagues who are working with that person will also get motivate and a sense of competition
will rise.

(g) Explain separating and retaining process of employees?
Separation of the employees is the process in which a employee is terminated on
voluntary and involuntary. Voluntary termination include resignation or retirement and
involuntary can include discharge, lay-off, plant closure, disability or death. Both the separation
is a sensitive issue for any organisation. In both the cases a replacement has be done because the
vacant position need to be filled, which may create a headache for the company. Before a person
who was aware about every aspects of the company like the surrounding, working culture, skills
for handling different task will not be the part of organisation any more. Company should try to
avoid the need for involuntary turnover and especially among top performers (Glendon, Clarke
and McKenna, 2016). In the process of recruiting new employee with be a expensive and time
consuming procedure. The newly appointed worker has to be trained from the beginning so that
he could be familiar with the working style of the organisation. Retaining of the useful
employees and termination of the other person on the legal bases which is a complicated task and
can be resolved through adopting different methods. Justice for both is must so the company
should be ready with their stand that why they have terminated the employee. Any dispute
arising in can be solved through mediation and arbitration process. Mediation is a non- binding
process in which a third party hears the case and come out with a solution. In arbitration which is
a binding process in which a professional lawyer or judge solve the conflict between both the
parties.
(h) Brief some key points on Employment relation.
It is the study of the formal and informal rules that regulate the employment relationship
and the social processes that create and enforce these rules. Relation can be between the
employees and their unions, government and the industrial tribunals are some of them. Relation
between any of the above mentioned can be mentioned and any conflict can be resolved through
conciliation, arbitration, union, agreements, awards and bargaining (Boselie, 2010). In
conciliation a third person who act as conciliator solve a issue through discussion. Unions are
group of employees who solve any issue or put forward their opinion related to employees.
Collective agreements over wages and conditions covering groups or categories of employment.
(i) What is the importance of remuneration and rewards?
Wages play a important role in the employee relation so the company should decided
what should they pay to their employees. Pay policies of the government should be followed so

that they could free themselves from any law suit on this matter. If there is much competition in
a particular market so setting a constant price becomes difficult. It also depends upon the size of
the company as more the size and less the number of labour so the wages will be good and pay
policies can be improved if the company has a command in the market. If any employees thinks
that they are given leas pay so they can put less effort or they might withdraw. Initiatives should
also be given on the basis of performance (Rios, McConnell and Brue, 2013).
(j) What is the role of legal environment in a company.
Legal environment comprises of those things which determines different things like how
a company should work, what are the working hours, what should be the minimum pay scale for
an employees etc. are some things which are briefed in the legal environment. Other than this
human resource department should also make sure that every law or legislation should be taken
care of off. Generally, government frequently changes the laws so they should make note of
every law related to their business. HR team make sure that they doesn't refuse to recruit any
candidate on the basis of caste, creed, colour, gender and nationality. Company should provide
paid leave for a specific days in a year.
(k) Evaluate Occupation Health and Safety of the employee in a workplace.
This can be defined as the physical, physiological and psychosocial conditions of an
firm's workforce related to their work. Organisation should make a note that safety and health of
the employees working for them comes first so they should take care of the operations they are
carrying out. Firms have to use technology which is not harmful for employees health and
regular counselling session should be conducted so that their stress can be released. Through
development of the organisation which supports health and safety may enhance the productivity.
CONCLUSION
This is to conclude that very organisation has HR practices so that the company can
increase the profits. Both the internal and external environment should not be ignored as they
both corporate equally in the organisational success. Recruitment and selection process need to
be managed properly and just after selection, they should start training process as company is
facing lack of labours. Other HR principles related to legislation, workforce design, employment
relation and role of health & safety of the employee are described.

REFERENCES
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Vörösmarty and et. al., 2010. Global threats to human water security and river
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Jackson and et. al., 2011. State-of-the-art and future directions for green human resource
management: Introduction to the special issue. German Journal of Human Resource
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Haufler, V., 2010. Disclosure as governance: the extractive industries transparency initiative and
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Hobfoll, S.E., 2011. Conservation of resource caravans and engaged settings. Journal of
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Online
Employee Separations. 2009. [Online.] Available through:
<http://www.whatishumanresource.com/employee-separations> [Accessed on 12th June,
2017].