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2024-Module 1-Human Resource Management Overview
2024-Module 1-Human Resource Management Overview
Throughout this module, we will explore the evolution of HRM, its importance in
organizational success, and the various functions it encompasses. We will delve into the
processes that HR professionals undertake to attract, retain, and develop a talented
workforce, while aligning HR strategies with overall business objectives.
By the end of this module, you will gain a comprehensive understanding of the integral
role HRM plays in fostering a productive and motivated workforce. You will also be
equipped with the knowledge to recognize the strategic significance of HRM practices
and how they contribute to an organization's overall success. Let's embark on this
journey to discover the dynamic world of Human Resource Management.
In the modern era of HRM, businesses recognize human capital as a critical asset.
HR professionals are engaged in strategic planning, talent acquisition, training,
and performance management. Technology plays a pivotal role, streamlining HR
processes and enabling data-driven decision-making. Furthermore, the concept
of "employee engagement" gained prominence, emphasizing a holistic approach
to creating a motivated workforce.
Looking ahead, HRM continues to evolve. The rise of remote work, globalization,
and diverse workforces presents new challenges and opportunities. HRM now
focuses on fostering inclusivity, adapting to rapid technological advancements,
and navigating dynamic organizational landscapes.
Lastly, HRM upholds ethical and legal standards. It ensures compliance with labor
laws, anti-discrimination regulations, and ethical guidelines, safeguarding both
employees' rights and the organization's reputation.
5. Integration with Marketing and Sales: HRM plays a role in shaping the
organization's brand image through the recruitment and selection
process. The alignment between HR and marketing ensures that potential
employees perceive the organization positively and are aligned with its
values and culture.
6. Interaction with Legal and Compliance: HRM partners with the legal and
compliance departments to ensure that employment practices adhere to
labor laws, anti-discrimination regulations, and ethical standards. This
collaboration safeguards the organization from legal risks and upholds
employee rights.
2. Remote Work and Flexibility: The rise of remote work has accelerated,
giving rise to a hybrid work model. HRM is tasked with ensuring that
remote employees remain engaged, productive, and connected while also
addressing challenges related to work-life balance, communication, and
performance assessment.
4. Talent Shortages and Global Sourcing: The war for talent continues as
organizations seek specialized skills. HRM explores global talent pools
through international recruitment, remote work arrangements, and
leveraging freelance and gig workers.
1. Equal Opportunity and Diversity: Ethical HRM ensures that all employees
are treated with fairness, irrespective of their background, gender, race,
or other characteristics. Discrimination-free recruitment, promotions, and
compensation reflect a commitment to equal opportunity and diversity.
10. Social Responsibility: Ethical HRM takes into account the broader impact
of its decisions on society and the environment. Sustainability, social
responsibility, and ethical sourcing are integral parts of HRM's
considerations.
3. Equal Pay Laws: Equal pay laws mandate that employees performing
similar roles receive equal compensation, regardless of their gender or
other protected characteristics.
4. Workplace Safety Laws: HRM is responsible for creating a safe and healthy
work environment. Compliance with workplace safety laws ensures that
employees are protected from hazards and that proper safety protocols
are in place.
6. Family and Medical Leave Laws: Employees' rights to family and medical
leave are protected by law. HRM must understand and administer leave
policies that comply with these laws, providing employees with necessary
time off while safeguarding their jobs.
Written Assignment
Task: In this assessment, you will be required to analyze a case scenario involving various
HRM concepts and apply your understanding of the overview of Human Resource
Management to provide solutions and recommendations.
Case Scenario: You are a newly appointed HR manager in a mid-sized organization. The
organization is experiencing rapid growth and expansion. As part of your role, you have
ASSESSMENT been tasked with addressing several HR challenges that have arisen due to the growth
phase. The challenges include issues related to recruitment and selection, employee
development, diversity and inclusion, and ethical considerations.
Instructions:
1. Analyze the Situation: Begin by analyzing the challenges outlined in the case
scenario. Identify the specific HRM concepts and principles that are relevant to
each challenge.
2. Provide Solutions: For each challenge, propose practical solutions and strategies
that align with HRM best practices. Explain how each solution addresses the
challenge and contributes to the overall success of the organization.
3. Support with Theory: Support your solutions with relevant HRM theories,
concepts, and principles discussed in the module. Explain how your proposed
solutions are rooted in sound HRM practices.
4. Consider Legal and Ethical Implications: Address any legal and ethical
considerations associated with your proposed solutions. Ensure that your
recommendations are compliant with labor laws and ethical standards.
5. Integration of Global Trends: Discuss how the global trends in HRM, as covered
in the module, could influence the organization's approach to addressing these
challenges.
Assessment Criteria:
Submission Guidelines:
This assessment aims to assess your comprehension of HRM concepts, your ability to
analyze real-world HR challenges, and your capacity to propose effective solutions
aligned with best practices and ethical considerations.
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I 1. Ferrer, A., Arcega, C., & Pereda, M. (2020). *Human Resource Management Revised
Edition*. Unlimited Books Library Services & Publishing Inc.
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2. Barboza, P., Viernes, V., & Montoya, R. (2019). *Job Analysis & Design*. Unlimited
Books Library Services & Publishing Inc.
REFERENCES
3. Berger, L. A., & Berger, D. R. (Eds.). *The Talent Management Handbook: Creating
Organizational Excellence by Identifying, Developing and Promoting Your Best
People*. McGraw-Hill.
4. Dessler, G. (2019). Human Resource Management (16th ed.). Pearson.
5. Gomez-Mejia, L. R., Balkin, D. B., & Cardy, R. L. (2016). Managing human resources
(8th ed.). Pearson.
6. Kramar, R., & Syed, J. (2012). Strategic human resource management in a changing
environment: Assessing the roles of HRD and HRM. Human Resource Development
International, 15(3), 275-293.
7. Lepak, D. P., & Gowan, M. A. (2010). Human resource management: Managing
employees for competitive advantage. Pearson.
8. Mathis, R. L., Jackson, J. H., & Valentine, S. R. (2017). Human resource management
(15th ed.). Cengage Learning.
9. Noe, R. A., Hollenbeck, J. R., Gerhart, B., & Wright, P. M. (2019). Fundamentals of
Human Resource Management (8th ed.). McGraw-Hill Education.
10. Stone, D. L., Deadrick, D. L., Lukaszewski, K. M., & Johnson, R. (2015). The influence
of technology on the future of human resource management. Human Resource
Management Review, 25(2), 216-231.