NAME: MARIAH UDARI RAUX

STUDENT ID: RAUMD183

ANSWERS FOR CHAPTER 01 TUTORIAL QUESTIONS.

01
HRM stands for human resources management. As it gives the meaning
itself HRM is about basically managing the human resource. But after
21st century this started to grow internally as well as externally.
If I define the fundamental purpose of HRM then it could be the
acquisition, optimization and development of workforce. Word
acquisition express how a separate department, team or unit manages
entails the hiring of workers most likely to help a company attain its
goals. Through the optimization it ensures whether it aligned with both
HR and company strategy. The development encompasses the training
of workers to perform their task accordance with company strategy.
The system HRM shapes the relationship between the employer the
company and employees the people who work and it works most of the
times to balance the organization needs with employee needs and
pursuits the company business success.

02
There are 4 aspects which we can consider about Economics,
management, law, Ethics and behavioral sciences.
03
There are 07 major functions in HRM.
Job analysis and design, Human Recourse planning, Hiring and
recruitment, training and development, performance management,
remuneration management, health, safety and employee wellbeing.
Each function connects to each other and I personally see it’s more of a
process. When maintaining an organization first they create specific job
roles for each task and they design where to position which employee
category. And then it estimates how many employees they must hired
to fulfill the needs in specific category and then they recruit or select
candidates. Furthermore, the company gives the correct training to
each employee to get the maximum output or value and they maintain
to develop it under various changings in company internally as well as
externally. It’s important to use a system to measure how employees
perform just to avoid the misuse of time and resources. It can be a
specific target, sales or a system. And most of it all it should not forget
to appreciate the dedicated employees because HRM is not only about
managing people physically but mentally as well. It can be a reward
system or an appreciation or anything which can cheer up the ongoing
process. Last but not least It should definitely provide a safety and
wellbeing of employees to keep them in the long run.

04
To operate successfully the organization needs to ask itself what
business are we in? and how can we carry out our business to be
effective as possible. The organizational context is also influenced by
the external context. It is interacts with its environment and this in turn
impacts on HR. However, in a fast changing working environment this is
often difficult to achieve. New technologies are developed,
governments and attitudes change. There are six contexts which we
should study about.
The political context not only refers to the type of government in power
at the time. With every change of government, the HR practitioner
needs to identify the impact on the organization and the HR
department. The economic context refers to the health of the nation, if
business is booming and unemployment is low it may be harder to find
and retain staff. For the HR professional this could mean developing
operations overseas where labor is cheaper. In social context refers to
the culture, leadership, management style that influence the
organization. However, they also need to understand the culture and
society from which their employees are recruited. The technological
context refers the technology available for the organization to use. In
today’s world technology has major impact in ensuring an organization
can maintain competitive advantage.

05
Early stages of the design of the organizations, Industrial revolution,
labor wasn’t seen as a source of competitive advantage. Through
Scientific management by Fredrick Taylor’s it starts to design jobs,
structured reward systems and scientific selecting systems. Behavioral
science/ Industrial psychology added psychological testing and
motivational systems and management science contributed to the
development of performance management programs. More specialists
and professional approach to personal management in Australia. After
WW2 there was a flood of returning soldiers who were often unskilled
and so employers began to focus on the importance of the wider range
of personal functions.
And then human capital becomes the source of competitive advantage
and starts to see human resource management as a profession. It
spread micro as well as macro. Then there’s a requirement for HR
professionals to demonstrate a deep understanding of their
organization’s business environment, the industry challenges and
opportunities.

06
There are two main approaches in HRM. Which is hard HRM and Soft
HRM. If I simply discuss the idea, Hard HRM sees the human resource
as another resource like any other. When it comes to selection,
appraisal, rewards and development all these are driven by business
objectives. It should always flaw as cheaply as possible and most of all
HR is driven from top to bottom.
The soft HRM explains the opposite of hard HRM. The main center of all
the resources is Human resource. It does maintain cost effectiveness
and commitment, competence. Once it achieved then it will lead to
organizational effectiveness and individual, social wellbeing. Most of
the organization positions fluctuate with changes in leadership, the
labor market conditions and the business environment. For some
companies it is good to maintain a hard HRM as well as for some it’s
soft HRM but mostly both of them driven to sharp the relationship
between the employer and employee. It can leads to maintain
discipline, the comfort, less arguments and it really depends on the
company system and environment.
07
Working as a HRM member isn’t an easy task. In this century people
think that HRM is all about recruiting or promoting staff. 21st century is
the era of HRM and it started working on both internally and externally
for company success.
Most of the systems are growing developing and going forward. So do
the teams which handles the people who’s in those areas? So it has
greater demand for workplace flexibility and work life balance. With
technology changes the work is most of the times not stabled. It
increases the workforce diversity when working and handling a crowd
of employees, teams and departments. The company can create
sudden or future skills and labor shortages at any time so it’s a risk to a
company if they didn’t follow-up a standard method.