The Management of Human Resources

Content
Description

1) The purpose and objectives of human resource management.

1.1 The evolution of human resource management.
1.2 The purpose of human resource management.
1.3 The objectives of human resource management.
2) The functions of human resource management.
2.1 Key operational functions of human resource management.
2.2 Key strategic functions of human resource management.
2.3 The relationship between business strategy and human resource management.
3) How internal and external factors impact the human resource management
function.
3.1 The internal factors which affect human resource management.
3.2 The external factors which affect human resource management.
4) How a business uses its human resource management function.
4.1 Techniques to measure the effectiveness of a business’s human resource
management function.
4.2 Presentation: Suggest ways in which a business could improve the effectiveness
of its human resource management function.
 1. The purpose and objectives of human resource management.
1.1 Evolvement of human resource management.
Personnel management has a long history, dating back to ancient armies and organized
efforts. In the late 1800s, labor problems in post-industrial factories led to the establishment
of welfare offices, welfare secretaries, and safety bureaus. Employers introduced HR
management by 1900 by setting up recruitment offices, training programs, and
manufacturing schools. HR departments were more involved in hiring and training
employees as testing expertise expanded. To prevent discrimination claims, HR
management became even more crucial as a result of new union regulations in the 1930s
and equal employment laws in the 1960s. In the 1970s, globalization made HR management
more crucial for achieving a competitive advantage through motivated employees.
Nowadays. new approaches to human resource management are being developed as a
result of technological trends and social media that affect how companies seek out, pick,
train, evaluate, and motivate employees.

1.2 The purpose of human resource management.

Human resource management is an important function of any organization. It aims to

effectively and efficiently manage a company's human resources to help achieve the
company's goals.This involves a range of processes, including job analysis, human resource
planning, recruitment and selection, employee training and development, employee
performance appraisal, compensation and benefits management, employee motivation, and
the maintenance of good relations with employees and their trade unions. Furthermore,
HRM involves the creation and implementation of policies, practices, and systems that
collectively guide employee behaviours, attitudes and performance toward a professional
and safe workplace for all.

1.3 The objectives of human resource management.

Human Resource management plays a crucial role in ensuring the success and growth of an
organization.

● One of the key objectives of Human Resource management is to hire and retain
skilled individuals who may contribute to the success of a business. By implementing
effective recruitment and selection processes, human resource managers aim to
identify and attract skilled individuals who possess the necessary knowledge, skills,
and abilities required for the job.
● Also, human resource management seeks to establish a productive workplace where
workers are motivated and committed. This can be achieved through different
strategies.
● Additionally, promoting inclusion and diversity inside the organization is one of the
goals of human resource management. This is important as diverse perspectives and
backgrounds can lead to innovative ideas and better decision-making.
● One of the key objectives of human resource management is to increase employee
wellbeing and happiness.This can be achieved by implementing policies and
practices that promote work-life balance, offering competitive compensation and
benefits packages, providing opportunities for career development and advancement,
and promoting a healthy and safe work environment.
 2. The functions of human resource management.
2.1 Key operational functions of human resource management.

Key operational functions of HR management refer to the essential activities that HR

departments perform in order to effectively manage and support an organization's workforce.
These functions include:

● Recruitment and Selection: This involves attracting, sourcing, and selecting qualified
candidates for job vacancies within the organization.
● Orientation and Onboarding: This function entails providing new employees with the
necessary information and resources to integrate them into the organization
effectively.
● Training and Development: HR management is in charge of determining the need for
training, developing and implementing training programs, and offering chances for
employee development to improve knowledge and abilities.
● Performance Management: HR management establishes performance goals and
metrics, conducts regular performance evaluations, and provides feedback and
coaching to employees to ensure optimal job performance and productivity.
● Compensation and Benefits: HR management is in charge of creating and
overseeing employee benefit programs, as well as salary systems, bonuses, and
other financial incentives.
● Employee Relations: HR management plays a crucial role in maintaining positive
employee relations, ensuring effective communication between management and
employees, addressing employee concerns and grievances, and fostering a positive
work environment.

2.2 Key strategic functions of human resource management.

The key strategic functions of human resource management play a vital role in driving an
organization's success and creating a competitive advantage in the global marketplace.
These functions include:

● Workforce Planning and Talent Acquisition: HR management strategically plans for

future workforce needs by analyzing current talent gaps, forecasting future
requirements, and attracting top talent through effective recruitment and selection
processes.
● Organizational Development: HRM supports organizational change initiatives, such
as restructuring, mergers, or acquisitions, by providing expertise in managing cultural
transitions, facilitating change management, and ensuring effective communication
across the organisation
● HR Analytics and Metrics: With the increasing use of data-driven decision-making,
HRM utilizes analytics and metrics to measure and evaluate HR initiatives.
● Employer Branding and Employee Engagement: HRM develops and maintains the
organization's employer brand to attract and retain top talent. It also focuses on steps
to increase staff involvement, like building an enjoyable workplace culture,
encouraging a harmonious work-life balance, and establishing reward programs.
 ● HR Policy Development: In accordance with regulatory requirements and industry
best practices, HRM develops and maintains HR procedures and guidelines. This
ensures consistency, fairness, and compliance within the organization.

