Process Of Human Resource Management

Strategic Human Resource Management

Discuss about the Process of Human Resource Management.

I feel that the process of human resource management is one of the most important modules of the business model of any organization. This topic provided quite a comprehensive idea of the human resource management process in the Australian organizations and the corresponding markets. The process of human resource management is essentially all the activities taken up by the management of the organization to efficiently utilize the human resources available in the workplace. The topic provided examples of a number of organizations in the Australian industries and markets employing various strategies for the process of human resource management (Lengnick-Hall, 2013). I have experienced the effectiveness of the process of human resource management in my previous organizations along with its impacts on the performance of both the organization and the individual employees. In my previous organizations, the process of human resource management took care of a number of responsibilities in the business model. Some of these responsibilities were recruitment, dismissal, complaints, appraisals, employee engagement and training. I feel that all of these responsibilities taken care of, by the human resource management process lead to the better utilization of the human resources available to the organization. The HRM process in my previous organization practically ensured the management of the human resources from the time they get into the organization to the time they leave the organization. The learning from this topic allowed me to reconnect all of those responsibilities taken up by the HRM process in my previous organizations to the actual management theories and their effectiveness on the performance of the organization. I feel that the topic was quite successful in achieving the goal of describing most of the valuable concepts in the process of human resource management along with their effects on the performance of the organization (Storey, 2014). Reflecting on the success of this topic has helped me to gain better insight into the concepts and theories used for human resource management activities in the Australian industries and markets. The topic also allowed me to understand and realize the importance of the process of human resource management in the workplace of an organization, to a new depth (Hendry, 2012).

I think this topic of strategic human resource management covered a number of concepts related to the legal context for the process of human resource management. The topic described a number of concepts and theories to strategically integrate the human resource management process to the business model and strategy of the organization. I think that the topic gave an overall idea to the required activities for integrating the process of human resource management to the business model of an organization along with the legal context of such an integration. The topic covered the factors and elements affected by the integration of human resource management into the operational model of an organization in terms of the legal context for the process of HRM (Marler, 2013). Some of the legal context for human resource management are the maintenance of equality in the workplace, removal of discrimination from the workplace, maintenance of a safe environment and maintaining or protecting the clauses mentioned in the employment contracts of the employees in the workplace. I have experienced the human resource management process in my previous organizations to have similar responsibilities and roles in the workplace of the organizations. The HRM process in my previous organizations ensured the elimination of discrimination in the workplace through strict guidelines and penalty against the individuals involved in any kind of discrimination activity. The process of HRM also ensured that the workplace is healthy and safe for all the employees in the workplace through effective management of the assets and effective layout of the workplace (Truss, 2012). The employment contracts and the clauses mentioned in those contracts were also protected by the process of human resource management in the workplace of the organizations. I think the topic was successful in providing a comprehensive information regarding the legal context of the HRM process along with the integration of the process into the business and operational model of an organization. I realized the importance of the legal context for human resource management through the analysis and reflection of the topic. The analysis and reflection of the topic also allowed me to understand the elements and factors affected through the integration of the HRM process in the business model (Bratton, 2012).

Recruitment and Selection

This topic described a very important role of human resource management in the business model of an organization, which is to recruit and select the human resources for the workplace of the organization through a large number of prospects. The topic analyzed various activities involved in the process of recruitment and selection in an organization along with the importance of the presence of efficient recruitment and selection process in the workplace of an organization. I have experienced this role of human resource management in the workplace of my previous organizations. The initial communications with an individual were managed through the HRM process till the point I was onboarded into the organization. The initial discussions of the human resource managers with me allowed me to understand the requirement of the organizations and the role which had the vacancy in the corresponding organizations. I was being contacted by the human resource managers throughout the process of recruitment and selection. All of the recruitment and selection activities were facilitated by the human resource managers of the corresponding organizations (Mondy, 2016). The human resource managers that I interacted with, supported and helped me through the entire process of getting selected to work in the corresponding organizations (Jiang, 2012). The concepts and theories mentioned in the topic of the role of recruitment and selection of the human resource management process, allowed me to interconnect the concepts to my past experiences. I think the topic was effective in terms of achieving its goals of explaining the recruitment and selection responsibilities of the human resource management process in the workplace of an organization. The analysis and reflection of the topic allowed me to realize the effectiveness of the HRM process in carrying out the recruitment and selection activities in the workplace of an organization. The reflection on the topic also allowed me to realize the implementation of the theories and concepts mentioned in the topic in my past experience. The analysis of the topic also suggests that the topic was successful in achieving the objectives of explaining these concepts in an effective and efficient manner (Purce, 2014).

