Learning Activity 17: Human Resources Management

In Partial Fulfillment of the Requirement in the Subject:

Human Behavior in Organization
HRM 2131 (2-166)

Submitted to:
Sir Caesar M. Billones

Submitted by:
Fatima Jean L. Bueno
BS Management Accounting 3-C

September 15, 2022

Introduction
We often hear the term “HRM” and as we all know, there are several meanings for the
term “HRM”. However, in this particular topic, the term “HRM” is referring to human
resource management. As we go through this topic, we shall be able to define human resource
management, its basic functions, and distinguish the relationship between human resource
management and organizational behavior. Moreover, at the end of this topic, we must
determine the challenges of an HR Manager to understand further the importance of human
resource management in the organization.
What is Human resource management?

According to Heathfield (2021), human resource management refers to the

organizational task of managing all matters relating to the people in a company. This includes,
but is not limited to, remuneration, recruiting and performance management, organizational
growth, safety, wellness, and benefits, employee motivation, communication, management
policies, and training. Moreover, human resource management, also known as human capital
management, is a planned and all-encompassing strategy for managing people, as well as the
environment and culture of the workplace. When executed correctly, it helps workers
contribute efficiently and productively to the achievement of the organization's goals and
objectives and the overall corporate direction. For the rest of the company to function
effectively, the department members supply the expertise, essential resources, training,
administrative support, coaching, legal counsel, management guidance, and talent
management supervision.

What are the basic functions of HRM?

