This document provides an introduction to human resource management (HRM) and strategic human resource management. It discusses how HRM involves managing employees to help a business gain a competitive advantage. Key HRM functions include recruitment, training, performance management, and benefits administration. Strategic HRM connects human resources to an organization's objectives and goals. It aims to develop organizational culture and competitive advantage through flexibility and innovation. The roles of HR managers involve recruitment, learning and development, and linking HR strategy to business strategy.

1. (HRM) 1st
Assignment Ma’am MahrukhCh
Mehmood Ul Hassan Qadir BSF1803966
1
Assignment No 1
Topic:
No1: Introduction to HRM, No2: Strategic Human Resource Management
Submitted By: Mehmood Ul Hasan Qadir
Submitted To: Ma’am Mahrukh Ch
Roll No:
Subject: Human Resource Management (HRM)
Subject Code: BUSA2115
Session: 2018-2022
Submitted Date: Wednesday, May 13, 2020 11:24:31 AM
BS Economics 4th
semester (M)
University of Education Lahore

2. (HRM) 1st
Assignment Ma’am MahrukhCh
Mehmood Ul Hassan Qadir BSF1803966
2
Topic#1
Introduction to Human Resource Management (HRM)
Human resource management (HRM or HR) is the strategic approach to the effective
management of people in a company or organization such that they help their business gain
a competitive advantage. It is designed to maximize employee performance in service of an
employer's strategic objectives. Human resource management is primarily concerned with the
management of people within organizations, focusing on policies and systems. HR departments are
responsible for overseeing employee-benefits design, employee recruitment, training and
development, performance appraisal, and reward management, such as managing pay and benefit
systems. HR also concerns itself with organizational change and industrial relations, or the balancing
of organizational practices with requirements arising from collective bargaining and
governmental laws.
The overall purpose of human resources (HR) is to ensure that the organization is able to achieve
success through people. HR professionalsmanage the human capital of an organization and focus
on implementing policies and processes. They can specialize in finding, recruiting, training, and
developing employees, as well as maintaining employee relations or benefits. Training and
development professionals ensure that employees are trained and have continuous development.
Thisis done through training programs, performance evaluations,and reward programs.Employee
relations deals with the concerns of employees when policies are broken, such as cases involving
harassment or discrimination. Managing employee benefits includes developing compensation
structures, parental leave programs, discounts, and other benefits for employees. On the other
side of the field are HR generalists or business partners. These HR professionals could work in all
areas or be labor relations representatives working with unionized employees.
Human ResourceManagement Is All About Increasing Employee Performance
To Their Highest Level Corresponding To Their Role In The Organization.

3. (HRM) 1st
Assignment Ma’am MahrukhCh
Mehmood Ul Hassan Qadir BSF1803966
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Since every organization is made of people, HRM is all about acquiring services of
people, developing their skills, motivating them to the foremost level and making sure
that they continue to maintain their commitment towards the organization.
Here are seven of the most important human resources functions in
manufacturing companies:
1. Talent Acquisition/Recruitment. ...
2. Compensation Management. ...
3. Benefits Administration. ...
4. Training and development. ...
5. Performance Appraisal and Management. ...
6. Employee and Labor Relations. ...
7. Compliance Management.
Basic concept of HRM
Human resource management means management of people at work. HRM is the
process which binds people with organizations and helps both people and organization
to achieve each other’s goal. Various policies, processes and practices are designed
to help both employees and organization's to achieve their goal.
Role of HR managers
Recruitment:
One of the major responsibilities of a HR manager is to recruit personnel. The success
of an organization largely depends on the workforce employed, so it is essential that
the right people are hired for the right role.
Learning and development:
Learning is a continuous process and essential to enhance employees’ productivity.
HR managers are responsible for the orientation and induction of new employees, as
well as the professional development of existing employees. They are responsible for
strategizing development programs. Furthermore, they must have the ability to identify
and analyze the areas that employees need training for.
Strategic human resource management is the connection between a
company's human resources and its strategies, objectives, and goals. The aim
of strategic human resource management is to: Advance flexibility innovation, and
competitive advantage. Develop a fit for purpose organizational culture.
Whatis thePurposeofSHRM?
There are following list of benefits that help to know about the basic purpose of SHRM. Why
organizations need it? How it can help an organization to accomplish its goals?

