MOD003486 - Human Resource Management: Patsnap Case Study Report

This report analyzes the HR operating model within Patsnap, a UK-based start-up providing research and development analytics. It explores how HR management bridges the gap between employee performance and organizational strategic objectives. The report details the Ulrich operating model used by Patsnap, including HR business partners, serving staff, talent management, and employee advocacy. It also discusses people management and whole system approaches to HR service delivery, alongside Frederick Herzberg's motivation theory and reinforcement theory. The report outlines resourcing propositions for attracting skilled talent through recruitment, training, and onboarding methodologies. Furthermore, it highlights the importance of employee skills development, emphasizing communication, collaboration, and problem-solving. The analysis provides insights into how Patsnap uses these strategies to enhance organizational productivity and maintain a competitive advantage. Desklib provides similar resources for students.

Managing
Human
Resources

Contents
Contents...........................................................................................................................................2
INTRODUCTION...........................................................................................................................1
MAIN BODY..................................................................................................................................1
Explanation of HR operating model that support start-up or SME. The model will reinforce
business objectives and alignment including efficient approach to delivery of HR services......1
Outline the resourcing proposition that assist by attracting highly skilled talent by using
innovative approaches.................................................................................................................4
Highlight over development consideration in designed proposal to enhancing employee’s
skills and ability...........................................................................................................................5
CONCLUSION................................................................................................................................8
REFERENCES..............................................................................................................................10

INTRODUCTION
Managing human resources is the strategic approach that used by management to maintain
effective working and developing activities. This is important for each organization to
understand the problems of their staff and arrange them at the right place which can help to
operate the business regularly. The aim of industry is to maximize the employee performance
and attain competitive advantages by managing all functions and activities. Human resource
management is the practice of recruiting, hiring, deploying, and managing employees at the
workplace which supports to develop the organizational productivity. This plays an important
role by identifying vacancy and selecting right people and getting work done effectively. To
understand about human resources Patsnap has been taken that is newly start up in UK. The
organization is providing research and development analytics for analysing tech trends, driving
innovation, market planning, and competitor intelligence (Aminullah, and Soesanto, 2017). The
management of such organization understand requirement and provide higher satisfaction. The
report involves HR models which can support any start up, resourcing proposition that attracts
highly skilled talent through innovative approaches. This also involves development
consideration in proposal that enhances employee’s skills and ability.
MAIN BODY
Explanation of HR operating model that support start-up or SME. The model will reinforce
business objectives and alignment including efficient approach to delivery of HR services.
Human resource management is main practice for each organization as it identifies the
needs of people at workplace and allocate the work between them by using their skills and
abilities to work. The management plays important role as it identifies needs of their staff and
provide kind of services that can help to maintain higher organizational performance. In relation
to Patsnap, HR management helps bridge the gap between employee’s performance and
organization’s strategic objectives. If all functions and staff is properly managed, then it will be
good opportunity to grow business and maintain higher productivity. It has seen that global
economy is growing and technology has made organizations which is highly interconnected and
transparent. In case employer is nit behaving positively then will be challenging to regulate their
business effectively. Whenever organization wants to bring changes then HR is responsible to
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recruit skilled and talented employees who get ready to accept change and managing business
performance (Anderson, 2018).
The Ulrich operating model of HR is using by Patsnap organization while running its start-up
such as:
HR business partner– This is first stage which used by HR management to conduct
analysis about personnel at the workplace and make efforts to recruit the right people who gets
ready to work continuously. Patsnap is using controlling phase to by focusing over personnel
department where employees are recruited by analysing their skills and ability to work. The
management understand the requirement of their staff and provide the benefits which can help to
operate a business regularly.
Serve staff, automate/Change agent – This phase is being used by management to
focus over operation, serve staff and automate the working continuously that can help to increase
business performance. In relation to Patsnap, HR management uses this stage by serving staff in
to different activities and bring changes at the workplace that can help to manage working. This
can help to increase the effectiveness of company by managing operation and completing task
timely (Arguelles, 2018).
Attract develop, manage/ Administration expert– This phase is related to integrated
talent management by attracting, developing, and managing talent at the workplace. This is
important for each organization to identify vacant position and attracts people by giving job
description that supports to develop business performance. The HR management of Patsnap is
using this phase by influencing number of people and gets ready to work continuously by
managing all functions and activities effectively. This can help to develop organizational
productivity by building new software and products timely (Brewster, and Söderström, 2017).
