Human resource management emerged in the 1980s, against a backdrop of increased

pressure on organisation’s due to globalisation and technological advancements, when

academics began to consider people and how they are employed and managed within a
company (O’RIORDAN, 2017).

Strategic management had become too light in 1990 to emphasize the goal of aligning HR
policies and practices with the interests of the organisation (O'RIORDAN, 2017). This enables
the company to have a skilled, capable, and motivated workforce, which is critical to gaining
a competitive advantage. Human resource strategy is focused on attracting, retaining, and
developing high-quality employees.

Warwick Model

The Warwick model is a human resource management model that maps the relationship
between external and environmental factors and investigates how human resources adapt
to these changes. The Warwick model identifies and categorizes significant environmental
influences on HRM. It acknowledges that external and internal factors influence business
strategy and human resource management (Gordon, 2022). These provide the Context and
Content for HRM to occur.
Watsons Engine Components currently lack structure. There are no defined roles,
management is inexperienced, and there are no responsibilities for human resources,
employee retention, or a reward system.
By implementing this model, the organization achieves alignment between the external and
internal contexts, resulting in improved performance. The model acknowledges the broader
context in which human resources operate and places emphasis on the full range of tasks
and skills that define human resource management as a strategic function. (Agyepong, et
al., 2019).

Ulrich Model
Watsons Engine Components currently does not have a Human Resource Management role,
thus departmental managers handled these issues on their own. The Ulrich model will aid
the organisation in organising its Human Resources department.

David Ulrich introduced this model in 1996. To overcome the competitive challenges that
modern business encounters, Ulrich contends that the function of human resource
professionals must be reinvented. The Ulrich Model is designed to help you organise your
human resource functions (Cuofano, 2022). The four functions that HR professional must
fulfil in an organization are as follows:

1. Strategic partner - Someone who develops and connects strategies with company
outcomes and supports a customer-centric system. This entails direct participation in the
creation of the company's strategy, mission, core values, culture, and reputation (Cuofano,
2022).

2. Change agent- The role of a change agent is to assist in the business's change and
transition in the area of human capital. This is direct involvement in the planning and
implementation of efforts to increase the effectiveness of the organisation. They work on
process re-engineering, re-structuring, and organisation design (Cuofano, 2022).

Employee Champion- They are capable of caring about the interests of employees and
protecting them during the organisational change process. Thy assess and facilitate the
quality of people management, as well as work on the employment relationship. They also
promote employee development (Cuofano, 2022).

4.Administrative expert- They are tasked with developing HR processes that are both
effective and efficient. They would have to ensure that everything is tailored to the specific
needs of the business while avoiding cost overruns (Cuofano, 2022).

The Ulrich Models provide for faster reactions to management, faster responses to changing
situations in the organization, proactive HR approach to internal and external clients,
different HR organization based on job content and customer needs, and better
methodology for HR measurement (Cuofano, 2022).

Employee Engagement
In the growing competitive environment brought on by globalisation, it is well understood
that having skilled and engagement employees will result in a more productive and effective
workforce.

Employee engagement is when individuals are devoted to their work and the organization,
and are motivated to attain high levels of performance, despite the fact that there is no true
definition. Employees with high-quality employment who are well-managed will not only be
happier, healthier, and more fulfilled, but they will also be more likely to drive productivity,
better goods, and innovation (CIPD, 2021). Employee motivation is inextricably tied to
employee engagement.

Motivation is the desire for someone to come to work and give their best effort. You won't
have a productive employee if they aren't motivated (Heathfield, 2021). What inspires an
employee differs from one person to the next. Setting and completing goals, having clear
expectations, receiving recognition, receiving feedback, and having supportive management
can all help to boost workplace motivation. Maslow's Hierarchy of Needs is a theory that
explains how to meet employees' varied personal needs at work (Moslow & Lewis, 1987).
Maslow's Hierarchy of Needs has five levels because he believes humans are motivated by
five basic needs: physiological, Security, social, self-esteem, and self-actualization.

The photo was taken from : (Sodexo, 2022)

1. Physiological - In order to live, everyone requires these basic necessities (Jerome,

2013).

2. Safety needs- Once the physiological requirements have been met, the
employee/person will seek security rather than be driven by that component
(Jerome, 2013).

