Strategic Human Resource Management
The report helps in analyzing the importance of the human resource management in different organizations. The proper purpose of the strategic human resource management has to be analyzed as this will help in analyzing the different steps in the strategic human resource management process.
The main aim and purpose of the report is to analyze the different major areas of the human resource law along with proper recruitment as well as selection process. This will help in getting the right individuals for the managerial success as well. Proper strategic human resource planning has to be done as this will help in understanding the different observations and proper determination of basic elements of the job has to be described.
The structure of the report will include the importance of the strategic human resource planning as well as the different legal requirements of the human resource management. The proper program related to performance appraisal as well as training and orientation has to be analyzed as this will help in managing teams effectively in the organization.
HRM consists of different activities that perform to properly develop, attract as well as retain the effective workforce in the organizations. The main purpose of the strategic HRM is to obtain work performance that is optimal in nature and this will help in realizing the mission as well as vision of company. There are different concepts in the HRM that are as follows:
- Social Capital – The productive prospective o strong as well as cooperative relationships (Budhwar and Debrah 2013).
- Human Capital – The productive potential of the knowledge of employees in the organization (Brewster and Hegewisch 2017).
Strategic Human Resource Planning helps in consisting of proper development of comprehensive as well as systematic strategy for proper understanding of requirements of the employees along with predicting the future requirements of the employees in the organization as well. In order to understand the requirements of the current employees, proper determination of the analysis of job is essential in nature with proper observation and analysis. The description of the job can be written as well as oral in nature that will help in summarizing the job of the holder properly.
There are different areas of human resource law that the managers of the organizations have to be properly aware of that are as follow:
- Proper labor relations has to be applied by different organizations as this will help in settling disputes among the employees in the organization relating to different benefits, compensation as well as security relating to the job as well
- The different benefits as well as compensation are covered under the act of Occupational safety as well as health Act of year 1970 and there is other acts as well that is related to the protection of the women employees in the organization as there is sexual harassment in the organizations (Brewster et al. 2016).
- Lastly, proper equal employment opportunity Commission has to be properly established by the organizations as this will reduce the discrimination among the employees in the organization. Proper affirmative action has to be undertaken by the different organizations as this properly focuses on the achieving proper equality of opportunity within the organization.
The sexual harassments that take place in different organizations and create adverse situations in the organizations and this can be of two different types:
- Quid pro quo kind wherein it causes direct injury that is economic in nature
- Hostile environment wherein the individuals working in the organization has experienced harassments as well as other offensive situations in the work environment as well.
Proper recruitment is defined as the process of attracting different qualified applicants for the jobs that are open in different organizations. The proper internal recruitment is making the individuals already employed by the different companies aware of the different kind of openings in the organizations. Secondly, the external kind of recruitment includes attracting the applicants of job from outside the respective company (Bolman and Deal 2017).
This can be also known as external recruitment. The most useful approach in the external recruitment is the job preview that is realistic in nature that provides the candidates a clear picture of negative as well as positive features or characteristics of job as well as the organization before the candidate is hired (Kramar 2014).
Furthermore, selection process is proper screening of the different candidates as well as attracting qualified candidates as this will provide the organizations the best individuals and this can be resourceful for the organizations as well. There are different tools for selection such as:
- Proper background information is essential with the help of application forms, curriculum vitae as well as other reference checks (Truxil et al. 2014)
- There are three ways of conducting interview such as unstructured interview that includes probing kind of questions as this will help in analyzing the ideas of the candidates, on the other hand structured interview includes asking applicants the same kind of questions and differentiating between them as well (Storey 2014). Lastly, the employment tests are considered legally in the decision making process that consists of personality, performance as well as ability tests among the individuals.
Legal Requirements of Human Resource Management
These are the different techniques that are applied by the different organizations in order to analyze as well as understand the different legal considerations with help of different tests that are free from any kind of bias.
There are three processes through which the newcomers in the organization are helped in performing better through proper orientation, training as well as development. The proper orientation consists of the helping newcomers’ fir properly in the organization and job (Jackson, Schuler and Jiang 2014). Proper training is essential and it has to be distinguished from proper development and refer to the educating the operational as well as technical employees in helping them to perform better in the organization (Marchington et al. 2016).
