Human Resource Management Report: Strategic HRM Decisions Analysis

This report delves into the core aspects of human resource management, focusing on operating decisions related to wages, hiring, training, and employee benefits. It examines the strategic selection of a new employee, considering factors such as industry labor costs, qualifications, skills, and experience. The report outlines financial considerations, including administrative and recruiter expenses, as well as candidate-related costs, to determine the total cost per hire. Furthermore, it explores the behavioral elements influencing HRM, such as business ethics, social responsibilities, and environmental forces. The report concludes with a case study for hiring a Level 3 supervisor, providing insights into the decision-making process and the importance of an effective performance management system and a positive work environment. It emphasizes the significance of ethical practices, transparency, and sustainability within the organization. Finally, the report references key academic sources to support its analysis and recommendations.

Running head: HUMAN RESOURCE MANAGEMENT
Human Resource Management
Name of the student
Name of the University
Author Note

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Table of Contents
Introduction......................................................................................................................................2
Overall strategy................................................................................................................................2
Human Resource Operating Decisions............................................................................................3
Financial..........................................................................................................................................5
Behavioural Elements......................................................................................................................6
Conclusion.......................................................................................................................................7
Reference.........................................................................................................................................9

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Introduction
In this assignment, the human resource operating decisions will be associated with wages,
hiring, training as well as benefits. Regarding this, it can be stated that the wages are regarded as
the remuneration that will be paid to the staffs in relation to the work that has been performed for
an employer or services that have been provided to the organization. These are paid in a direct
way to the staffs either in the form of cash or through a cheque or by directly depositing in the
bank account of the employee. Hiring is considered to be a significant functional aspect in
relation to human resource management. It is the first step for appointing an individual in an
organization. Hiring is referring to the overall method to do the attraction, selection and
appointment of suitable candidates regarding the respective jobs, within the company.
Overall strategy
As an HR Manager, I would like to do the selection of a suitable applicant for the job
with the budget that has been provided. There is the requirement for hiring a Level 3 supervisor
in the Hiring decision input screen. While going forward with this hiring process, I would like to
keep in mind certain important aspects such as the growth of the industry average labour cost per
unit by 4.2% in the previous quarter, rise in industry wages by 0.5% and the expenditures related
to training are on the rise within the industry (Purce 2014).
For the selection of the new employee as well as ensuring quality training to the new
recruit, I would like to take certain concrete steps within the given budget to make the
recruitment process effective. To do the selection of the new candidate, I would like to take into

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consideration the attributes such as criteria characteristics, qualifications, skills as well as
experience (Jackson 2014).
In regard to the aspect of criteria characteristics, I would be required having the ability
for doing the evaluation of the criteria for selection in an objective manner as well as matching
the job requirements. Since the position is already existing, I will be checking the previous
employee’s qualifications and do the addition of criteria that will be addressing the challenges
faced by the company. Regarding qualifications, I would like to do the representation of a set of
criteria that are considered essential in respect of the employee’s success and can get verified
easily (Budhwar 2013). In respect of skills, I would like to keep in mind that various posts are
having the requirement of particular skills that will be taking time for getting acquired. And
finally, a very important aspect that I would like to keep in mind while conducting the
recruitment process is considered as experience (Renwick 2013). For instance, the experience of
a candidate will be showing in what ways he/she did the application of his/her education as well
as skills and will assist me in undertaking a more general criteria for selection.
Human Resource Operating Decisions
The human resource operating decisions will be associated with wages, hiring, training as
well as benefits. In this context, it can be stated that the wages are considered being the
remuneration that will be paid to the staffs in respect of the work that has been performed for an
employer or services that have been provided. These are paid directly to the staffs in the form of
cash or with the help of a cheque or by directly depositing in the bank account of the staff
(Sparrow 2016).

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Hiring is considered being a major functional aspect regarding human resource
management. It is the primary step for appointing someone. Hiring is referring to the overall
process to do the attraction, selection as well as appointment of appropriate candidates in respect
of the jobs, within a company.
Training is considered being a human resource management function that is concerned
with the activities of the company that is focused at improving an individual’s performance of
job within an organizational setting (Reiche 2016).
In regard to the aspect of benefits regarding the organization, it can be stated that human
resource management will be taking care of the Performance Management System, it assists in
building the organizational culture as well as organizational values and it also assists in the
management of conflict, which is considered being a significant responsibility of human resource
(Brewster 2017).
Human resource is having the responsibility to keep individuals feeling motivated
regarding their work. Primarily, there occurs the task to define the role of a person. As a result,
an efficient mechanism of feedback assists the staffs in improving their abilities. An efficient
performance management system will be assisting in recognizing as well as rewarding the
performance of individuals (Storey 2014). Moreover, the performance of a person will be
depending upon the atmosphere of work or cultural aspect that is prevailing within an
organization. The creation of a good beneficial environment for work is anticipated from the
department of human resource (Armstrong 2014). The human resource department can play the
role of a mediator for sorting the conflicting issues that might arise between the staffs as well as
employer in an efficient way.

