The human resources management (HRM)

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Perform the Human Resources management (HRM) contributes to the achievement of organizational objectives:-

Introduction: ~

Human resource management is the main source in all management functions. For any organization the HRM is necessary to develop their company goals. The main functions of HRM is planning, recruiting, selecting, training, rewarding, providing the way to perform, according to their skills giving appraisals and compensating them. And maintaining labor relations, department relations and taking care of employees health and safety. Human Resource Management is unique asset for the organization.


Ÿ HRM should know the business plan, to decide how much man power they required for the business .

Ÿ Conducting job analysis, knowing about the candidate's background.

Ÿ According to the company needs suitable candidates are recruited.

Ÿ And then selecting the candidates by conducting interview, their my be several rounds in interview.

Ÿ Giving the positions to the selected candidates .

Ÿ Managing their information and giving them compensations in different levels.

Ÿ According to their skills giving rewards, benefits and appraisals.

Ÿ And then interviewing for the higher positions.

Ÿ Training, developing and building their capability.


From this way we have to get the knowledge of it progresses in all functions from planning to replace of the employees. First HRM should plan for filling the gaps of man power, they should know how many employees are currently available and how many candidates they need to recruit and then management team has to survey for the skilled candidates as well knowledge of through internal or external market.

Next step is about recruiting by knowing their job analysis HR will recruit the candidates and then finishing all the paper work, after selecting the employees on the basis of face to face interview and also they need orientations to know about the company how they are and what they are aiming for. Without knowing anything at they cannot do their jobs even they may be skilled, after selecting on orientation first they should be trained about their work, they should know exactly what they need to give the output and how can they give best performance for the company and how they are going to win the task after that performance. There may be individual or team performance are manipulated to know their capability at the work and then providing rewards, appraisals, promotions, for the performance. They should collect or maintain all of the personnel details to know about their status as they may be required for the company about appraisal, compensations, transfers .

Two main sections are:-

(1) Acquiring human resources

(2) Maintaining human resources

As in every organization they will follow the same procedure like Planning, recruiting, selecting comes under acquiring and orientation to replacing comes under maintaining human resources. Human resource planning and implementing is a tough task for the management as they have to perform all the HR functions. HR is the main source for the organization , the outcome of the company mainly depends on the employees.

Top of Form

Bottom of Form

Human Resource Management


Human resource management's objective, on the other hand, is to maximize the return on investment from the organization's human capital and minimize financial risk. It is the responsibility of human resource managers in a corporate context to conduct these activities in an effective, legal, fair, and consistent manner.

Key functions

Human resource management serves these key functions:

  1. Recruitment & Selection
  2. Training and Development (People & Organization)
  3. Performance Evaluation and Management
  4. Promotions
  5. Redundancy
  6. Industrial and Employee Relations
  7. Record keeping of all personal data.
  8. Compensation, pensions, bonuses etc in liaison with Payroll
  9. Confidential advice to internal 'customers' in relation to problems at work
  10. Career development

Human resources development

In organizations, in terms of sex and selection it is important to consider carrying out a thorough job analysis to determine the level of skills/technical abilities, competencies, flexibility of the employee required etc. At this point it is important to consider both the internal and external factors that can have an effect on the recruitment of employees. The external factors are those out-with the powers of the organization and include issues such as current and future trends of the labor market e.g. skills, education level, government investment into industries etc. On the other hand internal influences are easier to control, predict and monitor, for example management styles or even the organizational culture.

Individual responses or labor responses:-

In regard to how individuals respond to the changes in a labour market the following should be understood:

  • Geographical spread - The distance to travel form home to work should be in line with the pay offered by the organization and the transportation and also infrastructure of the area will also be an influencing factor in deciding who will apply for a post.
  • Occupational structure - the norms and values of the different careers within an organization. Mahoney 1989 developed 3 different types of occupational structure namely craft (loyalty to the profession), organization career (promotion through the firm) and unstructured (lower/unskilled workers who work when needed).
  • Generational difference -there are different age categories of employees have certain characteristics, for example their behavior and their expectations of the organization.

Recruitment methods

To make the company effective the HRM should choose the manpower at right time according to the requirement in terms of, grade, rank, time scale, in which department employees are required. Recruiting is the main task for the HRM, as it is complicated for the recruiters to choose the skilled persons from many people , the candidates may be recruited through internal trawl of the organization or from the external job market .internal job market is haring the candidates internally like those who are seniors and in higher position people those who want to fill their personnel needs and that the candidate background should meet the requirement. And external recruiting is outside job market, external recruiting is from several sources like recruiting advertisements ,internet, news papers recruit agencies, and from colleges.


