Tradition Of Human Resource Management Commerce Essay

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The tradition of human resource management is to be apprehensive by means of every single one aspect of how individuals are in employment as well as managed within organizations.

It covers performance such as strategic HRM, human capital management, corporate social responsibility, knowledge management, organization development, resourcing(human resource planning, selection and recruitment, and aptitude management), performance management, learning and development, reward management, employee relations, employee well-being and health and safety and the stipulation of member of staff armed forces.

HRM tradition have well-built theoretical foundation drained commencing the behavioural sciences as well as from strategic management, human capital and industrial relations theories. These bases have been built through the assist of a mass of investigate projects.

The main aim of HRM is based lying on a management- as well as business-oriented values. It is apprehensive through the total interests of the organization and the main objectives. The comforts of the members of the organization are predictable although subordinated towards individuals of the enterprise. Consequently the significance emotionally involved to strategic integration and strong cultures, which flows commencing top management's vision and leadership, plus which necessitate individuals who will be dedicated towards the strategy, who will be flexible to the changes and who will always fit culture. Thus human resource management is a great job to serve the organisation which helps in obtaining the main goal and concentrating more on vision, mission core values of the organisation.

What is human resource management


Human resource management is the process of analyzing as well as controlling organizations human resources requirements towards to ensure fulfilment of its strategic objectives.

Commitment - HRM policies are designed to ensure the commitment of people to their work and to their organisation.

Competence - HRM policies are designed to attract, train and develop the right people with the right skills and knowledge needed now and in the future.

Cost Effectiveness - HRM is designed to achieve cost effectiveness in terms of salaries, wages and benefits; and through reduction of turnover, absenteeism and industrial unrest.

Congruence - HRM policies seek to achieve consistency between management and employees emphasising values of team work.

The main goals of HRM are as follow:-

Assorted, extremely skilled, dynamic, healthy, and professional workforce.

Blond and legitimate conduct of all employees.

Exceedingly effectual supervisors, leaders and managers.

Functioning brilliance within the delivery of all Human Resource and Occupational Medicine forces and functions.

Configuration of HR policies processes with the organization's desires and goals.

Comparison of Human resource management and Personnel management

Distinguishing between "Personnel management" and "Human resource management"

Human Resource Management (HRM) is the function within an organization that focuses on recruitment, management, selecting the right people for the right job and providing direction for the people who work in the organization. Human Resource Management can also be performed by line managers.

Personnel Management is the administrative discipline of hiring and developing employees so that they become more valuable to the organization. It includes conducting job analyses, planning personnel needs, and recruitment, selecting the right people for the jobs, orienting and training, determining and managing wages and salaries, providing benefits and incentives, appraising performance, resolving disputes, communicating with all employees at all levels. According to the historical development the four roots of personnel management are:- The welfare tradition, The industrial relation tradition, The control of labour tradition and The professional tradition.

1. Personnel management deals with employees, their payroll and employment laws. On the other hand, Human Resources Management deals with the management of the work force, and contributes to an organization's success.

2. HRM basically deals with developing personnel management skills. Human Resources management is where the management develops a team of employees for an organization.

3. While Personnel management is considered to be reactive, Human Resources Management is stated to be proactive.

4. Personnel management focuses on administrating people or employees. On the other hand, the prime focus of Human Resources Development is to build a dynamic culture.

5. Personnel management is independent from an organization. On the contrary, Human Resources Management forms an integral part of a company or an organization.

6. Personnel management is concerned with people at work and their relationship within work and more on recruitment and managing employees within the organisation where as Human resource management is wider with comparing demand and supply of labour and eliminating gaps between them (shortages and surpluses of workers)

1.1.2 A brief introduction on the two organizations selected

I have selected two companies, to evaluate human resource behaviors of the organizations. Both are privatized organizations and which is in the banking industrial sector. Those are

HSBC- This is a multi-national company which is called as "The world's local bank" The main branch of the bank is located in the U.K. The central committee supervises all the branches. Every country of domestic branch has its own autonomy.

