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Human Resource Management Practices

Introduction

Human resource management is an integral part of the overall functions of a business organisation. It plays the key function to reinforce, develop and change the organisational culture. This assignment is divided into 7 units describing the roles of human resource functions, relation between human resource management and human resource functions, impact of human resource management on business functions within the organisation. Along with this it also present briefs about the overall business activities of an organisation, cultural factors affecting the human resource management and business activities of an organisation. The writing here highlights all the detailed practices relating to the organisational human resource management principles.

1. Describing the roles of Human Resource function within the organisation.

The modern business scenario is more about people-centric based approaches so the human resource management plays a key role in enhancing the employee performance and lowering the attrition rates so that both the organisation and employees reach their goals attaining significant development and overall growth through the primary 8 human resource function roles including –

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Enabling role

This role of the human resource function is basically the writing of all the company procedures and policies so that it can be forwarded to the managers as “tools to do the job”. Brewster (2017) opined that enabling role to the managers about their job list also helps in ensuring that the managers must know & understand their work.

Facilitating role

The function of facilitating all the roles delivers the certain areas of that job’s in-house training programs and along with that its role is to chair and handle the relevant meetings. This role mainly aims at the complete set up of the training programs procedure starting from choosing the best needed programs to accomplish them successfully to bring out the best from it.

Guiding role

Guiding normally is defined by the process of showing the path of any task or work to reach at the desired last stage objective from that task. As stated by Becker and Bish (2021), the guiding role channelizes and issues the advices and guidance needs on any varied and broad range of issues in the employment system of a company for gaining organisational goals.

Supporting role

This is the most beneficial role of the human resource function in the organisational structure. The key objective of this human resource function is to offer support and reassurance to all the managers of the company who faces difficulty in their work and in some of the unpopular decision making to be more productive towards the company.

Empowering role

Next on the human resource function role is empowering all level managers to make them more efficient and bring the best effective work from them. Analoui (2017) suggested that it mainly ensures and issues the authority to the company managers for making decisions within their area of working control and responsibilities.

Changing agent role

This function determines that proper lead can be taken in order to direct and move the management towards a better change in situations and also it facilitates demonstration on how to approach situations of different scenarios with flexibility. It also helps in mobilising the overall workforce towards attaining the organisational objectives within time.

Intervening role

The main function of this role is to offer the conciliation, meditation and also arbitration procedures in every situations of any complaint or grievance. According to Adam (2020), this functional role generalises the reconsideration and proposes caution for the managers so that they may take the right decision whenever they are about to take any wrong decisions in their course of actions.

Administrative role

It carefully maintains the accuracy of the personnel records about the work related documentations and also issues the employment related communicational directions and paper works to have an appropriate task completion.

Roles of HR Functions
2. Explaining the interaction between the Human Resource function and the Human Resource management.

Human resource management tasks include categories like payroll issues, compensation, benefits management and daily employee relationship management. On contrary the human resource functions are mainly looking after the workforce and making a better strategic plan for them. Michael (2019) stated that human resource management professionals are involved in all types of disputes that are specifically related with the employee and their proper handling. Whereas in human resource functions, the employees training needs, driving them towards better productivity gains and industrial psychology are the provinces. In human resource management, the managers are responsible to look after the hiring and firing process of employees in the overall organisation. Different from that, the human resource functions works in the areas that are concerned with the needs of organisational individuals (ocerintjournals.org, 2019). The human resource management tasks are mainly termed as administrative and daily routine tasks. Other from human resource management, human resource functions are more often considered as the tasks for fulfilling the workforce needs of the business organisation as a whole (Liu et al. 2021).

There are certain activities that are considered as parallel tasks in between both the human resource management and functions, like –

In large and big companies, both the HR management and HR functions are carried out by different professionals.

For an employee while working in the organisational environment, both HR management and HR functions seems to be parallel to each other but they are far different from each other having separate tasks.

When a new employee is recruited, the hiring must be done by the human resource managers but when receiving trainings and development sessions could be considered under the human resource functions.

An employee will be dealing with the human resource management tasks when selecting the benefit plans for the organisation but when dealing with the performance reviewing can be met under the human resource functions.

