ASSIGNMENT OF MANAGEMENT

OF HUMAN CAPITAL

 ASSESS THE PURPOSE OF STRATEGIC HRM ACTIVITIES IN AN ORGANISATION?

 EVALUATION THE CONTRIBUTION OF STRATEGIC HRM TO THE ACHIVEMENT
OF AN ORGANISATION?
 MAKE JUSTIFY RECOMMENDATION TO IMPROVE HRM IN ORGANISATION ?

SUBMITTED TO: SUBMITTED BY:

MS. GUNJAN SHARMA VISHAL KUMAR
BU2019PGMB45
Q-1) Assess the purpose of strategic human resource management
activities in an organization?

1. Integrating Organizational Planning with Human Resources

Requirement:
For effective human resource management human resources requirement are
to be considered while planning for the organisation. Increased attention is to
be provided to the human resources requirement and their development.
These are to be given priority. For expansion of the plant or starting new
ventures the top management has to consider the human resource
requirement.

The kind, number and quality of human resources have to be considered and
decision accordingly to be taken. The method of their procurement, appraisal,
salary structure and other benefits and rewards, health and safety provisions
are to be planned and decided while planning for the organisation.

Organisational planning must be closely integrated with the human resources

requirements of the organisation. The organisational strategy for launching
quality product is to be linked with the HR needs, their appraisal system,
training and development, salaries and other benefits that will improve
quality of the product and put as ahead with the rivals in the competition. The
strategic human resource management is the clue to success in business.

2. Human Resource Planning:

Human resource planning is one of the most important activities of the

human resource management. Human Resource Planning helps in meeting
the requirements for the organisation. It enables the management to make
forecast for human resources and to design the policies for their procurement
in the broader interests of the organisation and to make sure the position of
the staff to meet the challenges of the changing business and industrial
environment.

In the modern times everything is fluid what will happen tomorrow, nobody
knows. Everything is changing with greater speed than before. The economy,
technology, number and quality of workforce etc. are undergoing sea
changes.

Organisations are therefore to make planning of human resources carefully to

meet the challenges thrown out by these factors. Job analysis, job description
and job specification are the part of human resource planning. It helps the
organisation to decide on training and development of the present staff, their
salary structure, other benefits, promotional channel which enable the staff to
plan for their careers and anticipate the future requirements of the staff for the
organisation.

3. Acquisition of Human Resources:

Acquiring human resources is yet another activity of Human Resource
Management. It is to be done very carefully because everything depends on
the people. Quality of the product and prestige of the organisation depends on
them. Organisation has to acquire the people with multidimensional skills and
experiences. The young people have to be preferred at every level of the
organisation. Organisation must nurture a culture that attracts people towards
it.
Organisation may go for global recruitment to attract better talent and men
and women with capabilities. Higher starts to talented people may attract
them. Human resource recruitment plan should be tailored in such a fashion
that it suits to the organisational objects. Managers having functional
expertise must be recruited who can integrate with the attitude and culture of
the organisation. Human resource manager must perform the head-hunter’s
job in inducting suitable and most fit persons for the organisation.

Psychographic testing techniques e.g.: Thomas Profiting, Myers-Brigg may

be used for recruitment. These tests help in knowing behaviour and
psychology of the candidates. There are many techniques to acquire people
for the organisation. It is up to the enterprise to make a choice of suitable
method for acquisition of human resources. It depends on the size and type of
organisation.