Human Resources Development is a framework for the expansion of human capital within an organization or (in new approaches) a municipality, state, city, or nation. Human Resources Development is a combination of Training and Education, also in main concepts are health and employment policies, that ensures the continual improvement and growth of both the individual, the organization, and the national human resourcefulness. Human Resources Development is the medium that drives the process between training and learning in a broadly fostering environment.


Human Resources Development is work on the base of structure that allows for individual development, or the nation's goals. It will be individual on base of the development benefit to both the nation and its citizens."Its primary focus is on growth and employee emphasises developing individual potential and skills"


At the organizational level, a successful Human Resources Development program will prepare the individual to undertake a higher level of work, "organized learning over a given period of time, to provide the possibility of performance change" (Nadler 1984).

In these case Human Resources Development is mainly focuses on the organizations competencies on this way first stage is training and then developing the employee on the basis of education, to satisfy the organizations long-term needs and the individuals' career goals and employee value to their present and future employers.

The Human Resources Development from a business perspective is not entirely focused on the individual's growth and development, "development occurs to enhance the organization's value, not solely for individual improvement. Individual education and development is a tool and a means to an end, not the end goal itself".

Staff relation:

Management has to maintain positive employee relationship. Without the staff relation in any organization management cannot be cooperative for the success. Management has to encourage the staff individually to perform the better performance. The management has to create the firm and as environment in which every staff working for the firm as afamaly member. Culture is the characteristic values, traditions, and behaviors of a company employees share..("Honesty is the best policy" would be a value). The managers have to think ways to send the right signals to their employees. Even management has to focus on health and safety of the employees, the employees to follow the safety rules so as to prevent accidents.


Management has to create a some attractive kind of promotion skills so by this way employee going to as well as better performance for company and also one kind of race within the staff members so they do as well as good job and by this way grow up. Also management has to develop some type of promotion skims so everyone give best performance. Also develop a select period for the promotion of employee to next stage after getting good experience in their field.

Labor mobility

An important controversy regarding labor mobility illustrates the broader philosophical issue with usage of the phrase "human resources": governments of developing nations often regard developed nations that encourage immigration or "guest workers" as appropriating human capital that is rightfully part of the developing nation and required to further its growth as a civilization. They argue that this appropriation is similar to colonial commodity fiat where in a colonizing European power would define an arbitrary price for natural resources, extracting which diminished national natural capital


The objectives of each of the activities were achieved by effective management of human resource:

As a human resources (HR) officer you must have a clear understanding of your organization's business objectives and be able to devise and implement policies which select, develop and retain the right staff needed to meet these objectives. The exact nature of the work activities varies according to the organization, but is likely to include:

§ working closely with departments, increasingly in a consultancy role, assisting line managers to understand and implement policies and procedures;

§ promoting equality and diversity as part of the culture of the organization;

§ liaising with a wide range of organizations involved in areas such as race relations, disability, gender, age, religion and health and safety;

§ recruiting staff - this includes developing job descriptions, preparing advertisements, checking application forms, short listing, interviewing and selecting candidates;

§ developing policies on issues such as working conditions, performance management, equal opportunities, disciplinary procedures and absence management;

§ it has to advise on pay and other remuneration issues, also including promotion and benefits;

§ it is undertaking regular salary reviews;

§ also negotiating with staff relation and their representatives on issues relating to pay and conditions;

§ listening to grievances and implementing disciplinary procedures;

§ developing HR planning strategies with line managers, which consider immediate and long-term staff requirements in terms of numbers and skill levels;

§ develop a planning and also delivering training, including inductions for new staff;

§ analyzing training needs in conjunction with departmental managers.


Focus on two HRM models:-


E-Business, Business to Business, customers to business all these became focus on all companies in the 21st century. All the business started using the E-Business to develop Firm and to finish the work soon. E-business is web-based system to implement all the data in the web so as to finish the operations as well as soon, and to manipulate the employees easily. And E-Business are used for the quick decision making, and to implement technical changes and to know about market values to choose the sources for the organization. As E-Business model is different from traditional model, as in the all sections."Based on in depth of cross section of organization in the year 2000, Professor Patrick and Lee Dyer of Cornel of University has developed a E-Business model which indicates the transformation of focus.