HR management & HR functions interaction

It is right that the HR functions and HR management are parallel in working but are far different from each other in their tasks and working areas but there is a place where both of them have to collaborate closely to take some of the important decisions about the business and the workforce growth and improvement (emerald.com , 2020). The HR management executives when working closely with the employees, sometimes notices the need of training & issues of dissatisfaction in the workplace conditions. These types of issues bring both the HR management and HR functions together to solve with proper strategic plans.

3. Explaining the impacts of Human Resource management on the functions of an organisation.

Human resource management is that section of an organisation upon which the overall functions of a company depends because without proper management of the workforce, no company can run their business in a good way. The human resource management practices are initiated with the sole purpose to establish a strong bond between the employees of a firm and the firm itself (tandfonline.com, 2018). Every firm utilises all these management practices in their operations easily so that the employees can be helped by developing their competences and skills. All these skills and competences of the workforce are later utilised by the firm to make the employees contribute in the firm’s intellectual growth and development. Although all these human resource management practices have certain impacts on the organisations operations of a company which can be mentioned as –

a) The human resource management practices are generally implemented in organisations to make work related processes simpler and easier to do. Robinson (2018) opined that these practices are intended with various segments such as appraisals, training programs, payroll benefits, hiring and firing decisions and other administrative procedures.

b) A major impact of the human resource management is on selecting and recruiting the right personnel for the right place to that the organisational aims and objectives can be met appropriately and accordingly.

c) The human resource manager has their duty and responsibility to make the juniors be positive and think positive. The managers by doing this tactics increases the motivation level of the workers also, thus improves the output also which they provide to be more productive and utilisable (sciencedirect.com, 2020).

d) There are certain HRM practices which focus on continuous development of policies and procedures for advance better workforce performance. A stagnant rules and regulations makes the growth process stable at a place so for moving towards a better future new and innovative policies and procedures are must (ocerintjournals.org, 2019).

e) Appraisals offer the employees motivation to give more of their strengths and skills contributed in the company’s beneficial goals and targets fulfilling. The required appraisals at correct time and amount makes the employees to think more and give their best performance and encourage them to consider to have a long term working relation with that organisation.

f) In recent time work flexibility is must and stays at the utmost level in every work environment. As per Plaskoff (2017), in a firm there exist various types of employees with various working capabilities who should get different benefits and salary packages according to their suitability.

4. Describing the changing role of Human Resource Management within an organisation.

Traditionally, the role of human resource management function is changing and dealing with the providing of leadership advices and also further the advices regarding the issues which are employee centric in the operations of a firm. The human resource management role deals mainly with recruitment of new staff members, employee on boarding procedure, setting the remuneration or wages of the overall workforce, tip-to-toe development of the organisation, employees’ work performance management, safety issues within the firm, succession plans, proper wellness plans of employees, proper communication, administration, employees training and finally maintaining the continuous motivation of the employees (sciencedirect.com, 2018). The role of human resource management also includes tactfully and strategically managing people around and the workplace culture & environment of a business firm. The role of human resource management enables the staff members to contribute productively and efficiently towards the overall growth of the business firm and adding to that also accomplishing the objectives and targets of the future of an organisation. During the changing recent times, the role of human resource management and their focus have also changed and shifted to different things. According to ZENG and Liu (2017), slowly with the passing of day by day, human resource management is moving away its focus from the old traditional and stagnant administration regulations and techniques, transactional and personnel roles towards the direction of either fully automated or outsourced exceptions of the business organisations rules and operations which are based on the working style of each business firm.

All these functions and changing roles are now expected to be performing the value added tasks by the fully strategically utilised ways from the employees and also ensures that the different types of employee development and growth programs must be recommended and implemented in a positive way so that it has a great impact on the business functions in all the measurable ways. Although with the changing roles of the human resource management unlike in previous times, the human resource staff are also nowadays decides all of their personal priorities and needs according to their convenience and demands and don’t receive them like directives from the executive teams (emerald.com , 2020). It has been seen in today’s changing human resource scenario that the human resource management only sits in the executive tables and formulates recommendations regarding the procedures, provides business solutions, various kinds of approaches for business functions, which are directed for motivating and improving the capabilities of the workforce towards a better performance and contributes in an effective manner.

