UNIVERSITY OF CENTRAL PUNJAB

FALL 2024

Course Title: Human Resource Management Course

Code: BAHR3303

Assignment No. 1
Name of Course Instructor: Shafaq Aftab

Section: H Program: BBA Date: 30th October 24

Submission Date: 4th November 24 Maximum Marks: 10
Course Learning
Program Objective: PO3 Course Objective: CO2
Objective: CLO1
Name : Zaid Bin Imran Registration : L1F22BBAM0422 Sr No. 0422

Part 1 – Evolution of HRM (Brief Essay):

Write a brief essay on the evolution of Human Resource Management (HRM). Explain how the
role of HRM has transformed from focusing on payroll and administrative tasks to becoming a
strategic partner in business operations. Discuss key developments such as talent management,
employee engagement, diversity initiatives, and the use of technology in modern HR practices.
Part 2 – Overview of HR Functions:
Provide a detailed overview of key HR functions, including:
Recruitment and Selection, Training and Development, Performance Management,
Compensation and Benefits, Employee Relations and Strategic HR Planning.
Part 3 – Real-World Organization:
Choose an organization (this could be a well-known company, family business, or non-profit
organization) and research how it implements HR practices in at least five of the areas listed
above. Provide specific examples of these practices and explain how they contribute to the
organization's objectives (e.g., improved productivity, better employee retention, or enhanced
innovation).
Guidelines: Word Limit: 800-1000 words
Part 1: Evolution of Human Resource Management (HRM)
Human Resource Management (HRM) has transformed over time. Initially HR was primarily
performing administrative, focusing on tasks like payroll, recruitment, and record-keeping of the
employees. but as organizations evolved the role of HR evolved as well. Today HRM acts as a
strategic partner, playing a crucial role in achieving organizational goals.
The evolution of HRM goes back to the Industrial Revolution when large-scale manufacturing
required management of labor. Early HR practices were focused on managing large workforces
and ensuring operational efficiency. As organizations started growing and ne departments were
formed the need for more advanced HR strategies became necessary.
Emergence of scientific management in the early 20th century was the crucial moment in the
evolution of HR. This showed how important efficiency and productivity are which lead to the
development of standardized procedures and job analysis techniques.
In recent decades HRM has continued to evolve driven by globalization, technological
advancements and changing workforce demographics. Key developments include:
 Talent Management: Organizations are more focused on attracting, developing, and
retaining talented individuals. This involves implementing strategies such as talent
acquisition, performance management, and career development.
 Employee Engagement: Engaged employees are more productive, innovative, and loyal.
HR practices aimed at employee engagement include effective communication,
recognition programs, and opportunities for growth and development.
 Diversity and Inclusion: Organizations now consider the value of diversity and taking
steps to create ideal workplaces. This involves implementing policies and practices that
promote equality, fairness, and respect for all employees.
 Technology: HR technology has revolutionized the way HR functions are performed. HR
software and analytics tools helps organizations to automate tasks, improve decision-
making, and gain valuable insights from their workforce.
In conclusion, HRM has evolved from a purely administrative function to a strategic partner that
drives business success. By understanding the historical context and key developments in HRM,
organizations can better position themselves to meet the challenges and opportunities of the
future.
Part 2: Overview of HR Functions
Here's a more detailed overview of key HR functions:
1. Recruitment and Selection:
o Job Analysis: Identifying the necessary skills, knowledge, and abilities for a
specific role.
o Talent Acquisition: Sourcing and attracting qualified candidates through various
channels like bill boards, social media, and employee referrals.
o Screening and Selection: Evaluating candidates using methods like resume
screening, interviews, and assessments to assess their fit for the role.
o Onboarding: Orienting new hires to the organization's culture, policies, and
procedures.
2. Training and Development:
o Needs Assessment: Identifying training needs based on performance gaps,
strategic objectives, and employee feedback.
o Training Program Design: Developing and arranging training programs,
including classroom training, online courses, and on the job training.
o Performance Management: Linking training to performance goals and
providing live feedback and coaching.
o Career Development: Assisting employees in planning and achieving their career
goals through mentoring, coaching, and leadership’s guidance.
3. Performance Management:
o Goal Setting: Collaborating with middle managers and employees to set clear
and measurable performance goals.
o Performance Appraisal: Regularly assessing employee performance against
established goals by quality audits.
o Feedback and Coaching: Providing timely and constructive feedback to help
employees improve their performance as per their appraisal.
o Performance Improvement Plans: Developing action plans to address
performance issues among employee like individual focused training or skill
development workshop.
4. Compensation and Benefits:
o Compensation Strategy: Developing a compensation strategy that aligns with
the organization's business objectives as well and attracts and retains top talent in
industry.
o Job Evaluation: Assessing the worth of jobs to determine appropriate pay levels.
 o Benefits Administration: Managing employee benefits programs, such as health
insurance and retirement plans.
o Compensation and Benefits Surveys: Conducting surveys to set benchmark for
compensation and benefits against industry standards.
5. Employee Relations:
o Employee Engagement: Implementing strategies to increase employee
satisfaction, motivation, and loyalty.
o Labor Relations: Managing relationships with labor unions and negotiating the
bargaining agreements.
o Employee Grievance Handling: Investigating and resolving employee issues
and complaints.
o Employee Discipline: Implementing disciplinary procedures fairly and
consistently.
6. Strategic HR Planning:
o Workforce Planning: Forecasting future workforce needs to ensure the
organization has the right talent in the right place at the right time.
o Succession Planning: Identifying and developing high-potential employees to
take leadership roles.
o HR Metrics: Analyzing HR data to measure the effectiveness of HR programs
and make data-driven decisions.
o HR Strategy Alignment: Aligning HR strategies with the organization's overall
business strategy.
By effectively managing these HR functions, organizations can create a positive work
environment, improve employee performance, and achieve their strategic goals.
Part 3: Real-World Organization: Google
Google is a global technology giant,Google is known for its innovative HR practices. Google
implements HR practices in five key areas:
1. Recruitment and Selection: Google uses a very thorough hiring process that focuses on
cultural fit and problem-solving skills. They conduct multiple rounds of interviews,
including technical challenges and behavioral assessments.
2. Training and Development: Google invests heavily in employee development through
programs like Google University, which offers a wide range of courses and workshops.
3. Performance Management: Google uses a system called OKRs (Objectives and Key
Results) to set clear goals and track progress.
4. Compensation and Benefits: Google offers competitive compensation packages,
including stock purchase options, employee bonuses, and other benefits.
5. Employee Relations: Google tries to create a positive work environment through
initiatives like flexible work hours, providing all necessities for employees, and employee
resource groups building trust and understanding among employees.
By implementing these HR practices, Google has created a highly engaged and productive
workforce, which has contributed to its sustained success.