Even the organisations has to follow some of the principles so as to built the E model of HRM:

Ÿ Employees has to be worked for the organisation goals , by knowing their work to finish in a given time period .

Ÿ Hence HRM policies, procedures, programmes are implemented so as to know individual or team autonomy and to know about their skills at the work .

Ÿ Every employees has to know about company target and they need to follow the polices. Procedure to reach the core value of the company.

Ÿ Employees has to know about the company strategic plans, and vision and mission of the organisation .

Ÿ They need to feel the responsibility to participate in any task .

Ÿ Mostly E-business model are useful for the managers to manipulate the work.

Reference: Human Resource in Practice: With Models, Techniques and Tools

BY Srinivas R.Kandula, year 2004, published by PHL Learning Pvt.Ltd.,


The HRM strategy based on two processes they are rational and linear process, as in this model which one I used to explain about the linear strategy of HRM Model. Process of this model is mainly focus on all the HR strategies also it regulates in all HR main areas; get the knowledge about the company policies and procedure to implement the man power. HR is the main source for providing skilled man power to the organization at right time, they need to review the internal and external environment to know about the availability of the source internally or externally, HR has to identify the Company strategic operation goal and they need to plan and make decisions for the operations.


Examine HR planning and development methods

Three HR planning and development methods and evaluate their effectiveness:

HR Planning and their effectiveness:

It is a planning process of organization of HR on the basis of structure. They should have to plan that how many employees required and also develop a organization strategy. Also they have to find out how many individual required in different department for give effective work for each task. They should plan according to the resources availability and how they are implemented for certain jobs all factors should be considered . HR planning may be varied from different task of the company but the process is same in every organisation the HR planning is as follows:

Determining number of employees required:

HR should make the strategic planning for different allocations. They have to fine out how many employees required for give better performance to develop or maintain for organization. Also maintain in that required in different internally or externally on the basis of organization capability. Calculate the how many employee need to finish. They have to recruit the staff have good technique for perform the task and also improve the work force as well. Also they have to know about how many employee leave the job each year.

Forecasting future demand :-

The HR Management plans for the future demand , the management should see the present situation and plan for demand that how many staff we have presently and how much manpower we required for future comparing the both availability and requirement of manpower the management has to planned . The skills depends on time scale and organisation activities , the skills are required for the organisational goals, even they should see how many people going to resign and get promotions and how they can fill the gap for the requirement .

Development methods and their effectiveness

Training and development :-

After recruiting staff they have to need the training about the company because they have a knowledge but on general basis so they have to need first about company rules and regulation and also how to perform a job in particular company. So after the recruiting process they have to training session at where they have to know about company organization and each and every department and product development, also company's policy as well in the market observation about company's value. They have to know about various promotion plan, working skills, bonus, apparels and also work force. By this way employee Create high performance at company's work system.

Management development:

Management development is not so easy management used to focus on developing the capability of current or future managers and developing the company. Management used to improve managerial skills by knowing their capability .The management development process consist of

1. Assessing the company strategic needs.

2. Appraising managers' current performance.

3. Developing the managers.

Managing organizational change and developing:-

Managing the organizational change is a main task for the HR department they used to make a lot of efforts to develop the changed organization, for this issue the managers has to forecast before so that they can develop the firm easily without any problem for the change, actually the change in organisation may be cause of market , competitors, technology, changing machinery, changing resources, changing the organisation output, or may be cause of decrease in sales , the management should be alert to face any kind of changes and they need to develop the planning according to the requirements. For examples A GLOBAL GAS AGENCY had troubled inn several years ago , they decided to renew the company because of sales reps were leaving, customers were demanding new , effective of the service and the company whole "back end" operation- it purchasing, order-taking, distribution system-lacked automation.

Task 3(6.3)

Analyze performance of HR may be enhanced:~

Task(6.3, a, b)

Critically review how HR performance is currently indicated and monitored :

Certainly all companies have some formal and informal means of appraising their employees' performance.

There are certain procedures to check the performance which involves :

Ÿ Checking the work standards and timing skill performance.

Ÿ Assessing the employee's actual performance relative to those standards and Quality of the work

Ÿ Completing task within given time period.

Ÿ Checking punctuality towards the job.

Ÿ Checking the employee, who provide the desire service for the work honestly.

Ÿ Capability to handling given task .

Ÿ Implementing the correct procedure at the given work.