Support business directly and locally/ employee advocate – This phase is related to
improving business support at local and national level that can help to increase organizational
productivity and performance. Patsnap is start-up which is using this phase to develop their
business activities in changing environment and attaining competitive advantages.
Advantages and disadvantages
Advantages Disadvantages
 This operating model to HR is used by
management of Patsnap to develop
 This is not appropriate in all type of
organization.
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business performance by managing all
functions.
 This identify the vacant position and
recruit skilled people by analysing
skills and abilities.
 This might be create the higher cost for
organization that directly affects
business productivity and profitability.
Approaches used by selected organization to deliver HR services and attaining objectives:
People management approach: This approach is related to HR operating model that
states employees are main assets of organization who understand goals and indulge in business
activities that can help to operate business effectively. The HR management of Patsnap is
following people management approach that used to managing people at the workplace and bring
changes for the purpose of developing business performance.
Whole system approach – This approach is related to designing operational model in
industry and managing performance. In relation to Patsnap, approach is used to identify changes
to be made in processes, governance, culture, leadership, accountability, and resource allocation,
that helps to create a coherent, self-sustaining and integrated way of working (Darby, 2021).
Theories to HR management
Frederick Herzberg Motivation theory – This theory is related to motivation that used
to motivate the employees, working in organization and getting work done effectively. To grow a
business and increasing performance there is need to focus over employee’s motivation as they
perform their functions and activities. In relation to Patsnap that is software start up using
motivational theory by offering achievement, recognition, responsibility, work itself and other
for the purpose of motivating employees and give their contribution to complete the project
(Douglas, 2020).
Reinforcement theory – The theory is based on E.L. Thorndike’s law of effect that used
to create relationship between behaviour and its consequences. It focuses on modifying
employee’s job behaviour through using techniques such as:
 Positive reinforcement: This means rewards desirable behaviour that can provide by
focusing over pay raise. In relation to Patsnap, management create positive behaviour by
increasing pay scale and promotion that can help to regulate the business.
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 Avoidance: This technique is used to attempt by showcasing consequences of improper
behaviour that affected the organizational productivity. In relation to Patsnap, uses this
technique to avoid the consequences that arises while working and affected business
(Holland, and Leslie, 2018).
From the above it has been evaluated that Patsnap is using different operating model to
deliver HR services and also uses theory that can help to regulate the business continuously. This
supports to bring changes in organizational working and develop the business performance.
Outline the resourcing proposition that assist by attracting highly skilled talent by using
innovative approaches
Workforce planning is the strategy for judicious use of resources that can help to bring
changes and managing all functions. This is important for each organization to conduct
environment analysis and find out skilled people who get ready to work collectively with
existing one. Workforce planning under HRM planning involves staffing situation, skills gap,
potential vulnerabilities that increases employee productivity and performance. Resourcing
proposition is a declarative statement that explains people should explain what types of
employees are required to work effectively. Employee relations is considered as the firm's efforts
to manage relationship between employers as well as staff. This is essential for enterprises to has
effective relationship with its personnel for the attainment of objectives efficaciously and
appropriately. Employee engagement is defined as the situation where staff are engaged in its
work. It will contribute towards organisational success through saving time and resources in
order to increase productivity as well as reducing outsourcing. Without employees it will be
difficult for organization to manage the multiple working as is supports to bring changes in
existing performance and managing the work effectively (Lieberman, 2021). In relation to
Patsnap organization, different approaches used by management that are as explained:
Recruitment and selection: This approach is related to getting talented people by
analysing their skills and ability to work. It has seen if there is any vacant position in
organization then HR management is responsible to fill by using recruitment and selection
approach. Patsnap is small size organization where HR management recruit and select best
people by giving job description and completing business goals.
Training and development approach – This theory is related to innovation or improving
learning of employees who works in organization and wants to accept changes. Training and
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development is important aspects for employees as it gets ready staff to work effectively by
improving their learning and managing the business activities. Patsnap wants to convert its small
business in to medium size then it has to focus over training and development of staff that
supports to managing changes and develop organizational productivity (Malik, and Sanders,
2021).
HR Best practices – This can be explained as set of processes and theory, have been
proven by research and experience to increase business performance This involves managing
employee relations, health & safety, labour compliance, compensation planning, training,
performance management, and recruitment that uses to bring changes at workplace and improve
organizational working. In relation to Patsnap, HR management plays important role by focusing
over health & safety, labour compliance, compensation planning and others that support to
operate the business continuously and increase productivity. This can help to increase business
activities and performance by managing all functions.
