A Report on Human Resource Management for INUB (BMP4006 Module)

This report provides a detailed analysis of human resource management (HRM) strategies tailored for INUB, a training provider. The report begins with an introduction to HRM, emphasizing its importance for organizational growth and competitive advantage. A case study on INUB is presented, followed by an exploration of modern HRM techniques, including flexible work hours, multiple work skills, skill development programs, and incentive systems. The report also covers essential tools for effective HRM, such as human resource management information systems and performance solutions. A significant portion of the report is dedicated to employee well-being, highlighting the importance of safety, health, performance appraisals, and psychological well-being. The report also discusses the impact of high income, job skill training, and rewards on employee performance. Furthermore, the report includes a PESTEL analysis for INUB, examining political, economic, social, technological, environmental, and legal factors affecting the organization. Overall, the report offers comprehensive insights into HRM practices and their impact on INUB's performance and expansion.

Module Number: BMP4006
Module Name: People and Performance
Student Name:
Student ID:
Module Tutor/s: Ian Chapman/ Matthew France
Word Count: 2000
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TABLE OF CONTENTS
Introduction................................................................................................................................4
Case Study on INUB..............................................................................................................4
Modern Techniques to Improve Human Resource Management System..................................4
Flexible work hours................................................................................................................5
Multiple Work Skills..............................................................................................................5
Skill Development and Training Programs............................................................................6
Autocratic managerial processes............................................................................................7
Competence Management and Performance Evaluation.......................................................7
Monitoring the targets accomplishments set by the organization..........................................7
Incentive Systems...................................................................................................................8
Internal Communication.........................................................................................................8
Essential Tools for effective human resource management system...........................................8
Human resource management information systems..............................................................9
Performance solutions............................................................................................................9
Employee Well-Being for Organisational Benefits...................................................................9
Safety and Health.................................................................................................................10
Performance Appraisal.........................................................................................................11
High Income and Well-being of Employees........................................................................11
Psychological well-being.....................................................................................................11
Job skill Training..................................................................................................................12
Rewards and Benefits Package............................................................................................12
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Appendix..................................................................................................................................13
PESTEL Analysis For INUB...............................................................................................13
Political factors.................................................................................................................13
Economic factors..............................................................................................................13
Social factors....................................................................................................................13
Technological factors.......................................................................................................13
Environmental factors......................................................................................................13
Legal factors.....................................................................................................................14
References................................................................................................................................15
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Introduction
Human resource management refers to the management of the people in an organizational
structure to achieve its goals and gain a competitive advantage over others by implementing
appropriate Human resource policies and practices (Armstrong and Taylor 2020). Effective
Human resource management for an organization is vital for growth and expansion.
Case Study on INUB
This report is based in the context of the INUB Training provider in Bolter. It focuses on the
various human resource tools and techniques which should be applied as a part of human
resource management for improving the performance and expansion of the organization. The
application of various tools and techniques of human resource management along with
specific focus upon employee well-being, will help the organization to expand its reach with
a steep rise in the organizational performance. There is a positive correlation between the
high performance of the organization and human resource management practice.
Modern Techniques to Improve Human Resource Management System
The human resources management field is changing in lieu of changing times. To enhance
the organisational performance, new human resource management tools and techniques can
be implemented for nurturing positive work culture, enhancing business productivity,
improving work culture, and expanding organization by meeting goals and objectives
(Bratton and Gold 2017). Adopting the modern and latest techniques in human resource
management will help the organization to success in the tough competition (Beare,. Caldwell
and Millikan 2018.). For the expansion of the organization INUB can adopt the following
human resource management techniques.
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Flexible work hours
INUB can implement flexible working hours for the convenience of its employees without
affecting the functioning of the organization. INUB has a small workforce which makes it
easier to allow flexible entry and leave times for its employees. The flexible timing
techniques can increased productivity of the employees, and decline in absenteeism.
