“In Partnership with UNIVERSITY OF WALES:

TRINITY SAINT DAVID”

“Human Resource Management”

Lecturer Name: Nii Asare-Addy

Student Name: Dhulasirajan Senthilvel

Student CTL ID: 093450-77

Student UWL ID: 1002092

CTL mail Id: dhulasirajan.senthilvel@stu.ctlondon.ac.uk

1
Table of Contents
1 Executive Summary 3

2 Introduction 3

3 Human Resource development 3

4 Globalisation and HRM 4

5 Workforce Diversity 4

6 Recruiting 5

7 Retention 6

8 Rewards and Recognition 7

9 Managing diverse workforce in Organization 7

10 Advantages of Diversity 8

11 Impact of human resource management on organization 8

12 Conclusion 8

13 Recommendations 9

14 References 9

2
Executive Summary:
This report explains role of Human resource management in organization. Also task of human
resource in organization. In today’s globalized world Human resource management plays
important role in organization in terms of recruiting skilled and experienced people. Retaining
those people in organization for longer time. Also manage workforce diversity. As diversity help
organizations to improve their thinking, behaving capability. Also gives flexibility and
adaptability to organizations. Also report focus on recruiting and rewarding criteria of
employees.

Introduction:
According to John Ivancevich (2006) “ Human resource management is distinctive approach of
management to recruit competitive and skilled workforce using good interview techniques which
can be evaluate employees technical, decision making and thinking ability”.
In globalised economy every organization knows the role of employees in organizations. As
good skilled employees can produce good service and products by which company get
competitive advantage over their competitors. Increasing value of creative and skilled employees
in organization force the management to make their recruiting strategy and behaving with
employee such a way that environment in workplace must be good and increase employee’s
creativity. Role of employees. Behavior of management towards employees is changed
dramatically from last two decades. Organizations want to retain their skilled employees as they
want experience and productivity among their employees. Skilled employees have better market,
competitors can approach them and they can leave the job. Company need to think all these
options to develop strategy to retain employees. According to Michael Armstrong (2006)
retention is important for every organization to gain competitive advantage another use of
retaining is organization saves the training cost of new employees and productivity continues.
There is one famous quotes of founder of IBM organization about employee and their creativity.
Thomas Watson founder of IBM said “You can make building easily but U can’t build business
easily without help of people”

Human Resource Development:

Margaret A. (2004) explains the development of human resource management. Human resource
management developed with overall improvement of performance within the work culture.
Human resource not only limited with employees current work. It also includes trainings
education, giving creative workplace by which employee can become more creative and can
increase their production capacity. Human resource management is to find out weak links of
employees and fill those gaps by giving proper trainings
Human resource development should work with each and every employee of the organization
and try to develop their skills. Always motivates them. If they de motivated then automatically it

3
affects on production. HR must feel every employee that they are best employees and company
need contribution from them in terms of their dedication towards work. Globalization cause
switching employees from one company to other for better opportunities, better salary and
workplace. HR must make some strategies to avoid gloabalization effect on organization.

Globalisation and HRM:

There is no any fix definition of globalization. Globalization is the world wide movement in
terms of economy, trade and communication. In broader scope beyond local and national level.
Also interconnection and interdependence with services, good, capital. (businessdictionary.com)

From 90th decade globalization affects on business significantly. Now days it increase up to
maximum level. (Appadurai, 2001) appadurai emphasizes globalization as concept used to
compression of the world means all organization need other organization in terms of their
requirements.

Multinational companies can set there business across any region which they want. Its
globalization effect to give companies chance to invest in new market. Now days almost all
countries can accept new entrant in their market. Also customers can accept new product if they
are better in terms of quality and price. For new setup of organization in new market, requires
huge human resource in terms of building plant, not only workers but also business analyzers,
marketing persons, public relations etc. company need high quality workers to travel and shift in
new market. This also increase workforce diversity as organizations becomes global
(economist.com)

As globalization impacts on workforce diversity, human resource management must manage

these kinds of changes in organization sometime it make negative impact on organization such as
native people loose their jobs. All profit goes in foreign country. Sometime new investment
cause local market.

Now we focus on how globalization changes the human resource management functions. How
human resource management handle there employees and recruit new employees in this
globalised market and diversity issues.

Workforce Diversity:
Diversity as defined by Michelle is the difference of cultural, ethical and social identities among
existing people working together to perform same task in a defined employment system or
defined workplace (Michalle M, 2010).
Sometime diversity is essential for organization but same time it’s difficult to manage specially
in initial stages. Such as investing in new market which force organization to take local

4
employees, if those employees not really caliber then it becomes problem. They can’t simply
remove them because it will impact negatively. If organization manages diversity effectively
they can increase creativity, increase innovative ideas because different types of peoples share
different ideas and best possible ideas come as replacement.