Ÿ Giving feedback about the work and giving some suggestions about the work to improve and to develop.

Ÿ At last at the performance check the management has to Provide feedback to the employee with the aim of motivating him/ her to eliminate performance deficiencies or to continue to perform his/ her work for better .

Organization main aim is to increase their sales and service standards for this the HRM is the main function for the performing of the strategic goals. Mainly HR performance is review by the compensations, promotions, transfers, functional benefits for the employees. HRM responsibility for the company is to ensure that the company's strategic and operational; goals are achieved.

Monitoring the HR performance :

HR performance is reviewed or monitored by giving the appraisals, compensations, rewards to the employees. As every company has to provide certain appraisals to the employees as it may be beneficial for the company by taking the same employees internal for the higher levels, not going for long process again , selecting and training the new employees. Monitoring the achievements for the employees

Promotions: By knowing their standard service and the internal vacancies for the higher positions they will give the promotions for the staff. This responsibilities carryout by the duty manager who have to know about each and every one employee that how they perform they task honestly to give best performance for the firm.

Compensations: compensations may be about pay rolls, bonus, incentives.


Transfers may be promoting the employees for the other branch to fill the gap for the man power .it depends on the vacancy of at the other branch so and need a good person for perform the better work the branch so they need to transfer.


As in every company there may be certain benefits for the employees , benefits may be like transport, medical checkup, insurance, discount on products. As it helps the company to develop by providing certain benefits

HRM responsibilities in an organization are:

Ÿ Implementing Human resource policies, procedures, Employee Handbook and developing them according to the requirement.

Ÿ Establish standards in all the procedures and maintaining them.

Ÿ Determine and recommended the employee relationship so as to create a positive awareness in all the employees by providing friendly culture and given priority for every one in the company.

Ÿ They should have to know that all the recruited staff had been conducted orientations, training, policies and procedures.

Ÿ It can be participating in strategic planning meeting if required.

Ÿ Work closely with governing body and with finance body so as to develop new policies and procedures

Ÿ Work closely with the all the departments so as to create good relations with all the employees.

Ÿ They have maintain a report and Providing to the managers monthly, quarterly, annually.

Ÿ Even performing the other activities if anything assigned by the administrative managers

Ÿ Motivating the employees so as to perform their work in a given time.

Ÿ HRM using the information system to improve the strategic planning, HR managers increasingly rely on information technology to help support their companies' strategic aims.

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Conclusion: ~

Conclusion of the HRM have to develop a Good relation with each and every staff as well customer for the success of the company, manipulation, best performance towards firm, company success will come from employees cooperation, Everything has to be manipulated by the HRM to build up motivated team to be effective in all operations for the success of the business. In this assessment we learn about knowledge of our good relationship and performance towards our job and responsibilities. So how can we maintain each and every one topic like staff relation, get training for good performance and our responsibilities so give best and standards work to develop our firm.

References :-

Human Resource Management by Gary Dessler, published by Prentice- Hall of India Private Limited, 2008.

Armstrong, Michael (2006). A Handbook of Human Resource Management Practice (10th ed.). London: Kogan Page..

The Columbia Encyclopedia (Sixth Edition ed.). Columbia University Press. 2005. ^ Encyclopædia Britannica. "Personnel administration is also frequently called personnel management, industrial relations, and employee relations".

Encyclopedia Britannica.

Ulrich, Dave (1996). Human Resource Champions. The next agenda for adding value and delivering results. Boston, Mass.: Harvard Business School Press.

"Human Resource Activities, Budgets and staff, 1999-2000."BNA Bulletin to Management, June 20, 2000.

Shelia Hicks, et al., Orientation Redesign Training and Development, July 2006.

Joe Mullich, "Hiring Without Limits," Workforce Management, June 2004 pp.52-60.

Jennifer Salopek, "Trends:Lost in translation," Training and Development, 2003.

Paul Harris, Anew Market Emerges". Training and Development, September 2003.

Wendell French and Cecil Bell Jr., Organization Development (Upper Saddle River, NJ:Prentice Hall,1995)

Nina McIntyre, "EIM Technology to successfully Motivate Employees," Compensation and Benefits Review, July 2001.

Brian O'Leary et al., "Selecting the Best and Brightest" Human Resource Management 41,no.3, (Fall 2002),pp. 25-34.

Michael carrell and christina Heavrin, Labour Relations and collective Bargaining (Upper Saddle river, NJ: prentice Hall, 2004).

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