4. (HRM) 1st
Assignment Ma’am MahrukhCh
Mehmood Ul Hassan Qadir BSF1803966
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1. The first & at most concern of SHRM is to focus on actions that distinguish an
organization/firm from its competitors.
2. It provides idea to allocate the resources of organization to most match &
capable Employee.
3. It design the foundation of organization to achieve efficient business benefits,
structure, culture, employees values propositions and effective communication
strategic plan for HRM.
4. SHRM also keep track of down turns, down falls, risks and other
business acquirement.
5. SHRM also take part in employee recruitment, hiring, training and assessments
processes.
6. SHRM add its expression in business’s decision making task.
7. Strategic Human Resource Management give emphasis to organizational
codes of moral values and manage public crash of business.
8. SHRM provide tactic and proposal to the director of organization.
9. SHRM take your business to the new level, integrates HR workflow, defines
new goals, aligned employee work force for business flourishing.
Top 4 Catalog ofStrategic Human Resource Management Competencies
There are following index of HRM Competencies. All these points are a source of HRM
empowerment & success that’s ultimately sustains organization.

5. (HRM) 1st
Assignment Ma’am MahrukhCh
Mehmood Ul Hassan Qadir BSF1803966
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1. HR Services
HR services got boosted & they found a streamlined direction towards a new way of achieving
new goals of their organization.
2. HR Strategic Partnership
An organization cannot be successes until there exists a collaborative partnership
among employee & companies’ higher management staff.
3. HR Compliance
The success of an organization is strongly independent of its work staff. No success
is possible if you don’t oversight & manage your employment staff on a daily basis.
The human resource department must a communication with the entire employee on
a daily basis.
4. HR Development
Long term development of employee in the organization is key for success. To achieve
your future goals, you must be equipped with capable, talented and competent staff.
That will support you in your downfall & will stand stronger against any challenge.
4 Aspects of Strategic HumanResource Managementon Workplaces
There is a list of aspects that deeply affects the HRM. Strategic Human Resource
Management provides new innovations by adding smoothness in workforce morale
and capabilities. HRM activities like hiring, firing, training, administration and
performance management got more line up because of strategic HRM. Your firm
should be competent enough to satisfy employee otherwise they will leave you.
1. MotivatedEmployees
As per employee’s performance graph companies need to boost their motivation level.
Annual increment, employee of the month, employee of the years and promotions are
the tactics to appreciate your loyal employees. These little things motivate them and
build strong relationships with employees for the future as well.
2. Developmentof Flexibleworkforce
The HRM strategic plan should include the activities to make flexible workforce
development. Strategic HRM includes the policy to convert your work into flexible one.
Flexibility in employee’s shifts, schedules and work location allow them to work freely.
These relaxations will generate more quality in their work & performance.
3. Employees’ Empowerment
Strategic HRM, developed more enthusiasm in employee behavior. The employee’s
development includes the some short courses, training sessions and short lectures
that will change employees into more skilled assets. These skill assets will be used in
future against business competitors.

6. (HRM) 1st
Assignment Ma’am MahrukhCh
Mehmood Ul Hassan Qadir BSF1803966
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4. Positive Working Environment
Strategic Human Resource Management, encourage positive work environment within
the organization. This environment will eventually bring rise in the employee’s
progressive & productive work graph. The positive work environment ensures the
favorable benefits in organizational aspects.
Conclusion
Strategic Human Resource Management enlightened the firm with new planned &
consistent work framework according to their business needs and strategies. Strategic
Human Resource Management uses to influence organization in various aspects. Like
employee management, employee development, performance measurement and goal
accomplishment that leads to business success. Integrated scheduling of all these
activities leads to make your dreams come true. Not a single activity will deliver your
success. Organization need to be very critical while defining their Business Strategy,
HR, Strategy, Goals, Context, Competitor and Stakeholder’s Demands.