Improvement of political systems, economic conditions also human rights acceptations are major
factors to follow diversity in workplace. Sometime it forced on organization; sometime
organization must follow diversity in workplace for better result. (Margaret 2004) diversity can
be useful in various ways it brings people together which have different culture, different
ethnicity and different living style. To lead the business and gaining market position company
need good workforce which needs to be talented and skilled. Diverse workforce can provide
necessary ideas and skilled to organization. As mentioned diversity must be well managed
otherwise it cold problem for organizations. In terms of de motivation, discrimination, grouping
in workplace this kind of behavior not good for organizations. Human resource management
must diversify their workplace in proper manner such as adopting good recruitment process,
retaining best employees giving them good facilities. Minimize conflicts between employees and
employees and management relations. As employees is backbone of every organization, proper
growth of employees result in growth of organization.

Recruiting:

Recruiting is the selection of qualified applicant. Recruitment process is important every

organization want Right person at the right position otherwise organization will not succeed. As
Robert and John states recruiting right person for right job is difficult task for recruiting manager
specially when there is shortage of qualified candidates. (Mathis 2006) wrong selection or poor
selection of candidates can be costly for organizations thus recruiting should be done properly
(Mathis 2006)

Recruitment procedure is not easy. Company must analyze on which position they want to
recruit. Then budget check, among from many applicant they must choose those candidates who
fits better on particular post. Also they follow selection process such as personal interview,
psychometric and structured unstructured interview. Technical knowledge their past experience
etc. (Robert et al 2009)

5
Rodger (1954) develop 7 stage model for recruiting employees
These seven stages are:
1. Physical appearance: - Health, speech, body language etc.
2. Attainment:- education qualifications, experience and achievements in field
3. Intelligence: - Analytical and problem solving skills.
4. Aptitude: - Numerical and technical skills.
5. Interests: - whether employee really interested or not.
6. Disposition:- Is interviewee mature enough and decision making ability tested here
7. Circumstances: - such as family background and domestic circumstance.
(www.bola.biz)

Retention:

After recruiting human resource, recruiter must try to retain those skilled employees in
organization. Employees try to switch organizations for better pay better work conditions better
position which offered by other organizations. Manager must motivate their employees by giving
them time, improve their work environment and task. Retaining best employees creates good
environment in workplace. Also recruiter needs to remove those employees who are
underperforming.

Every successful organization, employee plays major role. Employees are backbone of
organization. By Retaining those employees organization can build trust and good image of

6
management in employees mind. Again retention is useful when training cost is very high. In
some organization people train for their jobs first three to four months. Every new employee
must go through these trainings. Retaining will save those cost for organization.

Rewards and Recognition:

Reward and recognition are real motivation for employees and these factors are also play role in
retaining. Also employees can satisfy with organization and they put more effort in work.
Reward system is useful to retain skilled employee. Rewords can also increase ability of
employees. If employees try to achieve rewards then he must increase productivity and
performance. Psychological effect on other employees if someone gets reward because of over
performing, other employees can also try to achieve that performance. (Sheilds, 2007)

In globalize economy there is always demand for skilled and experienced employees. Every
organization wants those people who are already trained. Retaining is important objective for
every organization. Most organization offers task based or performance based rewards which
matches company’s requirements.

Rewarding employees means improving their confidence level and dedication towards work,
employees get motivated also getting reward is self motivation factor. According to Maslow
theory of need employees want to achieve their basic needs first such as psychological safety and
social need. Rewards are motivational factor for fulfillment of their needs (abraham-
maslow.com)

Hence every organization must retain their skilled employees because skilled employees are very
difficult to find out. And unskilled employee need trainings and time to involve with workplace
and work.

Managing diverse workforce in Organization:

Todays globalize economy we find different ethnic peoples in same workplaces. They have
different native languages, they studied in different environment, different race. Organizations
must give equal chance to each employee to avoiding conflicts between employees. Company
can get success only if they manage diverse workforce (John B and Jeffrey G. 1999)

Diversity in workplace is good for organization because of they get different kind of human
resources which gives lots of ideas, suggestions to company but if diversity not managed
properly then it can be serious problem for organization in terms of employee un satisfactions
and it will decrease motivation level of employees.

7
To manage diversity in workplace organization must create good work environment they must
give quality of work is priority also in rewards company must look to people whom they want to
give rewards. They must look negative effects on other employees. They must create support
system which can reduce discrimination. Company must train their managers to handle
discrimination, and diversity issues. Such as include coaching programs.