5. Describing the business activities of an organisation.

In general all the business organisations have mainly three main activities in their functioning area – operating, financing and investing. And the cash flow operations are stated under the cash flow statement.

Operating activities – The cash flow system and its statements comes under the operational activities which includes daily operations in the business whether small or big. Analoui (2017) stated that these types of operations include mainly the position of the income statement of that business, the current positions of the balance sheet too and other cash flow related documentations. The changes in the balance sheet items included like payable and receivable accounts which are either added or subtracted according to their previous impact on the company net income. The cash flow statements since are related to the cash or money transactions can be expected to come under the financial activities but since these actions are daily basis operations so it falls under the operational activities.

Investing activities – these activities are big and huge decisive activities like where to invest for the growth of the firm, the investments made will be profitable or not and the measuring of their effectiveness and other actions towards taking the business moving forward for development. Brewster (2017) suggested that the purchasing and sales actions taken come under the investment decisions. In this activity zone the monetary actions decided were mainly focusing on the enlargement of the business so that it can be spread more in the market. The high authorities such as managers, higher ranked executives, managing directors sit together on the table and decide all the big decisions for the business purpose.

Financing activities – After making investment decisions now comes the step where it is also necessary to decide where to channelize the finance section to make the most of the investment decision. All the expenses occurred and will be going to occur, whether they can be affordable or not, whether those decisions can be fully supported by the current finance status of the business and other things (sciencedirect.com, 2020). Practice trading plans and strategies for being ready to enter the real market also falls under the finance activities for the new start-ups so that they can utilise their financial status to its fullest to get the desired objective.

6. Explaining the impact of organisational cultural factors on Human Resource Management.

Organisational culture is well qualified to influence and affect the selection and recruitment activities of any organisation whether large or small. And also these impacts make sense because it is obvious that a good and well-mannered behaviour is fully driven the ethical and moral values and choices within the firm (ocerintjournals.org, 2019). A firm with misguided ethical choices and ill-mannered behaviour can drive towards conflicts, bad decisive choices, wrong business running techniques and all the operations being directed towards negativity. On the other hands moral and ethical values directs the conduct of employees of that firm specially embedded by valuable ethical and moral ways in the business culture. Culture is basically definable as the way a person leads his/her life, the choices he made or the thoughts in his mind which affects their inner as well as outer society also by their beliefs, art, values, science and attitude (sciencedirect.com, 2020). So it is quite obvious that a person and his/he cultural surrounding will definitely affect the business organisation where he is working. A person behaves in that way only where they have been surrounded by most the years of his life, that surrounding give shape to his cultural side.

Nowadays the human resource management is also considered as is of the most significant and bringing change aspect by lots of programs implemented to increase employee productivity. Both the forms of corporate culture and national culture have impacts on every organisation and so the performance of the firm’s employees too. Promoting cultural environment in the business firms is also another aspect of the human resource management department (tandfonline.com, 2018). The human resource management trains employees to be in their ethical form, accept the office culture and also preparing them to adjust peacefully in the office environment. The working environment culture puts effect on the human resource management factors also because the way in which the employees’ cultural beliefs and values will be shaped, the shaping of the business environment will also get shape from that. Researchers have strong evidences that every firm environment demands various strategies that must be true to the organisational test in order to streamline the benefits of the business cultural behaviour (emerald.com , 2020).

7. Explaining the influence of Human Resource Management on the business activities of an organisation.

All the functions of human resource management include almost all the different primary activities that influences and takes part in the important decisions for business development. Human resource management activities, as suggested by Robinson (2018) are fully responsible for shaping the employee behaviour, employee capabilities, organisational culture, employee satisfaction, understanding employee needs and demands and many more aspects like these upon which depends the working ability of the workforce and running of the business operations being smooth or rigid. The human resource managers must ensure that all the workforce of the company starting from higher rank executive then employees and to the workers must maintain their high performing skills and qualities, deals with performance and remuneration or wages issues, personnel management practices that are used for conforming the business rules with various regulations. The human resource management policies often present in the employee manuals which are held by all the employees. ZENG and Liu (2017) opined that these manuals sets some rule and laws within the business form for smooth and qualitative running of the business. Some of the main processes of human resource that puts influence on the business activities are like: recruiting, human resource handling strategies, assignment, rewards, development, personnel administration, and protection. These are basically composed by the goals, processes and objectives of how an organisation can be run to attain the business goals.