This topic covers two of the most important aspects of the process of human resource management. The concept of workplace diversity is related to the maintenance of a diverse workforce in an organization to yield a lot of values from the differences among the employees in the workplace of an organization. The concept of work-life balance is related to the mechanism in the workplace of an organization to allow the employees to have a perfect balance between their professional and personal lives. These concepts described in this topic are considered to be the responsibilities of the human resource management process in the workplace of an organization. The topic suggests that the HRM process in the workplace is responsible for maintaining a workforce including individuals from various cultural backgrounds, different family backgrounds with different skills, age and expertise (Mathis, 2016). This in turn allows the management of the organization to have a diverse workforce capable of providing effective opinions in different situations and capable of handling different problems efficiently. The topic also provides effective evidences for the success of the organizations through the maintenance of diverse workforce. In my past experience, I have realized that the HRM process gives a lot of importance to the maintenance of diversity in the workplace of the organization. I have experienced the HRM process to consider various characteristics of the individuals before recruiting them for any of the business processes in the workplace. For example, I have experienced that the HRM process in my previous organization to ensure that the individuals recruited for a particular business process to have an even distribution of the individuals having all the required expertise. The topic suggests the importance of the aspect of the HRM process to provide good work-life balance to the employees in the workplace of the organization, to be quite high (Armstrong, 2014). I have experienced the HRM process in my previous organizations to put a lot of focus at providing work-life balance to the employees in the workplace. For example, one of the organizations, where I was working previously used to provide facilities to the employees to work from home at their convenience. This in turn allows the employees to manage a good work-life balance. I think the topic successfully described the importance of maintaining workplace diversity and work-life balance by the HRM process in the workplace of an organization. The reflection on the topic allowed me to realize the implementation of these aspects of the HRM process in the real-world scenarios I have experienced in the past (Berman, 2015).

References

Armstrong, M. and Taylor, S., 2014. Armstrong’s handbook of human resource management practice. Kogan Page Publishers.

Berman, E.M., Bowman, J.S., West, J.P. and Van Wart, M.R., 2015. Human resource management in public service: Paradoxes, processes, and problems. Sage Publications.

Bratton, J. and Gold, J., 2012. Human resource management: theory and practice. Palgrave Macmillan.

Hendry, C., 2012. Human resource management. Routledge.

Jiang, K., Lepak, D.P., Hu, J. and Baer, J.C., 2012. How does human resource management influence organizational outcomes? A meta-analytic investigation of mediating mechanisms. Academy of management Journal, 55(6), pp.1264-1294.

Lengnick-Hall, M.L., Lengnick-Hall, C.A. and Rigsbee, C.M., 2013. Strategic human resource management and supply chain orientation. Human Resource Management Review, 23(4), pp.366-377.

Marler, J.H. and Fisher, S.L., 2013. An evidence-based review of e-HRM and strategic human resource management. Human Resource Management Review, 23(1), pp.18-36.

Mathis, R.L., Jackson, J.H., Valentine, S.R. and Meglich, P., 2016. Human resource management. Nelson Education.

Mondy, R. and Martocchio, J.J., 2016. Human resource management. Pearson.

Purce, J., 2014. The impact of corporate strategy on human resource management. New Perspectives on Human Resource Management (Routledge Revivals), 67.

Storey, J., 2014. New Perspectives on Human Resource Management (Routledge Revivals). Routledge.

Truss, C., Mankin, D. and Kelliher, C., 2012. Strategic human resource management. Oxford University Press.