Unit 3 Human Resource Management Assignment

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Table of Contents hide
1 Purpose and scope of Human Resource Management resourcing organization with
talent and skills
2 Compare best fit and best practice Human resource management policies
3 Hard and soft models of HRM
3.1 Hard HRM
3.2 Soft HRM
4 Recruitment
4.1 What are the sources of recruitment?
5 Selection
5.1 Analyze the strengths and weaknesses of recruitment approaches
5.2 Effectiveness of the key elements of Human Resource Management in an
organization
5.3 Effectiveness of HRM Practices in increasing the productivity and revenue
generation
6 Organization
7 Internal and external factors that affect Human Resource Management decision-
making
7.1 External factors that affect HRM decision-making
7.1.1 Economic factors
7.1.2 National income
7.1.3 Socio-economic factors
8 Strategies for improving and developing engagement and employee relationships
8.1 Strategies should include
8.2 Workplace equality
8.3 Benefits of different HRM Practices
8.4 Improving employee turnover ratio
9 HR plays an important role in Building values and culture in an Organisation
10 Planning and executing changes in marketing strategies
11 Get solutions of Management and Operations Assignment

Purpose and scope of Human Resource

Management resourcing organization with
talent and skills
The purpose of human resource management is to select and train the best employees.
Hold employees to the company for longer periods. HRM takes necessary actions for
developing the skills and capabilities of the employees. HRM contributes to the
productivity of the employees so that they can create value for the company.

Within HRM there are two main sectors, recruitment, and training of the employee. This
involves the training, development, and education within the organization. Progress in
the organization depends on these two sectors.

Vital functions of the HRM within the organization are as follows:

 Research and Development of Human Resources

 Planning, training, and selection of Human Resources

 It analyses organizational goals and provides adequate human resources to

meet the goals.

 To keep the best employees, and provide them lucrative compensations. It will
make them stay with the organization for longer periods.

 HRM activities include the development of culture, corporate plans, and activities.
They act as a consultant, facilitator, and initiate modifications in marketing plans.

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Compare best fit and best practice Human

resource management policies
The best-fit approach states that human resource management policies should include
rewarding policies. Best- practice approach states that rewarding should align with the
marketing strategies of organizations.

The best practice approach improves the performance of the employees and motivates
them for the same. Best fit results in the achievement of the competitive advantage of
the company.
Hard and soft models of HRM

Hard HRM

In Hard HRM, employees get utilized as resources of the corporate associations. They
establish a strong connection with business planning. In the Hard HRM model, human
resource management focuses on the needs of the task force, recruiting and managing
professionals as per organizational needs.

Soft HRM

In soft HRM, employees get treated as one of the primary resources of the organization
and help the business to gain a competitive advantage. In this model, HRM would focus
on satisfying the needs of the employees based on their responsibilities and roles with
added benefits of appraisal and reward system.

Recruitment

What are the sources of recruitment?

External recruitment is when a company like Kingfisher Airlines hires from external
sources through advertisements and agencies.

Internal recruitment is when the company looks for hiring staff from referrals of its
existing employees.

Selection
Three categories of Validity include criterion validity, content validity, and constructs
validity.

Analyze the strengths and weaknesses of recruitment

approaches
  Employees of the organizations feel motivated when they realize that better skills
pay off to them. So, they focus on improving skill sets to achieve this.

 Employees try to give their best on the job. As a result, their performances
improve.

 They take the training program seriously, so the return from the training program
is noticeable.

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Effectiveness of the key elements of Human Resource

Management in an organization

 Conflict resolution: Conflicts arise in the course of business. HRM practices

reduce the conflicts among the employees in an organization. For instance,
employees of Tesco, so that conflicts related to compensation get minimized.

 Reduce employee turnover: Human resource management follows certain

strategies to cut employee turnover providing them care and support. If the
employee turnover ratio rises, the cost related to training and hiring employees
will be high and the performance of the organization will lower down.

 Improve performance: Improved employee performance helps organizations to

achieve a competitive advantage. On-job training facilities and feedback improve
employee performance. Human resource management of companies like Tesco
offers updated and latest information, and training facilities to the employees, so
that their contribution to the firm increases.

