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Unit 6.1
Unit No
6.1
Unit Title
Human resource management
Student Name
xxx
Due Date
09/05/2014
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Unit 6.1
Table of Contents
S.N
Topic
Page No
1.1
1.2
1.3
5-6
1.4
1.5
1.6
2.1
strategy.
Identification and analysis of the contemporary issues affecting
8-9
10
3.2
11
organization.
Reference
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Activity 1
1.1 Strategic human resource management:
Strategic human resource management is the approach by which company define the number os
staffs to be recruited, give circular, recruit, select, train and retain them with the organization for
long-term purpose to build a competitive talent position in the market to achieve the long term
goal of the organization. So this approach is connected to the long term people issue and macro
concern about culture, value, quality, commitment and matching resource to the future needs of
the organization (Dessler, 2004). This is a ongoing process that require the organization to have
continuous consultant from HR manager. Its definition in terms with other business planning and
strategy is not absolute; rather it is an option value between different parties of the organization.
Thus the HRM process a) affects the behavior of the decision maker in building the strategy of
the organization and b) the pattern of this HRM
1.2 The importance of HRM in an organization
The success of an organization comes from the skilled man power in the organization. Again the
tough competition that a company faces from its competitors, does not come from the
organization, rather it comes from the skilled manpower of that organization actually the
successful organization in the market has a put the most priority on the human assets. Figures are
yet the cognitive factor that is the employees are the most important contributor to the success.
The first task that HRM does is to understand its employees needs, then evaluate and do
necessary things. This makes the employees to take the task as their personal life not as routine.
Aiming to do it, the HRM attracts, retains and develops employees to attain the organizations
goals (Dessler, 2004). Organization has machine, material market and to operate them man
power is needed. HRM ensure that perfect man is placed on right place to operate these
resources. So HRM is very important foe these followings reason
It recruits and trains human resource
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It maintain good work environment to ensure better performance from the employees
It manages disputes between and among differ4nt parties in the organization.
It develops and maintains public relation for maintaining competitive position in the
market.
Mission
Vision
Strategy
Context
Process
Environment
Objective
Barrier
Goals
Team Process
Source; drawn, Framework of HRM
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Selection of the employees is the process of selecting the right person for the post from the
applicants. Short listed candidate are called for interview. Psychometric, aptitude test, in-tray
exercise and communication as well as presentation skill are common in this stage. Establishing
discipline through formal and informal meeting, verbal and written warning, governance
procedure and working with outside agencies are followed in this process.
Training and development helps the firm to keep the employees up to date with the new work
and environment, raise their skill or maintain the current skill, this help the organization to bring
out the potential from the employees and works as motivation (Dessler, 2004).
Survey shows that money is not the only factor that motivates the employees in workplace. Good
behavior from the senior manager, good environment, holidays, and bonuscan be used in this
case.
1.5 Roles in strategic human resource management
The role of the strategic human resource manager in an organization is very important in
implementing the organizations strategy to achieve the goals. In a large organization, there is a
separate HRM department. In small organizations, manages do all the job of HRM department.
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The importance of HRM is comparative, the larger the organization, the more important the task
is to the organization. HRM makes the people in the organization as assets not as the cost for the
organization. As the workplace is becoming a combination of diversified work force from
different countries and nations with different cultures and values, the importance of HRM is
becoming more and more important (Gowan, 2005). The main importanceof HR manager are
described below
1. Building comparative advantage for the organization is helped by HRM. HR managers
help the firm to retain the skilled personnel with the firm through proper motivation and
rewards. Talent war is the result of skilled labour with the organization. Company gain
more market share with the help of skilled personnel.
2. HR manager suggests thee manager about different aspects of the HR of the organization.
This helps the organization manager to make decision about the organization and staff.
3. HR manager develop the HE policy, ensure the compliance and contribute to the
development of corporate HR strategy.
4. Ensure the proper recruitment process to recruit the right person for the right post. He
ensures corporate branding in recruitment and webs advertisements.