HNB Assurance - This is a public limited liability company which was incorporated in Sri Lanka on 23rd August 2001 under the Companies Act, No 17 of 1982. The Company which was known as HNB Assurance Ltd., changed its name to HNB Assurance PLC during the year 2007 as required by the Companies Act, No 7 of 2007. (Hnb 2012)

Human resource function which is not performed under personnel management at the HSBC

The strategic fit and integration of HSBC will only be performed through HRM department not through personnel management. This is because compared to personnel management, human resource management is more developed and highly considering on the organization goal and according to situation drained the human resource managers knows to implement the new commitment towards to achieve a challengeable competence by performing the 'right thing at the right time'.

The functions of a human resource manager at HSBC

Manpower planning

Recruitment and selection of employees

Employee motivation

Employee evaluation

Organizational relation

Provision of employee service

Employee education, training and development

Manpower Planning is also known Human Resource Planning it consists in placing the right number of people, right kind of people at the right place, right time, performing the right possessions intended for which they are appropriate planned for the achievement of goals of the organization.

Recruiting and selecting of employees is done by the HRM in order to attract highly qualified individuals to HSBC, to provide an equal opportunity for potential job seekers to apply for vacancies. And selection will be processed as to systematically collect information about each job seeker's ability to meet the requirements of the advertised position, to select a candidate which will be successful in performing the tasks and meeting the responsibilities of the position.

Employee motivation describes an employee's intrinsic enthusiasm concerning as well as drives en route for achieve employment. all employee is motivated regarding something in his or her life. Motivating employees regarding work is the blend of rewarding the employee's requirements and expectations from work and place of work factors with the intention of facilitate employee motivation. Ex: promotions, best performer awards, fringe benefits and etc.

1.2.1The responsibilities of human resource managers at HSBC

The role and responsibilities of human resources (HR) is an essential element of an organization's success. Why - because it manages and influences the organization's most valuable asset, which are the people who employed within the organisation. "Human Resources Management (HRM) consists of an organizations "people practices"--the policies, practices and systems that influence employees' behavior, attitudes, and performance" (Fundamentals of Human Resource Management, 2004). These human resources, if they are well managed, have the potential to be a source of sustainable, competitive, advantage, contributing to basic objectives such as quality, profits, and customers satisfy, etc.

HR Manager is one of the most important key to open a lock hanging on the door of success in an organization. If an HR Manager is efficient enough to handle and to take out best from his team members any organization and can achieve more from his target goals. HR manager plays a very important role in hierarchy, and also in between the higher management and low level employees. Goyal, A (2011). Stated below are major responsibilities of HR Manager: -


To maintain and develop HR policies, ensuring compliance and to contribute the development of corporate HR policies.

To develop the HR team, to ensure the provision of a professional HR service to the organization. Manage a team of staff. Responsible for mentoring, guiding and developing them as a second line to the current position.

To ensure timely recruitment of required level / quality of Management staff, other business lines staff, including non-billable staff with appropriate global approvals, in order to meet business needs, focusing on Employee Retention and key Employee Identification initiatives.

Provide active support in the selection of Recruitment agencies which meet the

corporate standard. Ensure Corporate Branding in recruitment webs and advertisements.

Develop, refine and fine-tune effective methods or tools for selection / or provide

external consultants to ensure the right people with the desired level of competence are brought into the organization or are promoted.

Prepare information and input for the salary budgets. Ensure compliance to the

approved salary budget; give focus on pay for performance and salary benchmarks where

available. Ensure adherence to corporate guideline on salary adjustments and promotions. Coordinate increments and promotions of all staff.

To develop the HR business plan.

Ensure appropriate communication at all staff levels.

To maintain and develop leading edge HR systems and processes to address the

effective management of people in relation to the following in order to maintain competitive advantage for:

Performance Management.truth-about-success

Staff Induction.

Reward and Recognition.

Staff Retention.

Management Development / Career Development.

Succession Planning.

Competency Building / Mapping.

Compensation / Benefit programs.

To facilitate / support the development of the Team members

To facilitate development of staff with special focus on Line Management

To recommend and ensure implementation of Strategic directions for people

development within the organization.

Ensure a motivational climate in the organization, including adequate

opportunities for career growth and development.

Administer all employee benefit programs with conjunction with the Finance and

Administration department.

Provide counsel and assistance to employees at all levels in accordance with the

company's policies and procedures as well as relevant legislation.