3. Social Needs- After a person's physiological and safety needs are addressed, they
must attend to their social needs, which include overcoming emotions of loneliness
 and alienation. This is the sensation of belonging to something bigger than yourself
(Jerome, 2013).
4. Esteem Needs- Self-esteem and other people's esteem needs are included in this
area. Humans require security, self-esteem, and the respect of others. When this
need is met, the person feels more confident and valuable in the world (Jerome,
2013).

5. Needs for Self-Actualisation- When all of the aforementioned needs have been met,
and only then, will a person need to be "bom to do." They will want to do better for
themselves and strive for greater success (Jerome, 2013).

Maslow's hierarchy of needs should be applied to the roles of organizational culture and
human resource management in improving employee engagement and, as a result,
performance. Although this does not apply to all situations, it is beneficial to keep an open
mind when attempting to increase a person's engagement.

Measuring Employee Engagement

Measuring employee engagement enables organizations to identify profiles of engaged
employees as well as opportunities to improve levels of engagement (Barna & Henry, 2022).

Step 1. Measure employee engagement

Step 2.Communicate results with the employees
Step 3. Act on the result

Step 1.
Providing surveys in the workplace can provide a good indication of how engaged the
workforce is. Gallup and good place to work surveys are excellent tools for organizations to
use. Utrecht work engagement scales recommend four topics to address: employee
engagement, absorption, dedication, and vigor (Bleich, 2022).

Step 2.
After analyzing the survey results, communicate them to the employees. By holding focus
groups and listening sessions, you can solicit their feedback.

Step 3.
Create an action plan by: Involve- Form an employee team to carry out the improvements.
Develop leaders who can pivot the day-to-day employee experience.
Communicate- Share the action plan and timeline for these items. (Glesson, 2018)

Recruitment and selection

Recruitment and selection are critical strategic domains in human resource management.
Finding the right people for the right roles at the right time ensures that the workforce
possesses the necessary skills and abilities to meet the organization's current and future
needs (CIPD, 2020). Effective resourcing will have an impact on the company's long-term
success. Every organization's recruitment process should consist of four stages:

1. Define: The role must be defined. You accomplish this by conducting a job analysis (The
jobs purpose, how and where it will be carried out, what outputs and how it fits into the
organisations structure). The job requirements are then described in the job description. In
depth. Person specification is the most important selection criterion. The Characteristics
must be distinct. After the organization and role, the job advertisement should include all of
the relevant information CIPD, 2020).

2.Attract
Attracting talent is critical; you can do so through internal advertising, external advertising
through online job boards such as linkedin and Indeed, recruitment agencies, professional
journals, early career strategies, and so on.
Everyone is different in terms of what attracts them to the role; for example, someone may
want the job because of the location, pay, career, employer branding, and so on (CIPD,
2020).

3.Selection
The selection process can be time-consuming and challenging. You will need to carefully
review the CVs to ensure that the candidate is a good fit for the role. Ascertain that the
candidate has the required education and qualifications, job experience, attention to detail,
and job-related training and development. A candidate's selection prediction accuracy
indicates whether or not he or she is qualified for the job (CIPD, 2020). The higher a person's
prediction accuracy, the better suited they are for the role.

The picture was taken from (Wisdomjobs, 2022)

The interviews would then be completed using the star method (Situation, task, action and
result). The interview process can be difficult, but it is critical to include both competency
and job-related questions. Having an interview assessment sheet will help you identify who
performed well in the interview (CIPD, 2020).

4.Offer
The employer is responsible for checking references prior to making an offer.
If a medical examination is required, make arrangements for one. Make an offer to the
candidate, which should always be in writing. If the candidate accepts the offer, the contract
must be issued (CIPD, 2020).

Human Capital Management

Human capital management assumes that a company's employees' lack of knowledge is due
to a lack of training. Human capital management is a strategic approach to managing
employees at a firm that focuses on getting the most out of employees to create a happy
and productive workforce rather than on administrative and procedural issues
(humanresources, 2022).

Many organisations place a low focus on training and development, despite the fact that
training allows people to learn new skills, polish current ones, perform better, and boost
productivity. Employee retention is aided by learning and development since employees
who work for a company that invests in their professional growth will stay longer (Vinikas,
2021).