Shalini (2022) has identified twelve functions of HRM, which are the following: job
design and job analysis, employee hiring and selection, employee training and development,
compensation and benefits, employee performance management, managerial relations, labor
relations, employee engagement and communication, health and safety regulations, personal
support for employees, succession planning, and industrial relations.
Job design and analysis are one of HRM's essential functions. The process of defining
the tasks, responsibilities, and operations of a job is called job design. It is critical to
determine the characteristics of a perfect applicant who would be qualified for the position to
make sensible and research-based hiring decisions. You may do this by outlining your top
performer's abilities and character qualities. By doing this, you may decide what sort of
applicant you want for the position. You will be able to pinpoint the candidate's compliance
with your most important minimal requirements for the position. Performing a job analysis
entails defining the qualifications, abilities, and experience needed for the position. Since they
will determine the future course of action when recruiting, the essential daily functions need
to be distinguished from one another and outlined in great depth.
Additionally, one of the main functions of human resource management is recruitment.
To help the company accomplish its goals and objectives, HRM strives to hire and retain
competent workers. All of this begins with selecting the most qualified people from the pool
of applications. Finding the best candidates for interview and selection is assisted by an HRM.
The prospects are then screened thoroughly to separate the best individuals from the applicant
pool. The shortlisted applicants are then interviewed to gauge and evaluate their suitability for
the post in terms of their abilities, expertise, and work history. The candidate is then given the
employment offer for the appropriate work position once the primary HRM duties of
recruiting are finished, and they have been chosen following rounds of interviews. This
procedure is crucial since, in the end, these selected workers will aid the business in achieving
its goals.
Another key function of human resources is to provide appropriate training and
guarantee the proper growth of the chosen candidates. After all, how effectively people are
taught for their jobs and the possibilities they have for professional advancement within the
company have a role in the organization's success. HR's responsibility should be to see to it
that new hires are equipped with the knowledge and abilities required by the organization to
carry out their duties effectively. It increases the workforce's overall effectiveness and
productivity, which eventually benefits the company's bottom line. HRM is particularly
essential in preparing workers for greater duties and responsibilities, which promotes workers'
overall professional growth. And a healthy organization is one that offers its people plenty of
opportunities for growth and development.
Moreover, most of an organization's overall cost expenditures are comprised of
benefits and compensation. While paying the staff well is equally vital, it is essential to cover
the expenditures. Therefore, human resource management's job is to design attractive yet
effective benefits and pay packages to entice more workers to the company while maintaining
the company's financial stability. Establishing equal and fair reimbursement for everyone is
the main goal of the benefits and compensation. Additionally, HR may utilize wages and
benefits as a tool to improve employee productivity and build a positive reputation for the
company. Consequently, setting forth clear policies and norms on employee salary and
benefits is one of the primary responsibilities of the HR department. Successfully
implementing these rules and regulations is one of the duties of the HR manager. This fosters
equity and increases transparency among the organization's administration and staff. After all,
the amount of pay and perks that employee receives closely correlates to their degree of job
satisfaction.
The following function on the list of HR duties is efficient performance management
of employees. Effective performance management helps ensure that employees' output
satisfies the organization's goals and objectives. Performance management doesn't merely
concentrate on an employee's performance. It also emphasizes the performance of the team,
the division, and the entire company.
Managerial relations deal with the relationships between the different organizational
processes, whereas labor relations primarily deal with the interaction between the workers and
the corporation. The amount of work that must be completed on a particular day and how to
mobilize the personnel to complete the task are determined by managerial relations. Giving
the proper project to the right set of workers will ensure the project is completed effectively.
In order to maintain productivity, it also requires controlling employees' work schedules. For
the organization to remain functional and productive, HR must manage these relationships
successfully.
Cordial labor relations are crucial to sustain harmonious connections amongst
employees at the workplace. At work, many people collaborate to achieve a common goal.
However, each person has unique traits that set them apart from one another. It is, therefore,
common to have a communication gap between two employees. Such actions might damage
the company's labor relations if left unaddressed. Thus, an HR department must provide the
appropriate rules, regulations, and policies regarding labor relations. The workers will have a
suitable framework to work within in this manner. Therefore, there will be a friendly and
pleasant work atmosphere because every employee will know the rules. A regulated and
peaceful work environment is beneficial for enhancing performance and achieving greater
goals.
Every organization must have employee engagement. Higher levels of engagement
ensure improved output and higher levels of employee satisfaction. Effective management of
employee engagement initiatives will also contribute to higher staff retention rates. The best
agent to manage employee engagement effectively is HRM. Both the business and the
personnel will benefit much from effective communication and engagement. Employee
engagement determines their level of commitment and motivation. The organization's
"people" are best known by the human resource department. They are in a better position to
design engagement initiatives as a result. Even though these tasks might not directly fall
within the purview of HRM, they are necessary for the health of the firm and employer
branding.
It should be mandatory for all employers to abide by the rules set forth by the
government regregardhealth and safety. According to our labor regulations, each employer
must give their staff the necessary instruction, tools, PPE, and knowledge to ensure their
safety and well-being. Integrating health and safety requirements into business practices or
culture is the best strategy to guarantee employee safety. One of the crucial roles of human
resource management is integrating these safety rules into daily operations.
When employees encounter personal issues that might impede productivity, HRM
offers support. HR departments assist workers in need in addition to handling administrative
duties. The demand for employee support and assistance has significantly expanded since the
pandemic. For instance, during the height of the pandemic, many workers need additional
time off and medical care. Companies offered assistance through HR teams to people who
requested it, whether in the form of additional leaves or insurance assistance.
One of the important functions of HRMs is succession planning. Its goal is to organize,