Oversee the central HR Administration -

Employee offer letters.

Salary letters and employment contracts.

Approve updated organizational charts on a monthly basis and maintain.

Complete/accurate personnel records.

Co-ordinate the design, implementation and administration of human resource

policies and activities to ensure the availability and effective utilization of human resources for meeting the company's objectives.

Responsible for Corporate HR function.

Responsible for overall centralized HR admin function

Counseling and Guidance cell - provide support to Managers in case of

disciplinary issues.

The contribution of HR Manager towards organizational goal.

The contribution of a human resource manager to an organisation's goal is vital since they play a high effective role on achieving the objectives and succeeding a positive outcome through strategic application

Human resources professional encompass several roles within an organization. They are liable for formulating strategies with the intention of focus on recruiting and retaining top employees plus overseeing projects to facilitate promote company-wide productivity. Most human resource management departments have power over the overall operations of a business, making the department a key element of the success in achieving its organisation's objectives.


Evaluation of line managers roles and responsibilities in human resource management at both HSBC and HNB Assurance

What are line managers?

Many individuals imagine that there is no variation between line managers and human resources. However, they encompass parallel responsibilities; however they donate in diverse perspective within the company.

Line managers are responsible intended for serving as well as enforcing the employment surroundings of dignity. They manage the individual responsibility by means of making decision lying on projects plus also the people through preventing employment mistakes. They furthermore work integrated by human resource professionals.

Line Managers roles

Placing the right person in the right job

Starting new employees in the organisation

Training employees for jobs that are new to them

Protecting employees health and physical

Interpreting the companies policies and procedures

Controlling labour cost

The role of front line managers

Managing individuals

Managing operational costs

Providing technical expertise

Organising work allocation and schedule

monitoring work processes

Checking quality

Dealing with customers/clients

Measuring operational performance

At HSBC there is a specific line managers department which is spilt into many aspects. Each line manager is responsible to carry its department throughout an effective dignity. Hence HR managers are those who guide the line mangers. They always give the correct target to be achieved as well as the methodology so in HSBC the line managers will have to interpret company's policies and procedures this can be done through presentations, seminars and etc. In case of recruiting new staffs, new staffs won't know much about the HSBC's internal culture such as following the rules and regulations simply policies and procedures hence the line managers are responsible for making new employees aware of the company policies and procedures.

At HND Assurance here also there is a set of line managers who are responsible for their department. In here the line managers will have to train employees for jobs which are new to them. The recruitment of new staffs in HND Assurance won't have a lot knowledge in performing to the job since that type of a particular job maybe very new to them hence in order to that, training programs and workshops should be implemented to give the employees the best knowledge of the job and what they have to do. This is vital process to improve the performance of the organisation.

All these above mentioned roles in both companies will be performed through line managers in human resource management.

Identification of legal and regulatory frame work

Legal frame work- This is the legislation which governs trade unions in operation of the industrial relations institution, as well as the Labour Relations task, the Labour Court, Rights Commissioners, Employment appeal tribunal, combined Labour committee and dual Industrial Councils.

Legal frame work is frequently updated in a particular region to develop the framework for accomplishment union and dispensation dispute. Legal frame work also address the verification of keeping desires laid away below a variety of statute as well as inspect by the National Employment Rights Authority (NERA).

Regulatory frame work is where a system of regulations also the resources to implement them, more often than not traditional by a government to regulate a specific activity.

1.4.1 The analysis of impact on legal and regulatory frame work in human resource management

The legal and regulatory frame works these play a high role in HRM and more on employees benefit hence

Positive act is defined as positive ladder engaged in the direction of increase the illustration of women and minorities within area of employment, education, and business on or after which they have been disqualified.

Positive act refers to policies) that take race, gender, or ethnicity into account in an attempt to promote equal opportunity. It is supposed to maximize diversity in all levels of society and to redress disadvantages due to voluntary discrimination.

The Civil Rights Act of 1964 was put in place so minorities would have a chance to get good jobs, housing, and a good education. This Act states that employers cannot discriminate against any American based on their race, color, gender, religion, and national origin. Employers put into effect Affirmative Action Plans in which they state that they will hire minorities to fill certain positions within their company. These plans are not to be confused