The purpose of learning and development is to connect employee goals and performance
with the aims and objectives of the organization. Learning and development is about
fostering a culture and environment that encourages people to learn and flourish.
Learning is a self-directed activity that leads to knowledge on how to perform a job or
improve one's skills.
Longer activities that assist people acquire broader knowledge and skills that will benefit
them in the future are referred to as development.
Regardless of whether or not a company provides training to its employees, it is critical to
do an analysis to determine whether or not the training is effective. Kirkpatrick's four-level
training and evaluation technique can be used to accomplish this.

Kirkpatrick’s four-level training an evaluation

Kirkpatrick developed this approach to organizational training in 1976, outlining four levels
of training outcomes: reaction, learning, behavior, and outcomes (Bates, 2004 ).

Level one (Reaction): This level includes an evaluation of the training participants' reactions
to the program. This is to determine how effective the training was for the personnel (Bates,
2004 ).

Level two (learning): This is done by comparing the employees' knowledge gains before and
after the training. By conducting assessments or simply observing the employee's changing
behavior (Bates, 2004 ).
Level three (Behavior): This is to examine if the employee's behavior has changed as a result
of the training and if they can communicate their knowledge to another employee.

Level 4 (Results): Evaluation of the effect on the business as a result of the trainee's
increased performance (Bates, 2004 ). An effective training program should have a positive
influence on the organization, such as cost savings, increased productivity, increased sales,
enhanced quality, and shorter timeframes.

Leadership Development
You won't be able to create an effective and productive team unless you have strong leader.
Training is necessary for a great leader to be the best at their position in the long run.
All development activities that assist managers improve their abilities, competencies, and
knowledge for the benefit of the manager, the organization, and their employees are
referred to as management development (CIPD, 2020).

You can start the management development process by determining their requirements.
You can identify management needs by using competency frameworks such as managing
and developing people, promoting inclusivity, supporting health and wellbeing, and so on
(CIPD, 2020).

You can start delivering the techniques through work-based methods, coaching and
mentoring, training, specialized courses, and in-house management development programs,
among other choices, after assessing the management's development needs (CIPD, 2020).

Once these development initiatives have been implemented, it is vital to assess their
impact. Always remember that great management leads to exceptional leadership. It's
crucial to have capable leaders who can boost employee productivity and motivation (CIPD,
2020).

Reward and recognition

In today's competitive corporate environment, it's critical to think about reward
management for a productive team (Jones, 2019). Reward management can help you attract
and retain exceptional employees.

Businesses utilize reward management to motivate employees by rewarding them for their
accomplishments and success. To attain these aims, an organization sets goals and
establishes riles for its personnel to follow (bourizk, 2021).

Employees that are pleased, loyal, and ready to advance up the corporate ladder benefit
from a good compensation system. Employees are motivated to work harder when they are
rewarded (bourizk, 2021).

Many financial and non-financial rewards are used to attract, retain, and engage people at
the same time. You should figure out what motivates, retains, and inspires people, as well as
how they may best address these needs (CIPD, 2022).
The first and most important condition is base salary and total earnings. Pay structures
provide a framework for determining the worth of the job. It is critical to include pay levels
such as work evaluations, pay awards in the event of inflation, and pay progression, which
informs employees when their income will be increased based on their particular
performance, competencies, and skills (CIPD, 2022).

Employee benefit packages, such as bonuses, paid time off, health insurance, and pensions,
will encourage employees to stay with the company and recruit new employees (CIPD,
2022).

Non-monetary benefits, such as strong performance management and reviews (quarterly),

opportunities to improve, flexible working, recognition, and being involved in choices, are all
crucial in increasing a person's motivation (CIPD, 2022).

Total reward approaches are reward techniques that combine financial and non-financial
rewards to help retain and inspire employees (CIPD, 2022).

When deciding on a compensation scheme, the most crucial factor to consider is ensuring
that your employees have a say. Employees who do not have a voice or are unable to
communicate their opinions to their employers will be unhappy and dissatisfied (CIPD,
2021).
Treating employees as members of a team requires providing opportunities for them to
have a voice. Giving your employees a voice will improve your employer-employee
relationship, job satisfaction, productivity, and the overall organisation (CIPD, 2021).

