Human Resource Management Essay

Submitted By gspatiala
Words: 1274
Pages: 6

Human Resource Management
Introdction:

Strategic human resource management (strategic HRM, or SHRM) may be regarded as an approach to the management of human resources that provides a strategic framework to support long-term business goals and outcomes. The approach is concerned with longer-term people issues and macro-concerns about structure, quality, culture, values, commitment and matching resources to future need.
Defination:
Strategic human resource management includes typical human resource components such as hiring, discipline, and payroll, and also involves working with employees in a collaborative manner to boost retention, improve the quality of the work experience, and maximize the mutual benefit of employment for both the employee and the employer. HR is concered with the issue of managing people in the organization.
Tescois the worlds third largestgrocery retailer.It own approximately
470,000 employees around the world .The Human Resource Strtegy
At Tesco revolves around training and development of employees, communication and consultation, reward and benefits linked to
Achieving steering wheels target.

HR department cover five key roles:
1:Executive role
2 :Audit Role
3: Facilitator role
4: Consultancy role
5:Service role
Importance of HRM:

Human resources is important to organizations in 10 specific areas, ranging from strategic planning to company image. HR practitioners in a small business who have well-rounded expertise provide a number of services to employees. The areas in which HR maintains control can enhance employees’ perception of HR throughout the workforce when they believe HR considers employees to be its internal customers and renders services with that in mind.
1: Strategy:
HR improves the company's bottom line with its knowledge of how human capital affects organizational success. Leaders with expertise in HR strategic management participate in corporate decision-making that underlies current staffing assessments and projections for future workforce needs based on business demand.
2:Compansation:
They conduct extensive wage and salary surveys to maintain compensation costs in line with the organization's current financial status and projected revenue.

3:Benefits specialists can reduce the company’s costs associated with turnover, attrition and hiring replacement workers. They are important to the organization because they have the skills and expertise necessary to negotiate group benefit packages for employees, within the organization's budget and consistent with economic condition.

4:Liability
HR employee relations specialists minimize the organization's exposure and liability related to allegations of unfair employment practices. They identify, investigate and resolve workplace issues that, left unattended, could spiral out of control and embroil the organization in legal matters pertaining to federal and state anti-discrimination and harassment laws.

5:Training and Development
HR training and development specialists coordinate new employee orientation, an essential step in forging a strong employer-employee relationship. The training and development area of HR also provides training that supports the company's fair employment practices and employee development to prepare aspiring leaders for supervisory and management roles. Winning in Europe- this is training in Tesco Company that aims at reaching out to other countries outside the United Kingdom.

6:Employee Satisfaction
Employee relations specialists in HR help the organization achieve high performance, morale and satisfaction levels throughout the workforce, by creating ways to strengthen the employer-employee relationship. They administer employee opinion surveys, conduct focus groups and seek employee input regarding job satisfaction and ways the employer can sustain good working relationships.

7:Recruitment
HR recruiters manage the employment process from screening resumes to scheduling interviews to processing…