Human resource influences the training and development programs and sets practices to make the employees grow on their own for their personal benefit as well as for the company benefits also. O’riordan (2017) stated that job specified training programs are generally conducted by the seniors themselves within the same department. On the other hand for global natured skills sometimes externals were called to provide training sessions for a set number of days. Other than just improving the skills, employees also learns how and where to imply the process so that it will be specified to the firm. All these come from the influences of the human resource management departs in every firm. Some of the other influences of human resource management on business activities can be noted as evaluating the current organisational programs and working for making them better, creating a better staff orientation, updating employee handbooks, setting up schedules for tasks and so on (sciencedirect.com, 2018).

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Conclusion

Human resource management and a business organisation are fully intact with each other on every aspect of running the firm whether internally or externally. They both impact and influence each other so that business achievements can be made along with keeping the personal growth of all the personnel of the company side by side. The human resource management plays a key role in enhancing the employee performance and lowering the attrition rates so that both the organisation and employees reach their goals attaining significant development and overall growth. The human resource management role deals mainly with recruitment of new staff members, employee on boarding procedure, setting the remuneration or wages of the overall workforce, tip-to-toe development of the organisation, employees’ work performance management, safety issues within the firm, succession plans, proper wellness plans of employees, proper communication, administration, employees training and finally maintaining the continuous motivation of the employees.

References

Adam, A.K., 2020. Modern Challenges of Human Resource Management Practice in Job Placement and Recruitment Within Organisations in the African Continent. Journal of Human Resource Management, 8(2), pp.69-75.

Analoui, F. ed., 2017. The changing patterns of human resource management. Routledge.

Becker, K. and Bish, A., 2021. A framework for understanding the role of unlearning in onboarding. Human Resource Management Review, 31(1), p.100730.

Brewster, C., 2017. The integration of human resource management and corporate strategy. Policy and practice in European human resource management, pp.22-35.

emerald.com , 2020. A study of the influence of workplace ostracism on employees' performance: moderating effect of perceived organizational support , available at: https://www.emerald.com/insight/content/doi/10.1108/EJMBE-09-2019-0159/full/html [Accessed on: 2th December, 2020]

Liu, P., Qingqing, W. and Liu, W., 2021. Enterprise human resource management platform based on FPGA and data mining. Microprocessors and Microsystems, 80, p.103330.

Michael, A., 2019. A handbook of human resource management practice.

O’riordan, J., 2017. The practice of human resource management. Research paper, 20.

ocerintjournals.org, 2019. IMPORTANCE OF HUMAN RESOURCES TO SOCIAL DEVELOPMENT , available at: http://ijasos.ocerintjournals.org/en/pub/ijasos/article/477596 [Accessed on: 23th January, 2021]

Plaskoff, J., 2017. Employee experience: the new human resource management approach. Strategic HR Review.

Robinson, M.A., 2018. Using multi‐item psychometric scales for research and practice in human resource management. Human Resource Management, 57(3), pp.739-750.

sciencedirect.com, 2020. Human resource management research and practice in Asia: Past, present and future, available at: https://www.sciencedirect.com/science/article/abs/pii/S1053482220300516 [Accessed on: 17th December, 2020]

sciencedirect.com, 2018. Using Management by Objectives as a performance appraisal tool for employee satisfaction, available at: https://www.sciencedirect.com/science/article/pii/S2314721016300275 [Accessed on: 15th January, 2021]

tandfonline.com, 2018. How employees’ pro-activity translates high-commitment HRM systems into work engagement: the mediating role of job crafting , available at: https://www.tandfonline.com/doi/full/10.1080/09585192.2018.1475402?af=R&utm_medium=ads&utm_campaign=ads&utm_source=ads [Accessed on: 2nd February, 2021]

ZENG, Q.X. and Liu, H.U., 2017. A study on strategic human resource management and sports organization performance. DEStech Transactions on Economics, Business and Management, (icem).


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