BUSM 4504: Professional Human Resource Management Practices Report

This report focuses on professional human resource management practices, exploring the evolution of HR, industrial relations (IR), and employment relations (ER). It begins with the author's background in HRM and their motivation for studying the field, highlighting their experience in resolving workplace issues and their career aspirations to become an HR manager. The report then defines and differentiates between Industrial Relations and Employment Relations, referencing key textbooks to illustrate the changing perspectives over time. The author emphasizes the vital role of HRM in promoting business success by optimizing employee skills, opportunity, and motivation. The report also touches upon the importance of HRM in maintaining workplace equality and balancing power dynamics within the workplace. The report provides a concise overview of the subject, including the author's aspirations and the importance of HRM in today's business environment.

Running head: BUSM 4504 0
Professional human resource
management practices

PROFESSIONAL HUMAN RESOURCE MANAGEMENT PRACTICES 1
Table of Contents
Exploring Activities......................................................................................................................................2
Reference....................................................................................................................................................2

PROFESSIONAL HUMAN RESOURCE MANAGEMENT PRACTICES 2
Exploring Activities
My background includes my previous studies in the field of Human Resource Management, and
I have working experience as a manager in a fast food restaurant which has provided me
immense knowledge of resolving issues and the execution of the concerned work processes.
My motivation for studying HRM, includes my aim to explore and resolve the issues with the
workplaces that sometimes took place between the employees of the firm. I can resolve any
issues with my creative ideas, and therefore I can resolve employee’s turnover and can manage
the conflicts within different workplaces, and these aspects motivate me to study more on the
subject of Human Resource Management. Moreover, I am also good at providing efficient
training as well as guiding my juniors regarding the perfect execution of any of the concerned
tasks.
My career aspirations are to become a Human resource manager and to evaluate the desired
growth of the firm in which I will be working. Moreover, I am looking to find a stable job which
can help me in exploring more opportunities to boost my overall career growth and to gain more
autonomy at work.
“Human resource management (HRM) is the right career for you.”
It is the right career since it provides more opportunities to explore various directions in the
concerned workplaces that can boost the overall performance. HR plays the vital role in
promoting the success of the concerned business by enhancing the areas of pant location,
development of new products, developing strategies and formulating the best cost structure
(Obeidat, Mitchell and Bray, 2016). Moreover, an HR manager effectively uses the people
having the right skills, opportunity, and motivation to reduce the issues which affect the business
processes. HRM is the right career since it plays a vital role in evaluating any business
procedures by recruiting and retaining the employees. For example, it helps in maintaining the
workplace gender equality, and it balances the power among males and females within the
workplace (Is Human Resource Management the right career for you, 2019).

PROFESSIONAL HUMAN RESOURCE MANAGEMENT PRACTICES 3
Reference
Is Human Resource Management the right career for you?. (2019). YouTube video, added by
Shad Morris [Online]. Available at https://www.youtube.com/watch?v=Jp7oM9mAIXQ
[Accessed 18 March 2019]
Obeidat, S.M., Mitchell, R. and Bray, M., 2016. The link between high-performance work
practices and organizational performance: empirically validating the conceptualization of HPWP
according to the AMO model. Employee Relations, 38(4), pp.578-595.