Image Attribute: Recent studies indicate that employees feel more productive when they are
given flexible work arrangements.
Multiple Work Skills
It is a relatively new concept in the human resource management domain. It is a program that
allows flexibility in handling different kinds of work to the employees. For instance, if an
individual is working as a clerk in INUB, they should be given the opportunity after some
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experience to take up a new work in another department. It keeps the interest of employees
high and also motivates them.
Image Attribute: The above image indicates that flexible work arrangements is highly
preferable by employees and, in turn, increase their productivity at work to meet
organizational goals opening doors for growth and expansion.
Skill Development and Training Programs
Organizations need to spend time and resources for training and educating their employees on
organizational goals and objectives. INUB can frame a course curriculum to suit the
requirements for its organizational objectives. After completion of the course by the
employees, they should be awarded a diploma or completion certificate. It helps in better
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performance of the employees. It helps the employees understand the needs of the
organizational, and acquiring relevant knowledge and skills will help them be productive.
Advanced training programs from INUB will positively impact organizational performance.
Autocratic managerial processes
INUB should have a representative for all its employees the management should discuss at
length the policies on employment, training, promotions, and adoption of new technology
with the represented of their employees. INUB should focus on a collaborative management
technique (Marchington et al. 2016). There should not be a unilateral decisions of the
management only but rather a collaborative exchange of ideas and viewpoints with an open –
mind. It is a useful technique to follow for sound management and functioning of the
organization where employees stay happy and thereby contribute more effectively.
Competence Management and Performance Evaluation
This human resource management technique allows for the reconciliation of the interests of
the company with the interests of the company (Ghomi and Barzinpour 2018). INUB should
implement the following strategies to encourage the better performance of employees for
increased productivity. One should identify the skills of the employees in all domains and
assess whether they are achieving the objectives of the organization.
Monitoring the targets accomplishments set by the organization
By collecting and analyzing the data through the above methods, INUB should establish a
competent management system. It should identify the current needs of the employees of each
department. To improve the performance and upgrade company performance, a training plan
for all training needs should be set-up.
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Incentive Systems
The Incentive system is a big boost and motivation to the employees. Incentives for
employees should be based on the targets of the organization. INUB has a small workforce,
which makes it easier to implement a strict vigilant to check the performance of its
employees. If an individual meets their targets with excellence, incentive, and performance,
appraisals can be an effective technique to boost their motivation for better productivity.
Incentives should not only be aligned to individual goals but with collective goals for
teamwork to encourage teamwork among employees. The incentive system INUB should
follow should be clear, concise, and transparent to the employees. It should be based on the
following factors:
 Objectives of the organization
 Individual goals and teamwork targets
 Degree of fullfilment of the objectives within the set time frame.
INUB can establish a performance appraisal system with an incentive-based on the degree of
fullfilment of objectives if it looks to meet the objectives of the organisation for expansion.
This technique can prove to be highly motivational and inspiring for the employees to work
hard to achieve goals.
Internal Communication
Internal communication is a new prerequisite for improving the work environment and
encouraging employees for higher productivity. INUB, in its general company meetings,
should allow dozens of suggestions from all its employees, which can result in better
organizational performance and satisfaction of the people.
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Essential Tools for effective human resource management system
INUB human resource management needs to make use of the following essential tools for
smooth operations and management (Othman., Khalif and Alammari 2017.). Effective human
resource management allows human resource members for better engagement with the
employees, which makes a more organized and happy workforce for increased productivity.
Human resource management information systems
INUB has varied departments that need to store, input, and track a lot of data. The Human
resource management information systems store organizes and tracks the data relating to
employee attendance, employee profiles, schedules, and more. It is a useful tool for organized
and smooth running of the organization.