On boarding methodology
Sources of getting employees – In business environment there are different sources
under online methodology which is used by organization for the purpose of getting people at the
workplace. Social media is defined as attractive methodology or platform for business experts as
it is used to knowing many candidates who need a job and provide opportunity by analysing their
skills and ability to work. In relation to Patsnap, online sources are naukri.com, Linkedin, and
other portal which supports to knowing people and offer them jobs (Mukhtar, and Akbar, 2019).
On-boarding the employees – This methodology is considered as process of integrating
a new employee with company culture and environment that can help to make feel them good
and ready to work properly. It has seen that people comes from different places and they belong
to different culture and values that might be create the difficulties to manage organizational
working. By using on-boarding theory it could be easier task for Patsnap that build software to
create a common culture and attire for all employees and help them to accept the changes
smoothly that can help to increase the business activities and performance in changing
environment (ŠIKÝŘ, and Gorokhova, 2018).
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Highlight over development consideration in designed proposal to enhancing employee’s skills
and ability
This is important for each organization to have right and skilled employees who gets ready
to work and manage the functions effectively. Employees are the assets of organization who
understand goals and show their contribution in each working that can help to manage the
working effectively. To manage the organizational working and effectiveness there is need to
have skills that uses to accept changes and attain competitive advantages. In relation to Patsnap,
number of employees are working who have communication skills, collaboration, leadership,
team management, problem solving and challenges accepting skills that used to managing human
resources at the workplace and develop organizational productivity. There are different ways
which can be used to enhance employee’s skills and ability such as:
Training – This method involves developing employee’s skills by combining lectures,
videos, podcast, and assignment that can help employees to develop their understanding and
managing work effectively. In relation to Patsnap, management can use training as methodology
that can help to regulate the business continuously by managing all function and developing
understandings about particular topic (Sylvia, 2019).
Coaching – This strategy is related to improving the employee’s skills by reducing stress
and polishing over their skills through coaching that can help to develop organizational
performance. This can fast track employee’s understanding by managing all functions and
activities that supports to develop organizational performance. In context to Patsnap that is newly
start up, HR management could polish over employee’s skills by providing coaching. This can
help to operate the business regularly and attain higher performance. This can help to improve
technical and analytical skills that will be used to introduce new products and service by using
new technology (Thite, Vashishtha, and Sharma, 2019).
Mentoring – This methodology is based on senior leader/ management who mentoring
their junior by understanding their behaviour and ways of working. A human resource
management plays important role as it formulates mentoring program and seminars where people
is collected to understand what they need to do and how each work would be manage. Thus can
help to increase the organizational functions and productivity in changing environment. By using
this, employee improve their leadership, critical thinking skills, long term vision, communication
and strategic management skills that can develop the organizational performance.
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On-Job training – It has seen that students who is reading different courses in theoretical
form wants to work in practically that can help to improve their learnings and provide good
opportunity to work effectively. The people who have attended some basic training on technical
skills will often find on-the-job-training that is great method to increase skills. Now a day, on-job
training approach is using by most of Universities and colleges where people started to work
after their reading session that can help to develop the understanding about particular task and
manage functions effectively. This is an effective way which could be used to bring changes in
existing working method and increase organizational working that supports to attain business
goals (Wass, 2019).
Different theories to HR management
Human relation theory – This theory is related to create a good relation between
employer and employees that supports to develop organizational performance by managing all
working. This mainly focuses over importance of employee attitudes, interpersonal relationship,
group dynamics and leadership styles that helps to achieve organizational goals. The HR
management of Patsnap uses Human relation theory by creating good relation between employer
and employees. This helps to get ready all employees to work effectively and manage the
functions in changing environment. This also create social bond by following HR theory.
Strategic contingency theory – This theory is related to contingency and strategic
approach which could help to develop understanding and managing all performance. In relation
to Patsnap, contingency is a need for different task of subunit in an organization that can help to
resolve issues arises while working and affected the business. This management also brig
changes at the workplace by analysing environment that helps to resolve issues and influence
staff to work effectively (Yilmaz, 2019).