Appendices

Appendix 1 (Pestel Analysis)

A Pestel analysis is a tool that businesses use to determine the external influences (Macro)
that affect their operations (Oxford, 2022 ). Pestel refers to the following factors: political,
economic, social, technological, environmental, and legal. In the late 1960s, Francis Aguilar
developed the Pestel analysis. This allows businesses to keep track of the environment in
which they operate or plan to launch (Sridharam, 2022 ).

Political Factors
Due to government engagement, there are political concerns that may have an impact on
the organization's expansion (Sridharam, 2022 ). Companies must comply with present and
future legislation, including taxation and foreign trade regulations.

Economic factors
These are the financial implications that have a direct impact on the company. Customers'
purchasing power and the supply/demand model in the economy can be influenced by
economic variables (Sridharam, 2022). This includes, among other things, interest rates,
business cycles, and currency exchange rates.

social/cultural factors

This is accomplished by taking into account the surrounding environment. Because it is used
to target consumers and staff, this is a vital component. Factors to consider include
demographics, demographic value, lifestyle changes, culture, and so on (Sridharam, 2022 ).

Technological Factors
These are technological innovations that may have impacted the business in a beneficial or
negative way. These elements can have an impact on whether or not a company should
enter the market. Sridharam, 2022). It is critical for firms to keep up with technology
advancements in their field. This includes cash for R&D, media, and new products, among
other things.

Environmental Factors
Climate change, pollution, environmental legislation, and other environmental challenges
that affect the company are examples of this. Since people are becoming more aware of the
potential repercussions of climate change, this is a new component (Sridharam, 2022 ).

Legal Factors
Every company must understand what is legal and allowed in the places in which it
operates. Any legal changes must also be kept in mind by businesses (Sridharam, 2022 ).
This includes issues such as legislation, consumer law, health and safety, and so on.

Appendix 2 (SWOT Analysis)

Strengths- These are the areas where the business excels or surpasses its competition
(Schooley, 2021).

Weaknesses- These are skills that the company lacks and that you have no competitive edge
over. Resources, capabilities, and systems are examples of this (Schooley, 2021).

Opportunities- These are chances for the organization to achieve something positive in the
future (Schooley, 2021).