Performance solutions
The performance evaluation and tracking of the employees is essential not only for incentive
and performance appraisal to discuss the extent of fullfilment of company goals and
objectives in general meeting (Bailey et al. 2018). INUB can provide the human resource
managers with performance solutions tools to track the employee performance, store
objectives, and goals of organizations and track the progress of the company. It will go a long
way to enable better work ethics and operations for increased productivity.
Employee Well-Being for Organisational Benefits
Employee well-being plays a vital role in organizational performance and growth (Guest
2017). The employee well-being policies adopted by the organization are conducive to
economic growth and expansion of the organization.
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The well-being of the employees has a large impact on the performance of the employees.
The happier the employees, the productivity which meets organizational goals and objectives.
INUB should focus upon the well-being of its employees to enable more productivity, less
labor turnover, and meeting of organizational goals.
Employees are the vital assets of any organization. INUB should aim at addressing the
employees' long-term goals and needs, provide training and development, analyze employees
growth opportunities, and apply promotion practices and performance appraisal for its
employees, meeting the organizational aims, and targets for expansion. If they maintain the
well-being of its employees who contribute to the companies’ success with their specific
knowledge and skills (Bakker and Demerouti 2018). The following practices for the well-
being of the employees can be beneficial to INUB and its future plans for expansion:
Safety and Health
A vital issue that Human resources management at INUB should take into consideration for
employee well-being is providing employees a safe environment and job security. The safety
concerns are essential to be mitigated right at the beginning of the employment. For instance,
the Malden Mills Plant incident is a perfect example to cite. When the Malden Mills Plant
war burnt down in 1995, the company of its employees their full salaries for the next three
months. When the plant was rebuilt, the employees who had been displaced opted to return to
the company. Hence, it shows that if such safety concerns are communicated initially with
employees at the beginning of the employment, they are more loyal and work with complete
commitment to meet organizational objectives. For employees, the troubled economy may be
a huge stressor where “layoffs” and “budget cuts” have become common words in economic
crises. However, providing employees’ salaries as per market standards without cut off
creates a huge sense of security among the employees, which is essential for well-being and
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productivity from employees. Physical security, a job which includes factors like the safety of
work practices and timely payments, and compensations have a direct effect on the well-
being of the employees.
Performance Appraisal
Performance appraisal assesses and evaluates the performance of the employees towards the
organization. A performance appraisal assessment program can be employed by INUB to
evaluate employee’s performance towards the meeting if the objectives of the organization.
Performance appraisal can be an essential basis for other personnel programs for salary
administration, personal planning, and counseling. Performance-related pay has a positive
impact on the employees’ attitudes.
High Income and Well-being of Employees
It is not a surprise that high income is directly associated with the great satisfaction and well-
being of employees. Several studies show a positive relationship between earnings and
overall job satisfaction. Payscale impacts the well-being of the employee as it directly affects
the individuals spending power. If employees are provided a high pay scale, it directly
influences their positive impact on the performance and productivity of employees to meet
organizational goals. If the employees are young and fresher in the domain, INUB can decide
employees' compensation based on their job performance. Human Resource personnel needs
to objectively determine the employees who deserve a high pay.
Psychological well-being
Stress is commonly on the rise in the workplace. INUB to improve the work performance and
productivity of the employees should organise mental health services to workers for training
them to deal with stress. It promotes the psychological well-being of the employees, which
helps them perform to the best of their ability. There are mainly three kinds of stress
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management services the employers can provide. Primary prevention includes educating the
employees on stress and training them to understand their stressors. Secondary prevention
includes focusing on ways to deal with stress like altering stress- inducing thoughts,
relaxation techniques, and improving employee lifestyle. Tertiary prevention includes
counseling services.
Job skill Training
INUB should make provisions for training of the employees to upgrade their skills from time
to time. The opportunity for skill up-gradation with receipt of training shows a positive
correlation with high job satisfaction and employee well-being, which replicates into high
productivity for the organization (Gabriyella,. Tobing and Tampubolon 2018).