monitor, and control how employees advance inside corporations. Typically, the
organization's most talented and promising individuals are hand-selected by its HR
departments and managers, creating growth plans for them. Consequently, this becomes
crucial since long-term committed employees are those who understand that the organization
is investing in their growth and development. Companies must consider several factors when
advancing such people to higher positions, including enhancing employee engagement and
giving them demanding work.
A company's human resources department now needs to maintain Industrial Relations
practices, mainly if it engages in manufacturing and production. To preserve cordial ties, they
must consistently engage in constructive and courteous behavior with the Unions. The
underlying purpose of an industrial relationship impacts a wide range of business-related
concerns. In order to, among other things, satisfy pay standards, lessen instances that lead to
strikes and demonstrations, enhance working and safety conditions for employees, cut down
on resource waste and production time, etc., industrial relations may be used. Industrial
Relations are crucial because, when handled correctly, they may avoid protests, violence,
walkouts, litigation, financial losses, and production delays. HRM is essential to the
organization's efficient operation. The process begins with developing the appropriate policies
in line with the demands of the position and concludes with assuring the company's successful
commercial expansion. In order to maintain seamless advancement, HRM functions as an
unseen force that connects all organizational components.
Describe the relationship of HRM and organizational behavior.
As mentioned by Ejim (2022), the relationship between human resource management
and organizational behavior arises as human resource management can be used as a strategy
for influencing organizational behavior. The phrase “organizational behavior" refers to the
idea of conduct for people who make up the human components of an organization. This
relates to human resources, a term that describes how staff members are managed in any
business. Organizational behavior and human resource management are clearly associated
based on the definitions of the two concepts.
Moreover, the attitudes and behavior of the employees in an organization may indeed
be influenced by the efficient use of human resources, leading to the desired change in
organizational behavior. When it comes to how employees feel about their employment, there
is a connection between organizational behavior and human resource management. Managing
matters pertaining to the well-being of employees inside an organization is one of the duties
of the human resources department. Employees will have a more positive attitude toward their
employment and be more eager to go above and beyond in carrying out their tasks when this
obligation is rigorously pursued.
Interview: HR Manager: Challenges and Innovations
In this learning activity, we are tasked to interview an HR manager and ask them about
their challenges and how they overcame them as an HR manager. Thus, I interviewed an HR
manager by asking them the following questions.
For the first question, I asked the HR Manager how they attract and retain their top
employees in their organization. The HR Manager mentioned that it is important to acknowledge
that the efforts and hard work of the employees are the keys to attracting and retaining
employees. Moreover, the HR Manager said that it is important that the employees feel that they
are adequately compensated and acknowledged for their job to maintain their productivity and
loyalty to the company.
In addition, I also asked the HR Manager how they manage a diverse workforce with
diverse backgrounds, personalities, ideas, and experiences in their organization. The HR
Manager then said that they make sure that they treat the employees equally and respectfully.
Hence, HR managers need to create a culture of respect and cooperation at work to keep
employees happy and productive.
Then, I mentioned that research shows that employees tend to leave their jobs when there
is a distinct lack of development opportunities. In relation to this, I asked the HR manager how
they will ensure that their company continuously gives its employees training and development
opportunities. The HR Manager stated that they always announce ahead of time to all the
employees if there are upcoming training and development opportunities within their
organization. By doing this, the employees will have the chance to join any training and
development opportunities that they believe will help them enhance their skills.
Furthermore, with the transition to the digital HR paradigm becoming prominent by
the day, I asked the HR Manager what innovations in HR they have recently implemented in
their organization. With the nature of their company, the HR Manager mentioned that they
always ensure that all of their employees are properly trained and updated on all necessary
knowledge and expertise to meet the changes and demands of the new innovations around
them, such as learning how digital platforms work.
Reflection
In this learning activity, I learned the meaning of human resource management and its
importance to the organization. To recall, human resource management, also known as human
capital management, is the organizational task of managing all matters relating to the people
in a company. Also, human resource management includes the following: remuneration,
recruiting and performance management, organizational growth, safety, wellness, and
benefits, employee motivation, communication, management policies, and training.
Additionally, human resource management aids workers in contributing efficiently and
productively to the achievement of the organization's goals and objectives and the overall
corporate direction (Heathfield, 2021).
Moreover, I also learned that there are twelve functions of HRM, namely: job design
and job analysis, employee hiring and selection, employee training and development,
compensation and benefits, employee performance management, managerial relations, labor
relations, employee engagement and communication, health and safety regulations, personal
support for employees, succession planning, and industrial relations. These functions are
essential factors in attaining the goals and objectives of an organization (Shalini, 2022).
 In conclusion, human resource management is a broad term used to refer to all formal
procedures developed to assist in managing stakeholders within an organization, including
employees. Through human resource management, the personal skills and talents of the
employees are maximized which will aid in achieving organizational goals. Whereas the
functions of human resource management are valued by most organizations because without
them, it would be difficult for organizations to function well. Without these functions,
organizations will have difficulty recruiting and retaining their employees.
References:
Ejim, E. (2022, September 6). What Is the Relationship between Organizational Behavior and

Human Resource Management? Smart Capital Mind.

https://www.smartcapitalmind.com/what-is-the-relationship-between-organizational-

behavior-and-human-resource-management.htm#:%7E:text=Effective%20human

%20resource%20management%20bolsters,tool%20for%20shaping%20organizational

%20behavior.

Heathfield, S. (2021, February 28). What Is Human Resource Management? The Balance.

https://www.thebalancemoney.com/what-is-human-resource-management-1918143

Shalini, L. (2022, July 2). Top 12 Functions of an Human Resource Management(HRM).

BetterPlace. https://www.betterplace.co.in/blog/hrm-functions/#:%7E:text=Some%20of

%20the%20primary%20functions,managerial%20relations%20and%20labour

%20relations.