Advantages of Diversity:
Diverse workforce means company has human resource from various countries, from different
background. Company gains competitive advantage over other companies who not have diverse
workforce. Diversity can increase creativity helpful to share new ideas, chance to learn new
things. Diverse organization has better understandings of social, legal and cultural environment.
(Gatewood et al 2008) multicultural organizations are considered as better problem solving
because of their view of consideration of problem, analyzing and problem solving capability is
higher than other. People with different ideas give variety of options to organizations and since
those ideas shared with diversified group of People Company can implement those ideas into
organization easily. Another important thing with diversified workplace is adaptability. Diverse
Workforce adopts changes easily.

Impact of human resource management on organization:

Human resources are important factor of success for every organization. Especially skilled
employees. Importance of Human resource management in organization increased in last two
decades. Organizations aware about role of employees in organization. Skilled and experienced
people are very rare to fine organizations need those people and human resource management
can give those people to organization. Now days HR function not only limited with recruiting
and retaining, HR department is the link between management and employees.

Conclusion:

As skilled workforce of employees are important for every organization. To manage company’s
workforce, role of Human resource department plays important part. In globalize world
recruitment procedure is become very difficult. Changing in workplaces, working conditions,
stress are the factors by which employees can easily change their jobs. Also they looks for better
pay, if other company offers better pay then employees can leave company. It’s difficult to find
skilled employee on time. Retention, and give employees such environment which they want is
the main work of human resource management in current scenario. HR also needs to deal with
various issues such as diversity in workplace. Sometime diversity makes negative effects on
employees HR must manage diversity such a way that company could get benefit in terms of

8
diverse thinking, decision making and innovations. Minimizing Conflicts in employees and
resolving their work related issues also important for Human resource department.
Recommendations:
• Give equal opportunity to each employee, it starts form selection of employees. Company
need to conduct good interviews. And selection criteria. They must choose right
candidates at right place with offering right salary package
• Employee’s feedback, such as every 3 month company must take feedback from
employee. Such as there expectations from organization, are they happy with work
environment, are they want to gain more experience in new field etc.
• Retention, rewards are best way to improve company’s image and motivate employees.
Company uses those motivational factors effectively.
References:
[1] Micheal A (2006) A Handbook of Human resource management practice, Kogan page
limited, 10th edition, p 32

[2] Appadurai A (2001) Globalization, Duke University press, p65-68

[3] economist.com [online]

Available URL:- http://www.economist.com/node/13145370?story_id=13145370 [accessed on

16th Dec 2010]

[4] John M, 2006, Human resource management, 10th edition, McGraw-Hill publication, p 5

[5] R Mathis and J Jackson, Human resource management, 12th edition, Thomson publication,
2006, p 128

[6] Margaret S and Faye J (2004), psychology and management of workplace diversity,
Blackwell publishing, p164

[7] Robert et al 2009, Effective recruitment and selection Practices, 5th edition.

[8] R. Edenborough, 2008, Assessment methods in recruitment, selection and performance: A

manager’s guide to psychometric testing, interviews and assessment centers, Kogan Page
Limited, UK

[9] Michalle B (2010), Managing Diversity: Towards Globally inclusive workplace, sage
publication p 165

[10] B. Kreisman, 2002, Insights into Employee Motivation, Commitment and Retension,
[online],

9
Available at: http://www.insightsvancouver.com/PDFs/Employee%20Commitment-Retention
%20White%20Paper[1].PDF
[Accessed on 15th DEC, 2010]

[11] John B and Jeffrey G. 1999, Human resource management: Theory and practices, 2nd
edition, Macmillan press LTD, p29

[12] J. Shields, 2007, Managing employee performance and reward: concepts, practices,
strategies, Cambridge University Press, UK.

[13] abraham-maslow.com [online]

http://www.abraham-maslow.com/m_motivation/Hierarchy_of_Needs.asp [accessed on 15th
December, 2010]

[14] www.bola.biz [online]

http://www.bola.biz/recruitment/rodger.html [accessed on 20th DEC 2010]

[15] J. Hayes, 2008, Workplace Conflict and how businesses can harvest it to thrive, [online],
Available at:
https://www.cpp.com/pdfs/CPP_Global_Human_Capital_Report_Workplace_Conflict.pdf
[Accessed on 15th DEC, 2010]

[16] Gatewood et al 2008, Human resource Selection, 6th edition, Thomson southwestern
publication, p244

[17] businessdictionary.com [online]

Available URL:-http://www.businessdictionary.com/definition/globalization.html [accessed on

15 DEC 2010]

10