The Purpose of Human Resource Management Policies in Organisations

It is important that HRM consultants create a strong and sound strategy to keep and gain the competitive advantage. By successfully implementing good HRM strategies, companies can provide excellent talent and improve by staying current on the latest technologies and other information talent (Welcome to HR Consultants, Inc., 2009). This will allow clients to increase productivity within the organization; which in turn will increase profits. The greatest organizations realize that effectively managing the HRM strategies and know that employees are their greatest asset and that they are important to their survival. A sound understanding of HRM strategies will allow clients to keep their competitive advantage (Welcome to HR Consultants, Inc., 2009).

Employment law addresses the legal rights of employees and employers. It is paramount that organizations understand their legal requirements in order to be able to comply with them. Employment legislation includes the rights and responsibilities of employees, legal and regulatory requirements. (CIPD 2015)

Alignment between HRM practices and organizational strategy establishes a coherent system for organizations. There has to be a "fit" between the human resource planning and organizational strategy, Internal fit aligns HR practices with strategic organizational objectives while external fit aligns HR practices with the external environment. The external fit exhibits a more precise fit between quality policy and assertive performance HRM practices (Youndt,

What are HR policies: Human resource policies (HR) are rules and guidelines that all workers must follow. Human resource policies are typically set in place by the corporate office of the company. These policies deal with recruitment, hiring, transferring, workplace expectations, benefits, payroll, and workplace health and safety. These HR policies affect the overall morale of ones companies. Keeping workers content keeps the company in a good stand point. Happy workers are going to perform their best which will give the company positive

Human Resource Management (HRM) are activities managers perform to plan for attracting, develop, and retain a productive workforce (Kinicki & Williams, 2016). The role of human resource management is to prepare, develop, and administer policies and program designed to make expeditious use of an organization human resources. Part of control which is concerned with the people at work and with their relationship within an enterprise. HRM have their hands full; they have to face employees daily with a complaint, write-ups and sadly terminating of the worker. All areas of HRM such as, staffing, orientation, training, development, pay wages benefits are all significant parts that are dealt with daily. Human resource management presents itself as

The importance of HRM’s role is not debated and some key characteristics of its influence have been identified. The degree of ‘fit’ between HRM policies and the wider organisational strategy for knowledge sharing, integration and creation must be analysed. Placing emphasis on individual experience or on collective knowledge bases has dramatic implications for the kinds of selection, career development and reward policies that will be effective for the organisation. There are also longer-term effects from HRM policy which have an impact on the quality of trust and relationships through which knowledge is shared. Newell et al (2002) note that there is something that emerges in an organisation ‘bottom-up’ out of informal interaction, which

Employment legislation means, a body of laws that control the relationships between employers and employees. These laws are designed to protect workers. Employee legislation covers job responsibilities, salary, paid holidays and Employee terminations etc. Employee termination means end the employee relationship from employer. In ABC Company, employer has rights to terminate the employment of an employee but the human resource department makes sure that the employer has complied with employment and labor laws in making the decision to terminate the employee. It ensures worker's rights are protected during the termination process and ABC Companys Human resource departments duty to explain to employee the reasone for the termination. If worker is terminated due to misconduct, harassment, if their performance not meet the standards or other reasones human resource department explain about why the employees actions are breaking companies policie. These process are not followed by the previous HR

Wright and McMahan (1994) define strategic HRM as “the pattern of planned Human Resource deployments and activities intended to enable the organisation to achieve its goals.” A HR function should impact the success of an organisation; a policy must remain current and suitable to both the internal and external environment. Ulrich and Lake (1990) affirm, ‘HRM systems can be the source of organisational capabilities that allow organisations to learn and capitalise on new opportunities.’

Employment laws have been established not only to protect the employees but the companies in the same manner. Employment laws can be traced back as early as the 1800’s beginning with the abolishment of slavery. Since, there have been many laws that have been enacted by the government to ensure that people are treated fairly and have safe working conditions. In the U. S. the majority of employees and employers operate under what is considered to be a master servant relationship. With this concept the employee is the servant and is supposed to complete duties under the guidance and the benefit of the employer. Employment laws are important in order to keep a balance and limit unethical practices.

The economic environment in nowadays dynamic, it is fairly important for organisations and managers to recognise the curtail of Human Resource Management. It is clear that Human Resource Management (HRM) has become one of the most recommend management strategy in the modern business (Leopold and Harris, 2009). Human Resource Management is a technique process of managing people in the workplace to enable and enhance organization performance (Leopold and Harris, 2009). This theory involved the responsible to attracting, selecting, training and managing people which make employees become more valuable to the organisations. It invests effect in learning and development at work. Also to communicate with all employees at each level to reward successful employee relations (Wilton, 2011). Human Resource Management plays a very important role in the operation strategy and management concerns in work organisations of all kinds (Leopold and Harris, 2009). In aim to justify this statement by evaluate the benefit and importance of Human Resource Management in contemporary work organisations. This essay will focus on analysis the advantages of use Human Resource Management in business also underline by explain more detail about the different HRM strategy brings benefits and give competitive advantages impact to the organisation success. Then summarise by a general conclusion on the importance of HRM in contemporary work organisations.

One of the functions of Human Resources (HR) entails regulatory compliance associated with for example, the Fair Labor Standards Act, which covers minimum wage requirements and rights to overtime pay. Failure to compensate employees for all time worked can lead to costly lawsuits, therefore, HR must assure it is following this act (Silberman, 2016). In addition, the Federal Civil Rights law compliance, which requires hiring practices that assure the organization is not practicing discrimination based on

The "best-fit" approach questions the universality assumption of the best-practice perspective. It emphasizes contingency fit between HR activities and the organization's stage of development, an organization's internal structures and its external environment like clients, suppliers, competition and labour markets (Redman and Wilkinson 2009). HR policy should be minted by the appropriate context of individual employees and therefore support the overall competitive strategy. Aligning HRM practices to strategies can enable companies to create potential competitive advantages (Schuler and Jackson 1987 in Redman and Wilkinson 2009).

It makes it realistic by motivating the workforce, developing commitment in them and improving communication.(Armstrong M,2003) Traditional Personnel management deals with short term planning and controlled externally. With employee relations’ perspective, it has low trust and less communication. It has lot to do with labour management.(limited to the people and not deals with strategy) On the other hand, HRM emphasizes that employees are critical to achieving sustainable competitive advantage and is central to organisational strategic performance.(Bratton and Gold,1999).HRM plays great role with organisation’s corporate strategy. But to do this, all HR strategies must be integrated and must be in line with overall business strategies.(Lecture Notes,2004 Topic 1)

To ensure a high probability of success in the implementation of strategic human resource management, the HRM function needs to be truly strategic in its orientation.

To ensure a high probability of success in the implementation of strategic human resource management, the HRM function needs to be truly strategic in its orientation.