4. Managing Performance:
Good performance by the employees creates a culture of excellence which
benefits the organisation in the long run. This activity includes evaluation of
jobs and people both, managing gender bias, career planning, devising
methods of employee satisfaction etc. The efforts are to be made to integrate
the individual aspirations with the objectives of the organisation.
Organisation has to make clear a way for career advancement for talented and
hard working people and as for as possible plateauing of their career should
be avoided. Fear of any kind from the minds of the employees should be
removed so that they give the best to the organisation. Allow free flow of
information. Communication network should be designed in such a way that
no one should be allowed to become a hurdle. This enables the managers to
take correct decisions and that too quickly.
5. Motivation:
Motivating the people at work play a magic. Stimulating people to work hard
is the most important phenomenon. Innovative and creative instinct has to be
recognized. This recognition pays. Liberal attitude towards employees and
subordinates work wonders. Motivation is an important phenomenon. Human
resources should be treated with utmost care. For better returns the
motivation of employees and subordinates become essential.

6. Training and Development:

In order to improve the performance of individuals and groups, training and
development activities are undertaken. The rapid change in technology has
increased the importance of training and development. In some of the
organizations this activity is continuously undertaken.

There is a separate cell for training and development. Human resource

development is a part of human resource management and is constantly
undertaken. It is the crucial aspect of HRM. Training and development is also
considered as a process to foster career development of the employees at
every level of the organisation

This activity cannot be overlooked because all the employees’ juniors and
seniors and new comers need to be trained and developed. New employees
need training in the initial stages of their employment known as orientation
training. There are various methods of training and development.

Organisations have to make choice of suitable method and design a training

programme for their employees and executives.
7. Compensation and Benefits:
Compensation and benefit is an activity that determines salary and wage
structures, other rewards and benefits to be paid to the staff of the
organisation. The suitable rewards and benefits system increases the morale
of the employees and ultimately improvement in their performance. The
absence of these adversely affects the performance of the staff. Non-financial
rewards such as recognition of the work performance, praise, the privileges
and rights also play dominant role in improving performance of the
employees.

Such recognition of an employee in public comes through awarding trophies,

certificate of appreciation, cash reward for him and his family members’
achievement. This system is adopted by a number of companies in our
country although it was first introduced by an American company Xerox in
1980s.

There are many other non-monetary rewards in vogue such as giving

employees a treat in the form of lunch with the managing director, birthday
present, arranging picnics, distributing watches, diaries, use of company
facilities, greetings on the eve of festivals and new year, providing good and
well furnished office, giving more responsibility, providing computers and
telephones, special assignment, job rotation and so on.

All these motivate the employees to give better performance at no costs.

Above all it creates an environment which set the stage ready for introducing
change. Monetary incentives are the direct booster of performance. These
incentives based on performance of the employees. A special bonus incentive
plan is meant for the performance of executives. Monthly reports are
prepared for group performance and monetary rewards are given. For success
of the system transparency should be introduced. Along with incentives, the
disincentives also should be introduced for non-performance.

8. Health and Safety Provisions:

Making adequate provisions for health and safety of the employees, build a
strong workforce. The employees must be protected from the physical danger
and health hazards by providing for their safety at the workplace and health
care centres for them and their families. The activity also includes the
protection of the surrounding community from pollution and other toxic
substances emitted from the factories. The protection of health and safety of
human resources is the major responsibility of the organisation from the
social and humanitarian point of view.

The awareness among organizations has increased in this respect. A growing

concern is expressed by the government also. Several acts are framed and
made legally applicable to each organisations in the country. Health and
safety issues are crucial therefore organizations must take due cognizance of
the same to avoid further complications.

9. Organisation Development:
Organisation development is an activity that determines the strategies of the
organisation to improve the performance of employees and their satisfaction
and make the organisation effective by creating an environment favourable
for introducing change. This activity needs to frame a strategy the strategy in
this regard varies according to the size and type of organisation. The object is
to increase the performance of individuals and groups, increase the level of
cooperation and teamwork in the organisation. The thrust centre is the result
i.e. quality and quantity of products and services, working conditions in the
organisation.

10. Encouraging Participation in Management:

Organisations encourage employee’s participation in decision-making.
Participation increases the performance of employees and the productivity
provided participation is active on the part of employees. Many benefits
accrue to the organisation from assured and active participation. Management
has to develop the skills of participation among employees. After manager is
satisfied the particular employee is fully developed and competent to take
decisions he can pass on some authority to him so that he can take decisions.
This process should be gradual.

