Human Resource Management Essay example

The purpose of this reflective paper is to show my understanding along with what I have learned about HRM (human resources management) and the different way HRM impacts the success behind every business, along with the rules and regulations that go with it. Over the last five weeks I have learned quite a bit about HRM and will reflect on that throughout this paper. “Human resource management is the managing of human skills and talents to make sure they are used effectively and in alignment with an organizations goals.” (Youssef, 2012). I will be including the things I learned throughout the last five weeks in this

HRM originally had two sides of effectiveness, like a coin. The first relates to the policies and practices used to organize and manage work within the organisation, such as the basic structure of the institution. The second focuses on policies and practices relating to the recruitment and management of staff, which in turn includes both the individual activities of the department (such as the recruitment and development of staff) or those related to group activities (such as consultation and negotiation with individuals and groups) (Boxall & Purcell, 2011).

Maintaining a strong employer and employee relationship can be the key to the ultimate success of an organisation. It is known that if a strong relationship is in place employees will be more productive, more efficient, create less conflict and will be more

When an employee starts a new company, there are several external and internal factors that impact on the employment relationship. Relationships affect both management and worker’s performance. The quality of these relationships have an effect on the organisation.

Employment relationship is the legal link between employers and employees (Organization, 2016). There is an economic exchange between the employer and employee as they perform the work and services, with certain conditions (Corporation, 2012). A power relationship on the other hand is when the employee agrees to submit to the authority and direction of the employer. The employment relationship is a continuous and open-ended contract, it allows the employees to modify and restrict the work effort and can combine collectively to challenge managerial authority. Therefore, the relationship is interdependent in nature, as employers seek a cooperative relationship with employees to gain their consent to instructions. The purpose of employment relationships is to deal with the employees and the issues that arise from their employment.

An employment relationship describes the dynamic, interlocking economic, legal, social and psychological relations that exist between individuals and their work organizations. Palgrave Macmillan (2013), Glossary [online] Available at: < http://www.palgrave.com/business/brattonandgold/glossary/glossary.htm> [Accessed 17th September 2013]. Factors that impact on this relationship both have a detrimental effect to the running of a business. I will focus on two internal and two external. These being:

Robinson (1996) claimed trust is an important factor affecting employee’s behaviour, because trust in employer influence employee’s belief in the likelihood of employer’s future actions will be beneficial, agreeable, and not harmful to employee’s own interest (Alfes, Shantz, and Truss). Additionally, the psychological contract that focuses on the exchange of perceived promises and commitments has been increasingly in use in studying employment relationship. Herroit and Pemberton (1997) defined psychological contract as the perceptions of both organisation and individual relationship of the mutual promises and obligations implied in the relationship. Not only does the management of psychological contract face issues of the way to conceptualise and manage employment relation, it also influence organizational culture and climate (Guest and Conway, 2002), as Guest (1998) suggested organisational culture and climate of high involvement and partnership, HR

Different models have been introduced to describe the role of HRM, which categorises the “soft” or the “hard” approach

There are many different approaches and perspectives when discussing the employment relationship. All of these perspectives share some commonalities while at the same time having unique viewpoints. The first approach is the unitary approach, which views the work organization as a whole. In the unitary approach, the employees and employer co-exist and are reliant on one another. The next perspective is the pluralist approach. In the pluralist approach the organization realizes that there will be differing views and because of this the pluralist approach tends to utilize collective bargaining as a tool to resolve conflict. The Egoist perspective on employment relations is focuses on self-interest. In the egoist perspective labor is viewed

1.3Assessment of implication for line managers and employees of developing a strategic approach to HRM at Harrods:

HRM is an organization that undergoes the process of managing people in a structure and manner. It is also a process of making the efficient and effective use of human resource so that the goals are achieve. Superior human resources are an important source of competitive advantage. And any factors that allow an organization to characterize its product or service from competitors to increase the market share are called competitive advantage. Competitive advantages can best be achieved by seeking improvement in the managing people, through better utilization of HRM. And also by translating strategy into HR policy and practice to produce the employee competencies and behavior that the company requires.

With the fast development of global economics, market competitions become more and more severe in recent years. In this situation, how a company survives and develops in such a competitive environment becomes an essential challenge for every enterprise. However, market competition is a kind of talent competition, as human resource plays a crucial role in the operation of a company. Therefore, employee management gradually becomes the cores of enterprise management. Besides, employees become the largest capital for a company but also the most changing capital that is extremely easy to lose if a company doesn’t manage well. Employee relationship management, which is a process that organizations use to effectively manage all interactions with employees to accomplish the objects of the company (Leigh, n.d.), is paid more and more attention by companies and researchers, to attract more talent and keep excellent working staff.

The nature of employee relations in any organization has a lot to do with the managers of the firm, taking into consideration the extent of their views in shaping the structure of the organization they work in. When it comes to analysing the employee relations and the need of its betterment, it is most important to pay attention towards the human resource management which to make sure that the staff in the firm is satisfied with the present working conditions and has a reasonable standard of living so as to contribute effectively towards the set targets of the firm. It has a lot to do with the policy standards, basic framework and system in an

Employment relations (ER) is the legal link between employers and employees which includes formal and informal rules that manage the employment relationship and encompasses social processes (reciprocal rights and obligations) that create and enforce these rules (Kramar, 2011). It is mainly concerned with the behaviour and interaction of employees in the workplace and exists when a person performs work or offers his services under certain conditions in return for remuneration (Organisation, 2011). While Industrial relations (IR) covers all the particulars of working conditions, pay and aspects of the job itself within the employment relationship between an employer and an employee (Sappey, et al., 2009), Human Resource Management (HRM) corresponds to the management, hiring, organisational development, employee motivation, administration and training for the people who work in the organisation (Heathfield, 2015). Employee relations is more concerned with preventing and solving problems which come up out of or affect work situations i.e. its purpose is to

Labour relation or what we call industrial relation is the heart of any industrial system. It is know as the relation between employees and employers of a company. For a successful growth of business of big or small firm this relation are needed to be smooth and healthy. Many writers have tried to define labour relation in different ways. Meaning of labour relation has kept on changing with the change in nature of work, technology and most important globalization. Before industrialization companies had such environments in which employer played a major role. They had the power over the employees forcing rules and regulation formed by the management. Interest of employers was above the interest of