Rewards and Benefits Package
Many organizations offer comprehensive rewards and benefits packages to employees for
their well-being and bring a positive impact on their performance. INUB can bring on a
reward program for employees where they can provide rewards to employees through
incentives on exceeding their targets and potential contribution to organizational growth.
Reward packages such as reduced rates at food joints or shopping cards, employee car
schemes, retirement plans, childcare vouchers, or performance pay can be implemented to
keep employees motivated for giving their best performance.
Summary
In conclusion, we can say that employee well-being largely depends on effective
Performance Management policies adopted by the organization. It focuses on setting out clear
policies and principles to get the best out of the employees.
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Appendix
PESTEL Analysis For INUB
The Pestle analysis for the organisation are as follows:
Political factors
U.K has a stable political system which is a great strength of the country (Prabhu 2019). It is
open to new businesses, and INUB can be assured of getting the best supportive
infrastructure to the companies. Hence INUB can be assured of implementing innovative
techniques for organisational growth and expansion.
Economic factors
INUB needs to keep into the account the employee rates which is at $8.21 per hour as per
April 2019. It needs to set the employees’ wages in accordance to the minimum wage scale in
the U.K market which stands at a strong economic position.
Social factors
U.K has a huge consumer market and its literacy rate is high. It is among the top 10 countries
to have the most educated population in the world. INUB can be assured that they can get
highly qualified and skilled employees for expansion of the organisation.
Technological factors
The U.K is one of the most advanced countries around the glove. The advanced technological
infrastructure is a huge incentive for organisation like INUB for doing a successful business.
Environmental factors
U.K has made significant improvements in reducing the negative environment impact and
requires ever business to be aware of environmental constraints for their organisation.
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Legal factors
The last element one should examine in PESTEL analysis is the legal factor. The
employment Act 1996 protects the right of the employees (Grimshaw et al. 2017). hence
taking this into consideration, INUB needs to keeping in lieu with the legal acts, rights to its
employees such as maternity and paternity leave, minimum wages, sick pay, holiday pay and
other rights.
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References
Academic Books
Armstrong, M. and Taylor, S., 2020. Armstrong's handbook of human resource management
practice. Kogan Page Publishers.
Bailey, C., Mankin, D., Kelliher, C. and Garavan, T., 2018. Strategic human resource
management. Oxford University Press.
Beare, H., Caldwell, B.J. and Millikan, R.H., 2018. Creating an excellent school: Some new
management techniques. Routledge.
Bratton, J. and Gold, J., 2017. Human resource management: theory and practice. Palgrave.
Marchington, M., Kynighou, A., Wilkinson, A. and Donnelly, R., 2016. Human resource
management at work. Kogan Page Publishers.
Academic Journals
Bakker, A.B. and Demerouti, E., 2018. Multiple levels in job demands-resources theory:
Implications for employee well-being and performance. Handbook of well-being.
Gabriyella, S., Tobing, S.J.L. and Tampubolon, E., 2018. Influence of Training and
Developing Human Resources to Effectiveness Performance of Employees. Fundamental
Management Journal, 3(1), pp.66-74.
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Ghomi, H. and Barzinpour, F., 2018. Identifying the success factors of knowledge
management tools in research projects (Case study: A corporate university). Management
Science Letters, 8(8), pp.805-818.
Grimshaw, D., Johnson, M., Keizer, A. and Rubery, J., 2017. The governance of employment
protection in the UK: how the state and employers are undermining decent standards. Myths
of employment deregulation: how it neither creates jobs nor reduces labour market
segmentation, p.225.
Guest, D.E., 2017. Human resource management and employee well‐being: Towards a new
analytic framework. Human Resource Management Journal, 27(1), pp.22-38.
Othman, G., Khalif, A.A. and Alammari, A., 2017. Human resource management: tools and
strategies.
Prabhu, P.R., 2019. A study on the political & government policy related challenges faced by
startups in the UK (Doctoral dissertation, Dublin Business School).
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