700030: Managing People Essay - Human Resource Activities Analysis

This essay examines the critical role of human resource activities in fostering employee performance and achieving a competitive advantage within an organization. The essay begins by establishing the importance of effective human resource management (HRM) and its impact on organizational goals. It then delves into three key HRM activities: training and development, career planning, and rewards, analyzing how each contributes to improved employee performance. The discussion incorporates scholarly research to support the arguments, highlighting the significance of each activity. The essay further explores the interrelation between these activities and their collective effect on enhancing an organization's competitive edge. The conclusion summarizes the key findings and reiterates the importance of strategic HRM in driving overall organizational success. The provided references and citations ensure the credibility and academic rigor of the analysis.

Running head: MANAGING PEOPLE IN ORGANIZATION
Managing People in Organization
Name of the Student
Name of the University
Author Note:

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Introduction
Human resource management (HRM) is all about managing various people in an
organization in proper way. The main notion is all about managing productivity along
with improving employee efficiency in an organization. It is known to be key principles
which are needed for achieving the goals. The HR department of an organization does
not need to be large in size but should be capable of managing various categories of
human resource. In an organization, proper management of resources is considered to
be bit tough in comparison for managing the overall capital and technology. For efficient
accomplishment of goals in an organization, human resource comes up large number of
activities.
In the coming pages of the essay, an idea has been provided with respect to
three human resource activities like training and development, career planning and
lastly rewards. After that, an idea has been provided with respect to impact on
employee performance and competitive advantage. In the discussion portion of the
report, an idea has been provided with respect to HR activity and component along with
critical analysis.
Discussion
Human resource management is an organization is mainly inclusive of large
number of things like recruitment, hiring, and training of employees in an organization.
Various kind of human resource management is mainly involved in adapting
employment law along with pre-employment that is screening and testing (Langford et
al. 2014). Human resource professionals are mainly involved in making determination

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with the upper management of the organization. It can pay grades and benefit packages
along with overseeing the related issues. It is totally related to various kind of disputes
in workplace. The disputes can be in the charges of harassment or even discrimination.
Human resource manager focuses on some of the important components of a
successful business that is production, thriving and workforce (Konrad, Yang and
Maurer 2016). The overall role of human resource management in the given
organization is all about organizing people. It is all about understanding organization so
that they can easily perform large number of activities. It mainly requires people to be
viewed as assets which do not cost to any organization. People should have considered
asset to be a part of human resource management and lastly human capital
management.
Human resource management is considered like as a major component in
achieving the business goal of the organization (Junni et al. 2015). The HR department
of the organization does not need to be large or huge in size. It comes up with capability
of managing some of the large categories of human resources. It is mainly inclusive of
proper recruitment, development of talent, maintaining health and lastly safety of
working employee (Armstrong and Taylor 2014). Apart from all these, the record
keeping is focusing on some legal action which can be brought against the organization
with respect to employee management.
The biggest advantage of human resource management strategy is all about
complaint with different laws and regulation in relation to employee (Langford et al.
2014). There is certain number of laws and policies for some of the governing business

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which is very complex and varies in the given jurisdiction. But the HR management
tends to play a role in understanding the fact that organization comes up with some
strategic plan. The plan is not only used in legal practices but can also adapt to the
changing times and legal circumstances.
Recruitment and developing talent: The overall success of recruiters and
specialist of employees is generally understood by the number of positions they fill in
time. There is large number of recruiters who tend to oppose the organization to easily
provide recruitment and staffing services (Madera et al. 2017). This particular parameter
tends to play a key role in the development of employee workforce. The term “HR
management” is all about doing large number of things like Hiring, firing, and training of
employees. HR department of the organization is the place where people tend to send
resume. This particular department provides training to employees along with payroll
accounts. It emphasizes collecting requirement in the event of any kind of emergency in
the office. Apart from this, it tends to conduct interview at the time of exit.
Training and development: Employers of an organization tends to provide
employees with certain number of tools which is needed for overall success. In some of
the cases, it can provide employees with new kind of training that can form transition of
the given organization culture (Runhaar 2017). There is large number of HR
departments which can provide leadership professional and development of training.
Leadership training is mainly needed for some of the newly hired and promoted
supervisors and managers on certain number of topics. It is mainly needed for
performance management and handling of employee relation at various level. There is
large number of performance development opportunities for large number of employees