 Budget planning: Human resource management policy contributes to controlling

the company’s budget. Budget planning of an organization gets executed by the
human resources. Employees control resources, companies should provide them
with better facilities, so they use the resources in the best way possible.

Effectiveness of HRM Practices in increasing the productivity

and revenue generation
Tesco offers on-job training facilities and support in varied forms so that the employees
can give their best on the job. For example, Tesco provides simulation training and real-
world scenarios of current trends, information about choice, and needs of customer
needs.

Tesco offers varieties of benefits and compensation so that it retains the employees for
a longer period. It results in reduced training and hiring costs, which increases the
company’s profits by minimizing the operational expenses.

Human resource management of the organization sets measurable goals for the team
members and individual members. Compensation benefits vary from time to time
depending on the business environment. It inspires the employees to work hard, and
take interest in the training program.

Human resource management organizes and manages the employees, enhancing

employee relationships. effective communication among the task force allows
increasing knowledge in the respective fields.

HRM streamlines aspects of Human Resource Management with the dual benefit of
reducing the workload and increasing departmental efficiency by standardizing HR
practices. Currently, human resource management comprises the following models.

Organization
It refers to the organizational structure That includes designation, employees,
department, and organization changes like Termination, promotion, resignation, and
Transfer

 Payroll: This human resource management module automates payment by

Collecting data such as employee performance, attendance, Taxes, deductions,
and generating a regular paycheck. Utilizes data from human resources And
timekeeping modules to test the report Writing abilities. This module
encompasses all the employee-related information and integrates it with the
financial management systems.
  HR management information system: Human resource management modules
include crucial HR aspects from recruitment to retirement. This module keeps
track of basic demographic information And addresses skills, Development
budget planning Records, and related activities. HRM function incorporates
training, recruitment, compensation, and development of human resources of an
organization.

 Time and attendance module: It incorporates time tracking activities Improves

the productivity of the organization by eliminating manual processes and
paperwork related to time and attendance needs. This module improves
workforce management and maximizes efforts in the enforcement of attendance
policies.

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Internal and external factors that affect

Human Resource Management decision-
making
From HRM perspectives, many external and internal factors influence day-to-day
activities. A well-organized marketing strategy considers external factors that have an
impact on the department.

External factors that affect HRM decision-making

The personnel manager cannot perform his activities alone, as several factors affect the
workflow Dynamics. The environment forms the Macro context, and enterprise is the
micro Entity.

Each of the external factors can Independently or in combination affect the hrm
decision-making. Of primary importance, External influences of labor markets, economic
Conditions, Labour unions, laws, and regulations.
External factors that influence HRM decision-making include Socioeconomic, legal,
socio-cultural, And professional associations. These factors influence HR Management
in different ways.

Economic factors

Economic factors give shape and form to the Development of economic activities and
Factors like economic policies, economic conditions, and various factors of production
including human resources.

Of these, factors that have a direct influence on Human Resource Management include
workforce market conditions, task force and population, and Inflationary pressures.

National income

National income (aka income Per capita) affects the salary structure at the macro level.
Employers need to align the wage or salary structure with that of the Macro level. It is
the factor that brings about changes in salary structure in developing countries and
Economically advanced Nations.

Socio-economic factors

Socio-economic factors affect different aspects of organizational operations. From the

perspectives of human resource management, expectation, beliefs, Desires, Social
customs at a given Moment are of utmost importance.

these factors determine the following

 Expectations of the society from business organizations.

 Perceptions towards the achievement of goals

 Workforce dynamics

 The role played by the community In managing the human resources

From the viewpoint of social-economic factors, organizations can perform better if they
human resource management practices based on the needs of these factors.
  Career development: To reduce employee turnover, Companies need to adopt
Strategies for employee career development.

 To make all employees special, Organisations need to share the plan with
every staff member.

 Government Regulations: With the introduction of new workplace compliance

standards, human resource management is under constant pressure to follow
guidelines. Regulations affect HRM processes including termination, hiring,
compensation training, and more. If the organization doesn’t abide by the
legislation, it will get penalized. In the worst case, it might cause the organization
to shut down.

 Technological Innovations: as new technologies get introduced, HR starts

looking for ways to downsize and save money. A job role that needs two to four
people, can be cut down to one managed by an individual. Technological
advancements are revolutionizing the way we are doing business. It is not only
from the consumer perspective but also from internal cost-savings.

