HRM Practices Essay: Key Practices HR Professionals Need to Understand

This essay discusses the crucial HRM practices that HR professionals must understand to effectively manage and develop employees within an organization. It highlights key areas such as skills assessment, conflict resolution, understanding employee abilities, fostering a flexible work environment, providing training and development opportunities, offering constructive feedback, and inspiring employees. The essay emphasizes the importance of each practice in creating a positive and productive workplace, enabling HR professionals to guide employees, resolve conflicts, and contribute to achieving the overall goals and objectives of the company. It also touches upon the significance of restorative justice in resolving workplace issues and maintaining equality among employees.

Running head: HRM PRACTICES
Professional HRM practices

HRM PRACTICES
“Key practices HR professional need to understand”
Human resource plays a great role in conducting the activities of the company. It has
been seen that without human resource professionals it is not possible for the company to
complete the activities in a proper manner. It is important for the human resource professional to
have a proper understanding of the practices so that they can give direction. It will also help to
accomplish overall goals and objectives of the company. In this paper, the discussion will be
made on the key practices that HR professional should understand. If HR professional of the
company is not able to understand the practices and how they should be performed or solved
then it can be difficult for them to maintain an effective environment in the workplace. There are
various key practices that should be considered by the HR professionals like skills, abilities,
conflict resolution, flexible work environment, training, and development, providing feedback
and also inspiring others. These all are the practices that will be discussed in this paper.
First key practice is related with the skills. It has been seen that human resource
professional should have proper knowledge of the skills. They should have proper knowledge of
evaluating the skills of the other person. If the HR professionals do not have knowledge about
the other skills then it can be difficult for them to give directions in a right manner. When they
have knowledge about the skills of the people or the employees then they can assign the task in a
proper manner. It is the responsibility of the HR professional to focus on the skills possessed by
an individual (Armstrong and Taylor, 2014). If they do not give focus on the skills then it can be
difficult for them to assign the activities according to the skill of an individual. It is seen that to
analyze the skill there should be an individual who can evaluate the skills possessed by an
individual. HR professionals should also have an effective skill like communication with the
employees in an effective manner, convincing skills and also the skill related to induce the
employees to perform a specific task or an activity. If these skills are not there then it is difficult
for them to practice the other activities in the company. Skills play a great role in completing the
assigned task or an activity. If an individual have the skill to deal with the situation or the skill
related to conducting the activities then it can be simple to achieve success in the competitive
environment. The practice related with the skill should be considered by the HR professionals so
that the activities can be conducted smoothly.

HRM PRACTICES
Next factor is related with the conflict resolution. It is important for HR professionals to
understand that how to solve the conflict that take between the individuals in an organization. It
has been seen that to manage the conflict in the workplace is the responsibility of the HR
professionals (Wallensteen, 2015). If they do not have the decision making skill then it can
create conflicts and it can give adverse impact on the performance of the employees. It has been
seen that it is important for the HR professionals to consider the practice and understand it in a
proper manner so that in workplace conflict can be minimized (Einarsen et al., 2016). In the
workplace they have the responsibility to solve the queries and the issues which take place
between the employees. To solve the conflict in the workplace is considered as a major practice
on which focus is given by the HR professionals so that in right direction activities can be
conducted. It has been analyzed that in workplace there are many employees who belong from
different culture or background (Currie et al., 2017). In this situation conflict can take place in
the organization so this is the duty of the HR professionals to focus on these situations and take
corrective steps so that in a proper manner the activities can be completed (Rahim, 2017).
So, this is one of the major practices of HR professionals that should be considered or
understood. The HR professionals should know the technique to resolve the issues and to take
corrective steps so that equality can be maintained in the workplace (Opie and Roberts, 2017). If
equality is maintained then growth can be easily maintained. In this it is also to give focus on
considering the restorative justice in that the people who have done something wrong or the
problem due to which conflict took place is resolved. Face to face interaction is done so that
issues can be resolved and relation which is affected can be maintained (Daly, 2016).
Next practice is related to the measurement of the abilities. HR professionals should only
conduct the activities by analyzing the abilities of the employees possessed by them. The
employees should be given the activities that can be done by them. If employees who do not
have the ability or the capability and assigned the task than it can give negative outcome and, it
can be difficult to conduct the activities in a right manner (Marchington, et al., 2016). If the right
task is given to the right person then it can be easy to achieve positive results in context to the
activities performed by an individual. This practice is considered by HR professionals in a proper
manner then it can be easy for the company to achieve success in the market or goals and
objectives can be achieved easily with this practice (Banfield, Kay, and Royles, 2018).

