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HRM Strategic Assignment

In reality, assets like equipment and supplies, monetary capacity like cash, credit, and debt, and human resources are the three most important resources that businesses and organizations depend on (Bombiak, 2019). Company or Business A well-thought-out strategy, product or service and operational strategy are required, but it all depends on the ability of the company’s employees to implement strategies, plans and procedures in order to Business to Succeed Everything We Do revolves around people. Human resource management organizations can be more profitable, lead more skillfully, build brand loyalty, and do better work. The success of any organization is determined by its human resources function (Stahl, 2020). The success of your business strategy. Human Resource Management (HRM) consists of running a company’s most valuable asset: its people (Kundu, 2017). HRM provides the company with the best systems and infrastructures that generate higher profits and team cohesion.

Human resource management is an important perspective for the workforce, development and staff well-being of an institution. All management decisions and activities that affect the organization’s relationship with its people – or, in other words, its human resources – are called human resource management. HRM (Bombiak, 2019) is the administration of all decisions relating to people made within a company (Bombiak, 2019). It focuses on improving employee productivity and maximizing the intellectual resources of the business in order to achieve business goals. HRM ensures that guidelines and requirements are followed consistently and effectively (Stahl, 2020).Human resource management exists to strike a balance between the demands and satisfaction of employees, as well as the profitability of a business and its ability to meet its goals.

HRM, on the other hand, is an approach for making the most of people’s resources, encouraging personal development, and ensuring that government guidelines are followed in practice. HRM is more generally observed in large companies and its main objective is to align the objectives of the company and the staff. It takes employees who can help a business achieve its goals (Kundu, 2017). Employees can effectively and efficiently contribute to the achievement of an organization’s goals with the help of a strong human resource management system. To understand human resources, you must first understand the responsibilities of human resources.HRM has three functions: administration, operations, and advice.

Some instances of management duties are as follows: HRM’s planning function ensures that people and jobs are a suitable match for the company while reducing labor shortages and surpluses. The HRM process is divided into four steps: Analyzing existing human resource availability, forecasting human resource need, balancing expected human resource demand with supply, and connecting the three processes to achieve corporate goals Organizing: Organizing is an HRM function that comprises developing an organizational structure to guarantee the achievement of organizational goals. To describe the structure, an organization chart is typically employed, which visually depicts the chain of command inside a firm. directing: This requires inspiring personnel at all levels and ensuring that they contribute their fair share to the company’s objectives. This HRM position is in charge of motivating and ordering people to achieve their best potential.

Controlling is another management function: an employee’s performance must be checked, confirmed, and contrasted to organisational goals after planning, organizing, and directing. If performance deviates from the plan, control measures must be taken. The goal of the operation Recruitment and selection are included: Recruitment and selection create a pool of candidates from which the top candidates are chosen. Job Analysis and Planning: This HRM duty comprises describing the nature of the job, as well as the qualifications, skills, and experience necessary for a certain role inside a business (Kundu, 2017). To achieve organizational goals, this job is crucial for combining tasks, duties, and obligations into a single work unit. The second important function of HRM is performance management, which entails evaluating and analyzing employee productivity.

Learning and Development (L&D) is an HRM element that assists employees in gaining new skills and information that will enable them to do their jobs more effectively. Under L&D, employees are also trained for higher-level tasks. Establishing pay for different job types and compensations, as well as incentives, bonuses, and benefits linked with a job function, are all part of HRM. Staff Welfare: This position is in charge of a wide range of services, benefits, and facilities provided to workers in order to assure their well-being. According to a MetLife poll, 51% of businesses feel that using health and wellness incentives to retain employees would become even more important in the next 3 to 5 years. HRMS: This role requires, among other things, storing, archiving, and accessing worker data such as employment record, work hours, and income background.

In a small company, the managers may do all of the responsibilities themselves or hire consultants on an as-needed basis. HRM functions, on the other hand, become more difficult as firms grow larger. HRM experts that specialize in specific areas of HRM, such as personnel selection or compensation administration, will be found in larger businesses’ “HR Departments” (or similar names). Human resource management services are increasingly contracted out to consultants working on a contract basis. This approach allows small businesses that do not have in-house HR management employees to benefit from the expertise of HR specialists. Human Resources is a collaborative effort between professional staff and line managers in companies with internal professional HRM employees. Professional human resources staff and line managers must have the right mix of responsibilities for this process to be successful. None of them should be making decisions on their own.

Human resources managers have the responsibility of the most critical aspect of an institution’s expansion: a productive and happy workforce. To do this, workers must be considered as assets rather than liabilities (Bombiak, 2019). Competent personnel, like any other asset, can be strategically used to boost a share profitability. The human resources management team advises the management team on how to handle and manage business assets effectively. This procedure comprises hiring and engaging individuals with certain skill sets in order to meet the company’s current and long-term goals, as well as organizing employee benefits and offering staff training and development. HR experts are consultants rather than workers in a single business function in this sense; they make judgments based on a variety of human resource issues and how they might help the company achieve its goals.

An HRM team may assist a business in gaining a competitive edge by expanding its skills in order to provide a unique mix of goods or services to its customers. To develop successful human resources, private businesses compete in a “battle for talent.” It’s not just about acquiring talent; it’s also about keeping people happy and helping them grow and stay engaged over time. Human resource management necessitates succession planning to meet not just the changing objectives of an employer, but also the ever-changing competitive labor market. Employee remuneration packages must be assessed for their cost to the firm on a regular basis. Employers can increase employee retention by include vacation days, flexible work hours, or retirement account adjustments in their benefits packages. For example, numerous human resource specialists recently recommended that regular health plans include preventative healthcare aspects to help with employee recruitment and retention.

In conclusion, setting norms and standards, educating line managers on workplace concerns, ensuring legal compliance, and keeping their specialized expertise up to date should all be part of the “Staff” HRM duties (Bombiak, 2019). Line managers are in charge of policy execution, as well as employment guidance and control (Stahl, 2020). Line managers are supported by skilled HR management staff throughout the process, but line managers are ultimately responsible for many of their workers’ day-to-day decisions and management. It’s critical to find the right balance.!


Bombiak, E., & Marciniuk-Kluska, A. (2019). Socially responsible human resource management as a concept of fostering sustainable organization-building: Experiences of young Polish companies. Sustainability11(4), 1044.

Stahl, G. K., Brewster, C. J., Collings, D. G., & Hajro, A. (2020). Enhancing the role of human resource management in corporate sustainability and social responsibility: A multi-stakeholder, multidimensional approach to HRM. Human Resource Management Review30(3), 100708.

Kundu, S. C., & Lata, K. (2017). Effects of supportive work environment on employee retention: Mediating role of organizational engagement. International Journal of Organizational Analysis.


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