2.3 The relationship between business strategy and human resource management.

The business strategy-HR management relationship is a critical aspect of organizational

success. Business strategy and HR management are interrelated and mutually dependent.
Business strategy provides the direction and goals for an organization, while HR
management ensures that the necessary human resources are in place to support and
execute that strategy. HR management is crucial in coordinating the employees with the
company's strategic goals. HR management contributes to the accomplishment of corporate
objectives by bringing in and keeping outstanding workers, enhancing their knowledge and
talents, and establishing an environment at work that encourages creativity and efficiency.
Furthermore, a strong partnership between business strategy and HR management allows
for effective strategic planning and execution.

3. How internal and external factors impact the human resource management
function.

3.1 The internal factors which affect human resource management.

Internal factors refer to the characteristics within an organization that can influence HR
management. These include workforce demographics, attitudes, values, leadership styles,
and corporate governance. These internal factors play a significant role in shaping the HR
management function as they determine the organization's culture, values, and overall work
environment.

3.2 The external factors which affect human resource management.

External factors, on the other hand, are those that exist outside of the organization and can
have a significant impact on HR management. These external factors include technological
changes, globalization, competitive pressure, outsourcing, and the global workforce. These
external factors can shape the demand and supply of labor, as well as affect the recruitment
and selection processes. Additionally, external factors such as legal systems, citizens,
stakeholders, and unions also have an impact on HR management.

4. How a business uses its human resource management function.

4.1 Techniques to measure the effectiveness of a business’s human resource

management function.

The effectiveness of a business's human resource management function is crucial for its
overall success and competitiveness. There are several techniques that can be used to
measure the effectiveness of a business's human resource management function.

● One technique is surveying the customers of the HR function. This approach involves
gathering feedback from managers, supervisors, line executives, and human
resource professionals to assess their perceptions of the importance and
effectiveness of the HR function in the organization.
 ● Another technique is conducting an HR Audit, as suggested by Ulrich. An HR Audit is
a systematic assessment of the HR function to evaluate its performance and identify
areas for improvement.
● Additionally, the HR Scorecard can be used to evaluate the effectiveness of talent
management and development techniques. The HR Scorecard is a comprehensive
framework that allows organizations to measure the impact and value of their HR
initiatives.
● Furthermore, HR Surveys can be conducted to gather data on various aspects of the
human resource management function, such as employee satisfaction, engagement,
and perception of HR effectiveness.
● HR Experiments can also be used to measure the effectiveness of human resource
management techniques. By conducting controlled experiments, organizations can
assess the impact of different HR interventions and strategies on outcomes such as
employee performance and satisfaction.
● Lastly, HR Analytics can provide valuable insights into the effectiveness of the human
resource management function. By analyzing HR data and metrics, organizations
can evaluate the impact of their HR initiatives on key performance indicators such as
employee productivity, retention rates, and workforce diversity.

Overall, these techniques provide organizations with a comprehensive and multifaceted

approach to measure the effectiveness of their human resource management function.

4.2 Suggest ways in which a business could improve the effectiveness of its human
resource management function.

Reference:

● Hall, L. et al (2020) Human Resource Management 11th edition, Pearson, Harlow

● Marchington, M. (2020) Human Resource Management at Work: The Definitive
Guide 7th Edition, CIPD, London
Techniques to improve the effectiveness
of human resource management function.

A presentation by Rania Erray Bafta

In order to effectively manage their human resources, businesses
should consider implementing the different strategies.
1. Implement performance management systems

2. Invest in talent acquisition

3. Embrace diversification

4. Embrace digitization

5. Prioritize training and development

1. Implement performance
management systems:

Establish clear performance

expectations and objectives for
employees, provide regular
feedback and evaluations, and
recognize and reward high
performers.
2. Invest in talent acquisition:
Develop a robust recruitment and
selection process to attract top talent,
utilize targeted sourcing strategies, and
conduct thorough interviews and
assessments to ensure that the right
candidates are selected for the
organization.
3. Embrace diversification:
Foster a diverse and inclusive
workforce by implementing diversity
recruitment strategies, promoting
equal opportunities for all employees,
and creating a culture that values and
respects different perspectives and
backgrounds.
4. Embrace digitization:
Adopt technology and digital tools to
streamline HR processes, such as
automated applicant tracking systems,
online performance management
platforms, and employee self-service
portals.
5. Prioritize training and
development:
Provide ongoing training opportunities
to enhance employees' skills and
knowledge, support professional
growth and advancement within the
organization, and contribute to a
culture of continuous learning.
By implementing these HR improvement strategies, companies can enhance their
competitive advantage and promote the sustainable operation of the organization.
Additionally, the existence of training and practice development within HRM
strategies can significantly improve performance management.
Thank You

Presentation by Rania Erray Bafta