Human Resources Management : Human Resource Management

This report will provide an overview of the shift in Human Resource Management from collective to individualised approaches to Employee Relations and will also explain the concept of the psychological contract and consider its importance for contemporary Employee Relations practice. “The terms ‘human resource management’ (HRM) AND ‘human resources’ (HR) have largely replaced the ‘personnel management ‘as a description of the processes involved in managing people in organisation’s” (Armstrong, 2009, p.4).

In today’s job market we see many human resource management changes and challenges evolving with the changes in a competitive market environment. One goal of the human resource department is to hire employees that will be as productive as possible, which in turn leads to more revenue and the success of an organization.

The report below sets out the importance of the HR function, explains how HR activities support the organisation’s strategy and ways HR support line managers and their staff.

Question.no.1 The case introduces three companies of every different size with three different onboarding approaches. What differences do you see in their approaches? What similarities?

As we all know when it comes to every business and organization that is out there, they all need help from Human Resources to continue to help the company grow. What is human resource management? Well Human Resource Management is the overall process that deals with how Human Resources manages their employees as well as different issues that can come across within the organization. Human Resource Management are in charge of different tasks including recruiting as well as interviewing and letting people go as well. Other tasks that are done on a daily basis would also be focusing on maintaining records of each employee that’s working for the organization as well as dealing with different regulations that deals with employment laws that are needed to be followed. One thing that I came to an understanding is that when it comes to Human Resource Management, this position isn’t only being performed by the employees that work for the Human Resources department but they are also being managed by their managers as well as their supervisors that work for the Human Resources department. Just like any other job out there that requires team leads, HRM managers as well as their supervisors have a task which are responsible for providing the daily support that may be needed with their employees. Human Resources also provides different guidelines that are put into the workplace that each manager as well as the employees need to follow while being at work.

This assignment of BTEC HND in Business management and HRM is related to the Unit 21 which is Human resource management. The subjects of Human resource management covering areas are different between personnel management and HRM, roles of the human resource manager, Human resource planning process, job evaluation and performance evaluation, recruitment and selection procedure, selection technique, reward management system, exit strategies and redundancy. This assignment gives some kind of knowledge about excellent theories of Human resource management.

To work in the Human Resource management field you must maintain and improve the company by planning, implementing, and evaluating employee relations and human resource policies, programs, and practices. It is a challenging and yet rewarding field to work in. However, just like every business field, people who work in the human resource department face many challenges when it comes to discrimination.

P1.3- Evaluate the roles and responsibilities of line managers at the Harrods human resource department

• Personnel management can be measured as re-active, in the way that it presents concerns and demands as they occur. On the contrary, Human resource management can be stated to be pro-active, as it concerns to the on-going advancements of the company’s strategies for improving a company’s workforce.

What can be done to minimise and resolve conflict within the workplace? What factors create alienation amongst employees? When people hear the word conflict, automatically adjectives that come to mind are controversy, clash, to come into collision, quarrel. However, these findings are not always likely to be the only cause. It was always so easy for theorists to automatically assume that every aspect of conflict should be negative.

Bringing new people into an organisation is an important function, especially now, when the main focus is on people as organisation's main means of achieving competitive advantage There are many different factors that affect an organisations approach to attracting talent and are both internal and external factors. Some examples of internal factors are

In this paper, you will find six questions regarding human resources and human resource management. These six questions are based on course material learned. The paper will answer each of the six questions in detail to help readers gain knowledge of human resources, how it has evolved and the aspects involved in human resources. The paper will also give you some further insight of what the human resource department does and the importance of it. The goal of reading this paper is to further your knowledge and understanding.

Human Resource Management (HRM) is an ever-evolving field and continues to move beyond past-conceived notions of merely personnel hiring and providing payroll payments to retaining functions today that align with a company’s strategic goals and plans. This paper will provide a history of HRM, and outline proposed technologies for Fortune 500 Co. to ensure success of implementation of human resource information systems within the organization.

Human resource management (HRM) can be described as a process of managing people in a company with a structured and thorough manner (MSG.com). 'This covers the fields of staffing (hiring people), retention of people; pay and perks setting and management, performance management, change management and taking care of exits from the company to round off the activities ' (MSG). These functions relate to what used to be called personnel management, which theorists see HRM as the modern version of personnel management. As Aswathappa (2005) explains HRM can be challenging and stressful, also describing the function as being no comfier than when personnel management was in place. All these elements of HRM mentioned previously are jobs that Christine Williamson is responsible for managing in the human resource (HR) department. Mitchell (no date) states that Williamson believes the department still performs in a primarily personnel function with a limited strategic perspective. Armstrong (2006) explains personnel management includes being concerned with obtaining, organising and motivating the human resources that are used in the enterprise. These elements are a reflection of the jobs Williamson undertakes.

Hilti continues to grasp on success and expand globally, but their path weren’t always well defined. The company began in 1941 and historically they’ve kept to traditional strategies when it came to recognizing human resource requirements. In the early 2000’s, the company established a new set initiatives, aimed at doubling revenue and operating profits. Hilti also recognized that this type of growth would require invigorating ideas to employ human resourcing requirements throughout company.