HRM PRACTICES
Next practice is related to the flexible working environment. HR professionals should
consider the practice of making the flexible working environment so that with proper efficiency
the employees can conduct the activities. If the flexible working environment is implemented in
the organization then it can be simple for the HR professionals to retain the employees for a long
time. This flexibility can be the outcome of giving work from home to the people who needed it
or making a change in the time schedule. This is the best practice that can enhance the
motivation level of the employees. If employees are motivated then it can be easy to achieve
positive results in the overall activities (Bratton and Gold, 2017).
Training and development is also one the aspect that should be understood by the HR
professionals. At the time of giving training, it is important to focus on that employees are given
a right job at the right place. Training and development are also related to the leadership training
and professional development of the employees towards the activities they are conducting on a
regular basis (Pollock, Jefferson, and Wick, 2015). The HR professionals should conduct
periodic assessment or practice so that evaluation can be made that when training is necessary
for the employees. They focus on the activities or the performance of the employees and then
according to that training is given to them so that achieve the overall goals and targets in an
effective manner. (Ford, 2014). It is important that HR professionals should have the knowledge
of giving training to the employees or they should focus on the needs of the employees so that
they can give right direction to them.
The practice that is important for the HR professionals is to provide feedback to the
employees. By evaluation of the performance, it is important to give feedback to the employees
so that they can know about the negative aspect as well as positive aspect and can work on it in a
proper manner. If proper feedback is given by the HR professionals then it can be easy to achieve
success towards the activities of the company. It is important for the HR professionals to give
regular feedback so that employees can work on their factors and can achieve goals and
objectives in an effective manner. It will also help to enhance the confidence level but HR
professionals should know how to give feedback because if employees take in a wrong manner
then it can give an adverse effect on the activities.
Last practice that should be understood by the HR professionals is related to inspiring
other. It is important to inspire the employees so that they can take a right step and conduct the

HRM PRACTICES
activities with more efficiency and dedication. It is important to make the policies and plans in
such a manner that they give inspiration to the employees to complete the assigned task with
efficiency and dedication.
Therefore, it can be evaluated that all these practices should be considered by the HR
professionals so that employee's motivation level and performance can be enhanced effectively.
If HR professionals give focus on these practices then it can be simple for the organization to
accomplish overall goals and objectives in an effective manner. It will also show the right
direction to the employees and give them success in future. These practices will help the HR
professionals to make employees more dedicated towards the activities which are assigned to
them.
References

HRM PRACTICES
Armstrong, M. and Taylor, S., 2014. Armstrong's handbook of human resource management
practice. Kogan Page Publishers.
Banfield, P., Kay, R. and Royles, D., 2018. Introduction to human resource management.
Oxford University Press.
Bratton, J. and Gold, J., 2017. Human resource management: theory and practice. Palgrave.
Currie, D., Gormley, T., Roche, B. and Teague, P., 2017. The management of workplace
conflict: Contrasting pathways in the HRM literature. International Journal of Management
Reviews, 19(4), pp.492-509.
Daly, K., 2016. What is restorative justice? Fresh answers to a vexed question. Victims &
Offenders, 11(1), pp.9-29.
Einarsen, S., Skogstad, A., Rørvik, E., Lande, Å.B. and Nielsen, M.B., 2016. Climate for conflict
management, exposure to workplace bullying and work engagement: a moderated mediation
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Ford, J.K., 2014. Improving training effectiveness in work organizations. Psychology Press.
Marchington, M., Wilkinson, A., Donnelly, R. and Kynighou, A., 2016. Human resource
management at work. Kogan Page Publishers.
Opie, T. and Roberts, L.M., 2017. Do black lives really matter in the workplace? Restorative
justice as a means to reclaim humanity. Equality, Diversity and Inclusion: An International
Journal, 36(8), pp.707-719.
Pollock, R.V., Jefferson, A. and Wick, C.W., 2015. The six disciplines of breakthrough learning:
How to turn training and development into business results. John Wiley & Sons.
Rahim, M.A., 2017. Managing conflict in organizations. Routledge.
Wallensteen, P., 2015. Understanding conflict resolution. Sage.