5. Management of conflict in the workplace is an important task of the HR manager. People
come to work from different places with different values, cultures and views and beliefs.
HR managers is to minimize these diffe3rent in the workplace
6. HR manager helps to implement the organization strategy through the proper
implementation of HR strategy.
1.6 Development and implementation of human resource strategy.
The development and implement of HR strategy requires the firm to go through a number of
steps. In order to formulate the HR strategy, organization needs to go through the followings
steps
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In order to implement this action, manager needs to go through the following methodology in
building the HR strategy
1
Assess the feasibility to ensure that the reasonable number of employees will be available to
2
3
the company at reasonable cost. Expected behavior from them is also to be ensured.
Examine the desirability of the organizations HE policy in terms of vulnerability.
Determine the future goal of the organization based on which other policy will be developed
in latter.
Determine the factor that can help the organization in achieving the goals. Resources like
cost, manpower, materials, time and efforts are also to be determined in term as specific
concrete figure if possible.
And to implement the strategy developed in earlier, manager need to follow the following steps
Activity 2
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Activity 3
3.1 Identification of a range of HR strategies for an organization
As the economy is changing more rapidly than before, business firms need more updated
strategy for the HR strategy. So the HR strategy has changed over the time. No longer have the
business firms focused only on salary as a strategy for motivating the employees. Top priority
has shifted to flexibility, mobility. People policy is the latest addition to this list (Gowan, 2005).
However the nature of these factors changed across the countries in the world. For example, in
Japan, security in the workplace is on the top of motivation. But consider Bangladesh, where in
the last year 1135 employees were died in Rana Plaza claps. So it is tough to give the best HRM
strategy for all organization. Here the most common factors are given.
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done SWOT analysis of the organization. By conducting this one will get the strength that the
company has from its internal factor. It is unique to that organization. It contributes to the
comparative advantage to the company. Weakness of the company can also be determined from
this. Inadequate investment in working capital, inappropriate inventory management, lack of
proper knowledge regarding the job, poor management are some examples of weakness that a
company can have for its internal reason. Opportunity for a organization comes from the outside
environment (Gowan, 2005). New technology, better infrastructure, good stock market, money
market along with sound capital market, availability of other materials easily is some examples
of opportunity of an organization. Threat comes from substitute product, similar new firm in the
industry, new law by the government, political and legal environment are the threat for an
organization. For the application one has to first understand the HR strategy and the organization
strategy. Organization strategy is converted to work through the HR strategy. For having a better
result of the implementation, flexibility in the implementation is necessary. That is, there must
exist the opportunity to adjust the strategy if the environment change.
References:
Dessler, G. (2004). A framework for human resource management. 1st ed. Upper Saddle River,
NJ: Pearson Prentice Hall.
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Unit 6.1
Gilmore, S. and Williams, S. (2009). Human resource management. 1st ed. Oxford: Oxford
University Press.
Hill, C. and Jones, G. (1998).Strategic management. 1st ed. Boston: Houghton Mifflin Co.
Mondy, R., Noe, R. and Gowan, M. (2005).Human resource management. 1st ed. Upper Saddle
River, N.J.: Pearson Prentice Hall.
Mondy, R., Noe, R. and Gowan, M. (2005).Human resource management. 1st ed. Upper Saddle
River, N.J.: Pearson Prentice Hall.
Torrington, D., Hall, L. and Torrington, D. (1998).Human resource management. 1st ed. London:
Prentice Hall Europe.
Wikipedia, (2014).Main Page. [online] Available at: http://en.wikipedia.org [Accessed 4 May. 2.
Mehta, D. (1974). Working capital management. 1st ed. Englewood Cliffs, N.J.: Prentice-Hall.
Ross, S., Westerfield, R. and Jaffe, J. (2002). Corporate finance. 1st ed. Boston, Mass.: McGrawHill/Irwin 014].
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