More and more information should be shared with the employees to make
them fit to take decisions and participate in management. Effective
participation is not that easy. Employee union’s support in this respect is also
necessary without which the participation is a far cry. Collective bargaining
plays a crucial role in human resources participation in management. It is a
process of coming to a formal agreement between workers and management
as regards wages and other benefits, working conditions, working hours,
health, safety, grievance procedure and other such matter relating to workers
interests. This process can be utilized to negotiate the mode and kind of
employee participation. It helps in building up industrial democracy.

11. Safety and Health Provisions:

Safety and health of the human resources must be given top priority. The
provisions relating to these speak for overall health of the organisation.
Adequate provisions for safety and health protects the employees from
accidents in the factories and different types of ailments. The employees must
receive adequate protection from pollution and other toxic materials.
Government has made many provisions in this regard which have to be
followed by the industrial establishments. Increasing awareness among
employees and other people have also forced the establishments to have
sufficient safety and health provisions.

The various kinds of systems are provided to safeguard the health of the
people at work and save them from industrial hazards. This is the prime
responsibility of an organisation. Safety and health provisions play a great
role in human resource development. It keeps their morale high as they feel
worry free because adequate and sufficient measures are taken by the
industrial unit to protect them from any untoward accident and any illness.

There are many other activities to be performed by the human resource

management which include better communication facilities, welfare
measures, residential accommodation, education for children and so forth.
Each HRM activity revolves round human resources. Human resource
development forms the crux of human resource management. All the
activities or functions of human resource management are meant for their
development, maintenance and safety.

Human resources have become all the more important. They have become the
centre point of all the activities. It is because they who are responsible for
production, its quality and size; marketing and its extent and the profit earned
by the company. It is, therefore, pertinent for all the organisations in general
and the country in particular to provide the first attention to the development
and management of human resources. It is the human resources who provide
managers, physicians, academicians, administrators, engineers, architects,
artists, technicians, politicians, sociologists, psychologists, economists,
workers and other technicians even maid servants. Here the country’s role
comes.

All the human resources have to be developed because nation’s progress and
prosperity depends on them. As for industrial organisation is concerned it is
its prime responsibility to develop and manage human resources effectively
to have positive gain and growth. Whatever the size of the organisation the
principal processes of human resources must be managed. Large size of the
organisation requires more human resource specialists to manage human
resources effectively.

Large corporate bodies have now realized the importance of human resources
and that they should manage human resources with a difference to remain in
competition. The modern machines and information technology is purchased
to increase the productivity. The labour management relations are being
looked after seriously by the management. Motivation of employees at work
is being stressed. The most of the managers pay more attention to the HRM.
They are making innovations in HRM for they know that they get lucrative
returns on their investment. The explosion in education is bringing highly
qualified individuals.

These people don’t accept the traditional authority relationship. There is

therefore a need for participative type of management where their views must
be honoured while making decisions. The more opportunities for their growth
are given to them. Career planning has become the order now. Previously
human resources were considered burden which add to cost but now things
are changed and they are now considered as assets. Now the investment in
human resources does not add to cost but to profit. The entirely new approach
is being adopted by the corporate bodies for managing human resources
which is a healthy and welcome change.

CONCLUSION – In conclusion, the process of human resource planning is

vital in assessing both the current and future personnel needs of an
organization in terms of quantity as well as quality. It is a fundamental
process that directly links human resource activities to the organizational
plans and objectives. Furthermore, this process cushions organizations from
different challenges by preparing it for different factors, external and internal
that may affect its activities. It should thus be taken serious considering that it
determines the successful implementation and achievement of an
organization's objectives and goals.
Q -2) Evaluation the contribution of strategic HRM to the achievement
of an organisation objectives?