Proper development has to be done in terms of proper training and educating the professionals as well as managers in skills they require to do in their jobs in future. Both on and off job training techniques can be applied as this will help in making the employee learn about handling different difficult situations.
Performance Appraisal includes proper assessment of the performance of employees and providing them with proper feedback as well. The appraisal is generally of two kinds such as subjective as well as objective. There are two reasons for having appraisals that is objective in nature wherein the results are measured and it is even harder to challenge legally. The appraisal that is objective in nature is based on different facts and they are numerical in nature as well. Furthermore, subjective appraisals are generally based on perception of managers including the traits and behavior of the employees in the organization. The appraisals that are related to trait are ratings of the attributes that are subjective in nature such as leadership as well as attitude.
There are different appraisals that are made by the managers and there can be self appraisals as well. The 360 degree assessment will help in analyzing the weaknesses and threats of the employees by conducting proper analysis themselves. The feedback of effective performance can be properly affected in two ways such as formal and informal appraisals. Formal appraisals are properly conducted at times throughout the year throughout the year and this is based on proper performance that has been established in advance. Informal appraisals are properly conducted in unscheduled basis as well as consist of rigorous indications of performance of employees (Armstrong and Taylor 2014).
The compensation has three parts that are wages, salaries, benefits as well as incentives. In the first category of salary as well as wages, the actual concept of basic pay includes the basic wages as well as salary that have to be paid to the employees as they are performing different tasks. The incentives include proper commissions, profit sharing plans as well as stock options. Lastly, benefits are the additional forms of compensation that includes plans for retirement as well as other family leave as well.
The managers must manage transfers, dismissals, disciplining as well as promotions. In considering promotions, the managers of the organization must be concerned about non discrimination, fairness as well as other resentment of employees (Alfes et al. 2013). The transfers of employees to a different kind of job with same kind of responsibility will take place in order to solve the organizational issues and this even broadens the experience to resentment of employees (Sparrow, Brewster and Chung 2016). The employees who are performing poor in their tasks need to be made more disciplined as well as dismissals may properly consist of downsizings, firings as well as layoffs.
Conclusion
Therefore, it can be inferred that proper implementation of strategic management is essential in nature as this will help the managers of organization to properly understand the requirements of employees in the workplace. The different concepts have been discussed as this will help in understanding the requirements of current employees as well as proper prediction has been done for the future requirements of employees. The recruitment and selection procedure has been discussed in order to understand the different orientation as well as training programs. The performance appraisal methods has been discussed as well that provided proper idea on the different employees in the organization.
References
Alfes, K., Shantz, A.D., Truss, C. and Soane, E.C., 2013. The link between perceived human resource management practices, engagement and employee behaviour: a moderated mediation model. The international journal of human resource management, 24(2), pp.330-351.
Armstrong, M. and Taylor, S., 2014. Armstrong’s handbook of human resource management practice. Kogan Page Publishers.
Bolman, L.G. and Deal, T.E., 2017. Reframing organizations: Artistry, choice, and leadership. John Wiley & Sons.
Brewster, C. and Hegewisch, A. eds., 2017. Policy and Practice in European Human Resource Management: The Price Waterhouse Cranfield Survey. Taylor & Francis.
Brewster, C., Houldsworth, E., Sparrow, P. and Vernon, G., 2016. International human resource management. Kogan Page Publishers.
Budhwar, P.S. and Debrah, Y.A. eds., 2013. Human resource management in developing countries. Routledge.
Jackson, S.E., Schuler, R.S. and Jiang, K., 2014. An aspirational framework for strategic human resource management. Academy of Management Annals, 8(1), pp.1-56.
Kramar, R., 2014. Beyond strategic human resource management: is sustainable human resource management the next approach?. The International Journal of Human Resource Management, 25(8), pp.1069-1089.
Marchington, M., Wilkinson, A., Donnelly, R. and Kynighou, A., 2016. Human resource management at work. Kogan Page Publishers.
Sparrow, P., Brewster, C. and Chung, C., 2016. Globalizing human resource management. Routledge.
Storey, J., 2014. New Perspectives on Human Resource Management (Routledge Revivals). Routledge.
Truxillo, D.M., Cadiz, D.M., Rineer, J.R. and Jackson, S., 2014. The aging workforce: Implications for human resource management research and practice. Oxford handbooks online: Business & management. Oxford UP: UK. doi, 10, p.1093.
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