System theory to HRM – The system of organization is bounded by space and time
influenced by its environment, structure, ad purposes that can help to increase the business
performance and productivity. To bring change is critical task for organization that uses to
develop understanding and working effectively. The goals of systems theory are to model a
system's dynamics, constraints, conditions, and to elucidate principles that can help to bring
changes and managing performance. In relation to Patsnap, management can use system theory
by adopting changes at the workplace and maintain higher productivity.
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From the above it can be explained that skills and abilities of employees is very important
that analysis by management for the purpose of bringing changes and developing organizational
performance. There are different theory and methodology used by management for the purpose
of bringing changes and improving skills that supports to develop organizational productivity
effectively.
CONCLUSION
Human resource management is considered as a crucial aspect that is required to be perform
in firm for effectual accomplishment of activities as well as it will also assure about the
development of positive work environment at organisations. This is the responsibility of human
resource manager is to considered overall practices that comes within its jurisdiction which have
to performed effectively that outcomes in enhancement of organisational productivity as well as
profit. There are more numbers of practices which are to be performed through the department of
HR and these practices are training and development, performance management, recruitment and
selection and many others. All employee’s skills have own contribution into the organisational
success. Several types of advantages are accumulated through firm as well as they are in distinct
in nature in relation with whole types of practices. The essential advantage which can be
accomplished through firm in about developing effective team. Healthy work atmosphere, staff
retention as well as involvement and many more.
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REFERENCES
Books and journals
Aminullah, E., Hermawati, W., Fizzanty, T. and Soesanto, Q.M., 2017. Managing human capital
for innovative activities in Indonesian herbal medicine firms. Asian Journal of
Technology Innovation, 25(2), pp.268-287.
Anderson, H., 2018. Managing staff and Human Resources. In Key Topics in Healthcare
Management (pp. 98-111). CRC Press.
Arguelles, A., 2018. Book review: Joseph N. Cayer and Meghna Sabharwal, Public Personnel
Administration: Managing Human Capital.
Brewster, C. and Söderström, M., 2017. Human resources and line management 1. In Policy and
practice in European human resource management (pp. 51-67). Routledge.
Darby, R.,2021 Human resource management in the security sector. In Managing Security (pp.
122-139). Routledge.
Douglas, M., 2020. Managing Human Resources: The Impact of Rank on Faculty Organizational
Commitment (Doctoral dissertation, Grand Canyon University).
Holland, J. and Leslie, D., 2018. Human resources and managing the workforce. Tour operators
and operations: development, management and responsibility, pp.219-245.
Lieberman, S., 2021. Commentary: Managing Human Experience as a Core Marketing
Capability. Journal of Marketing, 85(1), pp.219-222.
Malik, A. and Sanders, K., 2021. Managing Human Resources During a Global Crisis: A
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Mukhtar, M. and Akbar, M., 2019, December. Kiai's Leadership in Managing Human Resources.
In 3rd International Conference on Education Innovation (ICEI 2019) (pp. 79-82).
Atlantis Press.
ŠIKÝŘ, M., Sekerin, V. and Gorokhova, A., 2018. Managing Human Resources Using the Best
Practice. Best Fit Approach. Journal of Applied Economic Sciences, 13(1).
Sylvia, R.D., 2019. Managing Human Resources: Personnel Administration in Local
Government. In Handbook of Local Government Administration (pp. 191-212).
Routledge.
Thite, M., Vashishtha, R. and Sharma, R., 2019. Interview with Dr Kristine Dery: Managing
Human Resources in a Digital Age. South Asian Journal of Human Resources
Management, 6(2), pp.307-312.
Wass, V., 2019. Personnel economics: managing human resources through performance-related
pay. In Elgar Introduction to Theories of Human Resources and Employment Relations.
Edward Elgar Publishing.
Yilmaz, A.K., 2019. Strategic approach to managing human factors risk in aircraft maintenance
organization: risk mapping. Aircraft Engineering and Aerospace Technology.
(Aminullah, and Soesanto, 2017) (Anderson, 2018) (Arguelles, 2018) (Brewster, and
Söderström, 2017) (Darby, 2021) (Douglas, 2020) (Holland, and Leslie, 2018) (Lieberman,
2021) (Malik, and Sanders, 2021) (Mukhtar, and Akbar, 2019) (ŠIKÝŘ, and Gorokhova, 2018)
(Sylvia, 2019) (Thite, Vashishtha, and Sharma, 2019) (Wass, 2019) (Yilmaz, 2019)
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