Hrms Connection to Straegic Management of an Organisation Essay Example

a strategic standpoint, personnel/IR prioritize their relationship with labor management as their key relationship, whereas HRM emphasizes the evaluation of customers as their key relationship.

Line direction:

• Management function: PM's management function is transactional, whereas HRM's management function is transformational and guiding.
• Cardinal directors: PM or IR specialists manage everything in PM, but in HRM, line directors handle all tasks.
• Communication: PM communicates indirectly with employees, while HRM communicates directly.
• Standardization: PM's standardization is high, but HRM's standardization is low.

Cardinal levers:

• Choice: PM individually selects their employees, while HRM integrates the selection process.
• Wage: PM pays employees based on job rating, while HRM pays based on performance.
• Job classes: PM has various job classifications, but HRM has fewer.
• Job design: PM designs jobs through division of labor, but HRM designs jobs through teamwork (Bloisi, 2007).

Demonstrate that effective judgement has been made to establish the contribution of strategic HRM in achieving the corporate goalsThe role of the line director is to achieve the organization's goals and manage all tasks on behalf of the organization.

The HR department of British Gas plays a crucial role in the administration, as highlighted in my case study. The organization's ability to achieve its goals heavily relies on having an HR director. Among their responsibilities, the HR director is responsible for

planning, resourcing, and maintaining the workforce. The line managers depend on the HR director to have knowledge of the current staff count, identify staffing needs in various departments, and make decisions related to hiring or recruitment. For instance, at Sainsbury's, directors must hire additional staff during peak hours such as weekends when the store is busiest. They also need to assess which employees are suitable for operating specific systems. Using this information, the HR director can effectively plan how many employees to hire and determine the appropriate hiring process.

The planning and resourcing function is crucial for a line director, as is retention. Retention refers to the responsibility of the director in ensuring staff satisfaction and enrolling new employees when necessary.

Because new people do not know what their main duties and operating system are, the manager needs to inform everyone about their job. Additionally, the manager helps them become successful employees in order to achieve their goals. The director develops their new employees through training methods.

• Rewarding salary: Employees rely on their organization to sustain their livelihood. Therefore, the manager must provide fair and adequate payment.

Managers also need to implement

reward systems such as pensions and healthcare in order to satisfy employees and encourage them to work harder. This can lead to improved employee relations, which involves maintaining good behavior, being accessible and supportive, and showing an understanding of employees' personal lives (Bloisi, 2007).