Most profitable corporations point out their successes to proper management

of their human resources (HR). This is also true for small businesses, and
because small companies lack the financial resources of multi-national
corporations, efficient HR is vital. Managing employees involves balancing
between their goals and aspirations with those of the company.

A company’s goals and objectives often include survival, making profits,

gaining market share or gaining global recognition. By getting employees to
make things happen in a productive way, HR ensures that the business
prospers.
Strategically Align Your Company’s Mission and Values
As a business owner, you often focus on the big picture, which usually
involves establishing the proper organizational structure, developing high-
quality products and services and finding effective ways to market those
products and services. However, equally important are your company’s
mission statement and vision statement, which can get lost in all the big-
picture thinking. A strong HR department can ensure that you hire people that
are aligned with the “why” of your company.
By understanding the core principles and values that make your company
unique, HR leaders can ensure that you develop the right programs, initiatives
and events to focus your staff on the purpose that drives their daily activit
Most profitable corporations point out their successes to proper management
of their human resources (HR). This is also true for small businesses, and
because small companies lack the financial resources of multi-national
corporations, efficient HR is vital. Managing employees involves balancing
between their goals and aspirations with those of the company.
A company’s goals and objectives often include survival, making profits,
gaining market share or gaining global recognition. By getting employees to
make things happen in a productive way, HR ensures that the business
prospers.