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for promoting opportunities. Employee needs to achieve their personal goals like
finishing their college degree (Naser et al. 2017). Apart from this, there is large number
of programs like tuition assistance. This type of program will ultimately help them in
purview of certain areas of HR training and development of areas.
Rewards: Recognition and rewards of employee are considered to be as one
positive action towards the notion of the employee. If the given activity is implemented
ineffective way, then it can provide an efficient tool which is needed for encouraging
employee (Baum 2015). This particular step can be considered to be useful in creating
and bring business to the organization. Recognizing the efforts of the employees along
with encouraging their morale can easily result in increasing the overall productivity and
reducing the rate of attrition. It is all about documenting certain number of facts which
can dedicate any kind of change in the overall fate of the organization. With the help of
proper reward system, a careful analysis needs to be done on the policies and
procedure (Bolman and Deal 2017). A proper need to be done on analysis of various
duties and risk that is involved in this business. The reward system of the given
organization needs to be aligned with its goals, objective, vision and mission. Both kind
of rewards system that is monetary and non-monetary rewards. Factors like hike in
salary, movie tickets, trips for vacation, gift certificates and stock rewards. Apart from
this, it tends to emphasize healthy checkup for family and school tuition fees for
employees under this particular category. Making a recognition for efforts of employee
along with encouraging their morale (Albrecht et al. 2015). Non-monetary rewards are
totally based on different kind of rewards, letter for appreciation, dining with boss. With
the help of mixing monetary and non-monetary rewards, a proper wonder can be

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achieved and it can drive the employee continuously. The best kind of reward system
can be creating relation between the employee and employers.
Conclusion
From the above pages of the essay, it can be easily stated that this it is all about
HR practices in an organization. In the essay, the three vital human resource activities
like reward, recruitment, and training and lastly training and development has been
discussed in details. Apart from this, a discussion has been carried out on the impact of
employee performance and competitive advantage. Employee is considered to be a
critical part of any business. Successful managing of human resource is considered to
be an important parameter for any business. In the service domain, employees are
considered to be an important part for delivery of product and services. Various aspects
like performance, commitment and loyalty are considered to be critical which can boost
by the help of HR management.

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References
Albrecht, S.L., Bakker, A.B., Gruman, J.A., Macey, W.H. and Saks, A.M., 2015.
Employee engagement, human resource management practices and competitive
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and Performance, 2(1), pp.7-35.
Armstrong, M. and Taylor, S., 2014. Armstrong's handbook of human resource
management practice. Kogan Page Publishers.
Baum, T., 2015. Human resources in tourism: Still waiting for change?–A 2015
reprise. Tourism Management, 50, pp.204-212.
Bolman, L.G. and Deal, T.E., 2017. Reframing organizations: Artistry, choice, and
leadership. John Wiley & Sons.
Junni, P., Sarala, R.M., Tarba, S.Y., Liu, Y. and Cooper, C.L., 2015. Guest editors’
introduction: The role of human resources and organizational factors in
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Konrad, A.M., Yang, Y. and Maurer, C.C., 2016. Antecedents and outcomes of diversity
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107.
Langford, D., Fellows, R.F., Hancock, M.R. and Gale, A.W., 2014. Human resources
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Madera, J.M., Dawson, M., Guchait, P. and Belarmino, A.M., 2017. Strategic human
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Naser, S.S.A., Al Shobaki, M.J., Amuna, Y.M.A. and El Talla, S.A., 2017. The Reality of
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Perspective of the Staff in IT Centers. International Journal of Engineering and
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Runhaar, P., 2017. How can schools and teachers benefit from human resources
management? Conceptualising HRM from content and process
perspectives. Educational Management Administration & Leadership, 45(4), pp.639-
656.