Aim of Unit 3 Human Resource Management
The main objective of the present module is to identify and analyse the principles of efficient “Human Resource Management” practice. There are various functions of the HR department within the firm. Duties of the HR department is to analyse the difficulties that are encountered by the workers at the time of working with the company.
Learning Outcomes
LO1 Explain the purpose and scope of Human Resource Management in terms of resourcing an organisation with talent and skills appropriate to fulfill business objectives
Scope of HRM incorporates “recruitment”, “selection”, “placement”, “transfer”, “promotion”, “training” and track the daily-based performance of the workers.
Best practice refers to business policies and strategy implementation. On the other hand, Best Fit refers to the techniques to manage workers within the business firm.
Hard HRM refers to the short-term policies and Soft HRM refers to long-term techniques and policies. Workforce planning refers to the plan or the strategies that are designed by the HR executives for managing al the workers and teams within the office.
Additionally, “identification of different labor market”, “examine the income of the company”, “check the operational stability”, “maintaining the legal and regulatory framework” and “employee retention” and identify the needs of the workers are also performed by the HR. Furthermore, analyse the profiles of the new applicants, check their knowledge for continuing the execution process are also the operations of an HR executive.
LO2 Evaluate the effectiveness of the key elements of Human Resource Management in an organisation
The role of the HR executive is to hire new applicants as per their knowledge. After completion of the selection process, the role of an HR manager is to provide the workers with proper training so that they can understand the organisational goals, roles, and responsibilities. After completion of the training period, teach them with their roles and tell them regarding the organisational rules and regulations. Even performance tracking and reward providing also comes under the duty of an HR executive. Reward management again divided into two components such as “extrinsic” and “intrinsic” rewards. Maintaining structural stability is also the duty of an HR manager. Even the mode of reward payment is also performed by an HR.
LO3 Analyse internal and external factors that affect Human Resource Management decision-making, including employment legislation
Another role of HR is to maintain a good relationship with the workers as well as the organisational head. Moreover, maintaining equality, secure the data of the consumers and workers, health and safety management, redundancy resolving, employment contract management are also roles of the HR. Even maintaining ethical and social responsibilities and trade union management is also the role of HR.
LO4 Apply Human Resource Management practices in a work-related context.
There are many other roles of HR that incorporate “designing and placing job advertisements”, “shortlisting and processing applications”, “interviewing preparation hiring employees” are also performed by an HR executive. With the advancement of technology, the entire process of selection and recruitment becomes easier for them.
Learning Outcomes and Assessment Criteria
| Pass | Merit | Distinction |
| LO1 Explain the purpose and scope of Human Resource Management in terms of resourcing an organisation with talent and skills appropriate to fulfil business objectives | D1 Critically evaluate the strengths and weaknesses of different approaches to recruitment and selection, supported by specific examples. | |
| P1 Explain the purpose and the functions of HRM, applicable to workforce planning and resourcing an organisation. P2 Explain the strengths and weaknesses of different approaches to recruitment and selection. | M1 Assess how the functions of HRM can provide talent and skills appropriate to fulfil business objectives M2 Evaluate the strengths and weaknesses of different approaches to recruitment and selection. | |
| LO2 Evaluate the effectiveness of the key elements of Human Resource Management in an organisation | D2 Critically evaluate HRM practices and application within an organisational context, using a range of specific examples. | |
| P3 Explain the benefits of different HRM practices within an organisation for both the employer and employee. P4 Evaluate the effectiveness of different HRM practices in terms of raising organisational profit and productivity. | M3 Explore the different methods used in HRM practices, providing specific examples to support evaluation within an organisational context. | |
| LO3 Analyse internal and external factors that affect Human Resource Management decision-making, including employment legislation | LO3 & 4 D3 Critically evaluate employee relations and the application of HRM practices that inform and influence decision-making in an organisational context. | |
| P5 Analyse the importance of employee relations in respect to influencing HRM decision- making. P6 Identify the key elements of employment legislation and the impact it has upon HRM decision- making. | M4 Evaluate the key aspects of employee relations management and employment legislation that affect HRM decision-making in an organisational context. |
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Links
This unit links to the following related units:
Unit 7: Business Law
Unit 12: Organisational Behaviour Unit 19: Resource and Talent Planning Unit 20: Employee Relations
Unit 21: Strategic Human Resource Management Unit 29: Managing and Running a Small Business