 By understanding the core principles and values that make your

company unique, HR leaders can ensure that you develop the right
programs, initiatives and events to focus your staff on the purpose that
drives their daily activities.
Strategically Align Your Company’s Mission and Values
As a business owner, you often focus on the big picture, which usually
involves establishing the proper organizational structure, developing high-
quality products and services and finding effective ways to market those
products and services. However, equally important are your company’s
mission statement and vision statement, which can get lost in all the big-
picture thinking. A strong HR department can ensure that you hire people that
are aligned with the “why” of your company.
By understanding the core principles and values that make your company
unique, HR leaders can ensure that you develop the right programs, initiatives
and events to focus your staff on the purpose that drives their daily activities.
Maintain Adequate Staffing
Human resources managers are first concerned with ensuring that the
business is properly staffed and thus able to pull in the human resources it
needs. This involves designing organizational structures and identifying
under what type of contract different employee groups will work. The right
people are then recruited and trained. HR managers compete in the job
market to ensure only the best and most talented employees are recruited to
assist in meeting the company goals and objectives such as profitability.
Maximize Employee Performance
Once the required workforce is in place, HR managers must ensure that
employees are well motivated and dedicated so as to maximize their
performance. By use of various motivational techniques such as promotion,
increased pay and benefits such as company cars, HR managers can shore up
an individual employee’s performance. They also train employees and
negotiate improved performance with trade union officials. HR managers can
also assist in disciplining errant workers if their performance or conduct is
unsatisfactory.
Facilitate Change Management
In an organization, change is inevitable. It can be structural, requiring the
reorganization of activities or hiring new people to fill in particular roles. At
other times, change occurs to alter attitudes, philosophies and established
organizational norms. HR managers recruit or develop people with the
necessary leadership skills to steer the change process.
They also inform employees of incoming changes and help them adjust
accordingly. For example, if the organization intends to introduce computers
to cut costs and improve profitability, HR managers set up training for
employees without computer skills.
Ensure Effective Administration
HR managers have a responsibility to facilitate the smooth operation of the
organization. They must maintain accurate and inclusive data on individual
employees. This data includes employee performance reports, their terms and
conditions of employment, training and attendance records and their personal
details. Precise record-keeping is necessary to ensure that the organization
complies with legal regulations such as National Minimum Wage regulations.
Recent changes in how businesses must address sexual harassment have also
placed HR departments on the front line. There is a much higher awareness
among female employees about how male colleagues should treat them,
which has put pressure on HR managers to ensure that your workplace
operates without gender bias or harassment. With a strong HR department,
you’re more likely to achieve your objective of a harmonious work
environment in which women feel valued and equally empowered to seek the
same career opportunities as their male colleagues.
CONCLUSION - In conclusion, for organization objectives to be successful
there has to be a strong development of the planning and implementation of
all stages leading towards the end objectives. Initially the objectives has to be
envisioned and clearly defined to get everyone aligned in a common
direction. That objectives then has to be broken down into several smaller
segments that will allow progress to be monitored and measured against its
relevance towards the end objectives. In the end, if the organization is
flexible to adapt to environmental changes, while maintaining integrity with
the original long term objectives, and challenges employees to push their
skills, the vision originally set by the leadership will come to fruition by the
efforts of everyone involved.
Q – 3) Make justify recommendation to improve the effectiveness of
HRM in an organisation?
Running a business comes with numerous challenges and owners are usually
those who take care of everything. While this practice can save you a lot of
money, keep in mind that a trained human resources representative can do a
better job. Since your company is still a small one, you should get educated
about ways of keeping employees happy without a professional, at least for
some time. The text below will provide you with effective strategies and tips
on how to improve your human resources operations, so go ahead and keep
reading. 
Improve your hiring process
If your goal is to run a scalable company, you’ll need to build a strong team
of experienced professionals that are willing to stay with the company for a
long time. People who know each other well will be motivated and therefore
more productive. In order to build a team like this, you’ll need to invest some
time in pre-employment screening and find out as much as you can about a
potential employee. Make sure to check their criminal history or inaccurately-
reported information. Learn as much as you can about their needs,
expectations, habits, and motivation. Once you know all that, compare results
and assemble a team that will be cohesive and ready to thrive. 
Educate your employees
If you want to keep your workers happy and satisfied , you should provide
them with opportunities to develop their professional and personal skills.
Dedicate a part of your monthly budget for buying a couple of online classes
and give them to your employees. This action will repay dually, since they’ll
learn new skills which can be used to improve the company, and on the other
hand, your employees will be incentivized to keep working for you. Don’t
forget to talk with your workers about the direction they want to take when it
comes to education so you can provide them with an appropriate content. 
Be clear about expectations
Despite your perfect hiring process, a few bad seeds can slip into your
company, and they’ll be unmotivated, unfocused and maybe a bad influence
on others. That’s the reason why you should come up with a set of
straightforward rules which should be respected by every employee. If some
of them have trouble following the expectations you’ve put in front of them,
feel free to introduce them with consequences for their behavior, and be firm
and determined about it. All of that should be clear from the day one so you
won’t have any trouble or second thoughts if you’re forced to fire someone. 
Work on reward programs
Punishment is one way to motivate people, and the other, much better way is
a reward. In order to keep your employees happy and motivated, you’ll need
to reward them for a good job. Their wellness should be your number one
priority. People who get acknowledged for their hard work are more
productive and will be happy to spend 8 hours every day working for you.
Talk to your emp, employees about their needs and consider offering
incentives for completion of weekly team goals. You can buy them a lunch,
cinema tickets, gym membership or take the whole office to a team building
picnic. 
Utilize HR software
Another way to prolong hiring an HR rep is to do a simple online research
and start using HR software. This solution will save you from a lot of
paperwork and job will be done without mistakes. According to this website,
HR software is specifically designed for small and medium-sized businesses
and will transform your HR administration from a time consuming, laborious
process using spreadsheets or outdated software to become quick, easy and
simple. Utilizing this software will save you a ton of time and money, so
you’ll be able to direct your budget elsewhere. 
Conclusion
As you can see, running the HR department by yourself don’t need to be a
nightmare if you’re well informed about good strategies and techniques. It is
very important, to be honest with your employees and think about their
wellbeing. If they are healthy and stress-free, they’ll be eager to work and
help you grow your company. Once you have more than 40 people in the
office, consider creating a real HR department.