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Financial
Administrative Expenses
Staff 32,000
Supplies 45,000
Equipment 10,000
(Total) $87,000
Recruiter Expenses
Salaries 2, 40,000
Benefits 96,000
Expenses 1, 50,000
(Total) $486,000
Candidate Expenses
Travel 320,000
Lodging 295,000
Fees 50,000
Relocation 1, 50,000
(Total) $815,000
Total Recruitment Expenses

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87,000 + 486,000 + 815,000 = $1,388, 000
Total Cost per Hire
$1,388, 000/500 new hires = $2,776
Behavioural Elements
The behavioural elements will be including the social responsibilities, issues regarding
business ethics, environmental forces, as well as various topics related with human resources.
Certain issues regarding business ethics are considered to be social networking, surveillance and
privacy, transparency, child labour as well as protection of the environment.
Through the use of the social networking sites, various concerns might be arising from
the staffs having the accessibility to websites like Facebook as well as Twitter. These might be
including the potential confidentiality breaching, conflict of interest, misusing the time and
resources of the company, disclosing private information as well as even damaging the
reputation of the organization (Alfes 2013).
With the dynamic growth regarding surveillance technological aspect, businesses will be
faced with the challenging aspect of balancing the individual privacy of the staffs through the
protection of the organizational health.
For making the organizations very much transparent, leaders do the emphasizing of the
practice in different facets of their operational aspect that will include the conduct of the staffs,
internal cultural aspect as well as corporate goals.

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Organizations are required balancing their desirability for earning profits through the
adoption of sustainable operational processes. This will be including the concerns related with
pollution, hazardous wastes, chemical as well as nuclear spills as well as mishaps, global
warming contribution as well as deforestation (Riles 2014).
Therefore, from the above discussion I would like to opine that for hiring a Level 3
supervisor regarding the Hiring decision input screen, as an HR manager I will do the selection
of a Female candidate having 30 years of age. The candidate is having a 4-year business degree.
As per work experience, the candidate is having the experience of working as a retail store head
of department while attending college. Although, she had completed her degree she was able to
complete it only after 8 years. The reason being she had to pay for all her expenses in college and
had to do full-time work. Although, she did not have any experience in the technical field, she
was described as a fast and highly motivated learner by her professors.
Conclusion
To conclude, I would like to state that there was the requirement for making decisions
based on four major categories that includes, overall strategy, human resource operating
decisions, financial as well as behavioural elements. An effective procedure of feedback supports
the staffs in improving their abilities. An effective performance management system will be
assisting in identifying as well as rewarding the performance of individuals. Moreover, the
performance of a person will be depending upon the atmosphere of work or cultural aspect that is
prevailing within an organization. The building of a good beneficial environment for work is
anticipated from the department of human resources.

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Reference
Alfes, K., Shantz, A.D., Truss, C. and Soane, E.C., 2013. The link between perceived human
resource management practices, engagement and employee behaviour: a moderated mediation
model. The international journal of human resource management, 24(2), pp.330-351.
Armstrong, M. and Taylor, S., 2014. Armstrong's handbook of human resource management
practice. Kogan Page Publishers.
Beardwell, J. and Thompson, A., 2014. Human resource management: a contemporary
approach. Pearson Education.
Brewster, C. and Hegewisch, A. eds., 2017. Policy and Practice in European Human Resource
Management: The Price Waterhouse Cranfield Survey. Taylor & Francis.
Budhwar, P.S. and Debrah, Y.A. eds., 2013. Human resource management in developing
countries. Routledge.
Jackson, S.E., Schuler, R.S. and Jiang, K., 2014. An aspirational framework for strategic human
resource management. Academy of Management Annals, 8(1), pp.1-56.
Purce, J., 2014. The impact of corporate strategy on human resource management. New
Perspectives on Human Resource Management (Routledge Revivals), 67.
Reiche, B.S., Mendenhall, M.E. and Stahl, G.K. eds., 2016. Readings and cases in international
human resource management. Taylor & Francis.
Renwick, D.W., Redman, T. and Maguire, S., 2013. Green human resource management: A
review and research agenda. International Journal of Management Reviews, 15(1), pp.1-14.

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Riley, M., 2014. Human resource management in the hospitality and tourism industry.
Routledge.
Sparrow, P., Brewster, C. and Chung, C., 2016. Globalizing human resource management.
Routledge.
Storey, J., 2014. New Perspectives on Human Resource Management (Routledge Revivals).
Routledge.