 One of the important factors that affect HRM decision-making is the Current
Economic Condition. It not only affects the Talent pool but also Affects the
Company’s capacity to recruit people. The best way to prepare for economic
conditions is to acknowledge things that happen in the external environment. To
create effective plans When there is an economic downturn.

 HR Dynamics: The older generation leaves and the New generation assumes
job responsibilities.

 HRM needs to Look for ways to attract fresh talents. They develop new sourcing
strategies and offer compensation strategies that attract fresh talent. At the same
time, they should offer a working environment to maximize the productivity of the
task force.

Individuals involved in Human Resource Management do more than hiring and firing.
They consider all external factors and proper procedures, to avoid legal issues,
sanctions. The manager of an organization needs to pay close attention to the external
factors. External factors affect their job and the company.
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Strategies for improving and developing

engagement and employee relationships

Strategies should include

 A survey for accessing employee engagement

 Focusing on Employee engagement at the Departmental and organizational

levels.

 Training of the managers and holding them Responsible for employee

engagement

 Selecting and training the right employees

 Employee relations and legislation

Employee relation law got enacted when globalization Spread across the world. This
term brought about changes in the HR dynamics.

Workplace equality

fair wages and hours: this law got enacted to correct conditions in the wages and hours
of an employee. like Kingfisher

Benefits of different HRM Practices

There are many benefits to implementing different HRM practices within an

organization. Some of these benefits include:

1. Improved employee productivity and performance – When employees feel valued

and appreciated, they are more likely to be motivated and perform at their best.
 2. Increased employee engagement and satisfaction – Engaged employees are
more likely to stick around and be loyal to an organization. They are also more
likely to be productive and contribute positively to the workplace culture.

3. Enhanced employee retention – Retaining employees can save an organization

money in the long run, as it costs less to keep existing employees than to
constantly train new ones.

4. Improved organizational communication – Effective HRM practices can help to

improve communication between employees and management, which can lead
to a more harmonious workplace.

5. Strengthened employer-employee relationship – A good employer-employee

relationship is essential for a productive and positive workplace. HRM practices
can help to build this relationship and foster trust and respect between both
parties.

Improving employee turnover ratio

High employee turnover can affect organizational efficiency and harm the reputation of
the Business. The HR department works to improve the employee turnover ratio.
Employees are valuable assets of an organization, and recruitment is a time-consuming
process. At times it is found that employee turnover costs twice as much as hiring a new
Person and training them to replace the one. So employee turnover is unpleasant and
cost-inefficient for a healthy working environment.

HR plays an important role in Building values

and culture in an Organisation
The performance of employees depends on the culture and environment of a business
organization. The HR department creates a responsive working environment that favors
productivity. A safe and hygienic working environment creates job satisfaction and
brings the best out of the employees.

HR is responsible for maintaining a good interpersonal relationship with employees

It is the responsibility of the human resource management to establish a good
interpersonal relationship.

HR managers are responsible for conducting Seminars, meetings, and other official
gatherings on behalf of the management. Apart from the core responsibility, managers
render a helping hand to develop marketing, business plans for the organizations.

This section imparts knowledge of how the HR department helps in managing and
building an organization. So, organizations place greater importance on forming and
maintaining an effective human resource Department.

Disruptions and conflicts are inevitable in an organization. When there are two
individuals, there is a likelihood of conflict, and the stakes get higher as the number of
individuals increases. Even for healthiest relationships Chances of going through
conflict in interest. Similar is the case for task force conflicts and disruption that would
be either internal or external. Human resource management plays an important role in
minimizing the chances of internal conflicts in an organization.

the HR manager takes appropriate measures to resolve contention systems that involve
a group of people sharing the same resources. HRM also deals with one-to-one
conflicts that could arise between employee and employer.

Planning and executing changes in marketing

strategies
It is the sole responsibility of the HR department to stabilize form amidst a constant
change in the economy and environment.

The HR managers make employees understand responsibilities considering the

perspectives of the organizations.

It involves bridging the gaps between employers and departments in an organization

and having people talk about certain circumstances. The HR department Uses this to
 develop marketing plans based on changes in the workflow economy and Reassuring
the staff in times of disaster and downturn.

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