External components that may have a detrimental impact on the company are referred to as
threats. Economic downturns, competitiveness concerns, supply chain issues, and other
variables can all play a role (Schooley, 2021).
(Oxford, 2022)
Bibliography
Agyepong, S. A., Fugar, F. D. & Tulli , M. M., 2019. The applicability of the Harvard and
Warwick models in the development of human resource management policies of large
construction companies in Ghana. Loughborough, Waber.
Barna , A. & Henry, M., 2022. Why Measure Employee Engagement?. [Online]
Available at: https://www.cmoresearch.com/articles/why-measure-employee-
engagement.php
[Accessed 17th April 2022].
Bates, R., 2004 . A critical analysis of evaluation practice: the Kirkpatrick model and the
principle of beneficence. Evaluation and Program Planning , Issue 27, pp. 341-347 .
Bleich, C., 2022. How To Measure Employee Engagement: 7 Steps. [Online]
Available at: https://www.edgepointlearning.com/blog/how-to-measure-employee-
engagement/
[Accessed 15 April 2022].
bourizk, R., 2021. Reward Management: Theory & Importance. [Online]
Available at: https://study.com/academy/lesson/reward-management-theory-
importance.html
[Accessed 12th July 2021].
CIPD, 2020. Management development. [Online]
Available at: https://www.cipd.co.uk/Images/developing-managers_2014-overview_tcm18-
10436.pdf
[Accessed 20th August 2020].
CIPD, 2020. Recruitment: an introduction. [Online]
Available at:
https://www.cipd.ie/news-resources/practical-guidance/factsheets/recruitment#gref
[Accessed 26th October 2020].
CIPD, 2021. Employee engagement and motivation. [Online]
Available at:
https://www.cipd.ie/news-resources/practical-guidance/factsheets/engagement-
motivation#gref
[Accessed 27th January 2021].
CIPD, 2021. Employee voice. [Online]
Available at: https://www.cipd.ie/news-resources/practical-guidance/factsheets/employee-
voice#gref
[Accessed 29th March 2021].
CIPD, 2022. Reward: an introduction. [Online]
Available at: https://www.cipd.co.uk/knowledge/fundamentals/people/pay/reward-
factsheet#gref
[Accessed 31st March 2022].
Cuofano, G., 2022. Ulrich Model In A Nutshell. [Online]
Available at: https://fourweekmba.com/ulrich-model/
[Accessed 17th February 2022].
Glesson, B., 2018. 3 Simple Elements For Measuring Employee Engagement. [Online]
Available at: https://www.forbes.com/sites/brentgleeson/2018/03/20/3-simple-elements-
for-measuring-employee-engagement/?sh=6b39d8a05100
[Accessed 20th May 2018].
Gordon, J., 2022. Warwick Model - Explained. [Online]
Available at: https://www.ipa.ie/_fileUpload/Documents/THE_PRACTICE_OF_HRM.pdf
[Accessed 16th April 2022].
Heathfield, S. M., 2021. 9 Ways to Inspire Motivation in the Workplace. [Online]
Available at: https://www.thebalancecareers.com/does-your-workplace-inspire-motivation-
1918742
[Accessed 01 March 2021].
humanresources, 2022. Human Capital Management. [Online]
Available at: https://www.whatishumanresource.com/human-capital-management
[Accessed 15th April 2022].
Jerome, D. N., 2013. Application of the Maslow’s hierarchy of need theory; impacts and
implications on organizational culture, human resource and employee’s performance.
International Journal of Business and Management Inventio, 2(3), pp. 2319-8028.
Jones, M., 2019. Why is Employee Reward and Recognition Important?. [Online]
Available at: https://petaurumsolutions.co.uk/blog/why-are-employee-rewards-and-
recognition-so-important/
[Accessed 8th October 2019].
Moslow , A. & Lewis, K., 1987. Maslow's hierarchy of needs. Salenger Incorporated, 14(17),
pp. 987-990.
O’RIORDAN, J., 2017. The practice of Human Resource management. [Online]
Available at: https://www.ipa.ie/_fileUpload/Documents/THE_PRACTICE_OF_HRM.pdf
Oxford, 2022. Oxford College of Marketing. [Online]
Available at: https://blog.oxfordcollegeofmarketing.com/2016/06/30/pestel-analysis/
[Accessed 18th March 2022].
Schooley, S., 2021. SWOT Analysis: What It Is and When to Use It. [Online]
Available at: https://www.businessnewsdaily.com/4245-swot-analysis.html
[Accessed 1st December 2021].
Schooley, S., 2021. SWOT Analysis: What It Is and When to Use It. [Online]
Available at: https://www.businessnewsdaily.com/4245-swot-analysis.html
[Accessed 1st December 2021].
Sodexo, 2022. APPLYING MASLOW’S HIERARCHY OF NEEDS THEORY TO HR
RESPONSIBILITIES. [Online]
Available at: Applying Maslow’s Hierarchy of Needs Theory to HR Responsibilities
Sridharam, M., 2022. Think Insights. [Online]
Available at: https://thinkinsights.net/strategy/pestle-analysis/
[Accessed 24th March 2022].
Vinikas, I., 2021. 5 Reasons Why Learning and Development Is So Important for
Organizations In 2022. [Online]
Available at: https://corp.kaltura.com/blog/learning-and-development-importance/
[Accessed 28th December 2021].
Wisdomjobs, 2022. DEVELOPMENTS IN THE SYSTEMATIC APPROACH TO RECRUITMENT AND
SELECTION - HR MANAGEMENT. [Online]
Available at: https://www.wisdomjobs.com/e-university/hr-management-tutorial-69/
developments-in-the-systematic-approach-to-recruitment-and-selection-8894.html
[Accessed 15th April 2022].
Doing this Assignment has made me understand the importance in HRM in an organisation
and what HRM is all about. All the strategies that we researched gave me a good indication
on what a company would need to pursue if it was struggling. Learning about everything
that goes into human resource, made me understand that employee engagement is the
most important in getting the employees more productive and motivated. Often different
departments forget Human resource management is critical for an organisation. From
recruitment to training and development to the importance of reward management and
giving your employees a voice.

I found that working alongside another person during this assignment, helped us come up
with more suggestions and use methods that we wouldn’t do while doing the assignment
alone. From this experience it has taught me, the value of HRM, however HRM career path
is not going to suit everyone.