Human Resource Management is the term used to describe formal systems invented for the management of people in an organization. The job of a Human Resource Manager falls under three major areas which are staffing, employee compensation and benefits, and defining work. The purpose of Human Resource Management is to maximize the productivity of an organization by optimizing the effectiveness of its employees.
1.1 Scope of Human Resource Management
The scope of Human Resource Management refers to all the activities that comes under Human Resource Management. They are employees hiring, remuneration, employee motivation, employee maintenance, industrial relation and prospects of employees. First, human resources planning refers to a process by which the company to identify the number of jobs vacant, whether the company has excess staff or shortage of staff and to deal with this excess or shortage.
Training and development refers to Every employee goes under training program which helps him to put up a better performance on the job. Training program is also conducted for existing staff that have a lot of experience. This is called refresher training. Training and development is one area where the company spends a huge amount. Besides that, Motivation becomes important to sustain the number of employees in the company. It is the job of the Human Resource department to consider the different methods of motivation. Apart from this certain health and safety regulations have to be followed for the benefits of the employees. This is also handled by the HR department.
1.3 How does Human Resource Management fulfil organization goals and objectives
Human resources managers are first concerned to make sure that the business is properly staffed, and can obtain the human resources it needs. This requires designing organizational structures and identifying under what type of contract different employee groups will work. The right people are then recruited and developed. Human Resource managers compete in the job market to ensure only the best and talented employees are recruited to assist in meeting the company goals and objectives such as profitability. Once the required workforce is in place, Human Resource managers must make sure that employees are well motivated and dedicated to maximizing their performance. By using various motivational techniques such as promotion, increased pay and benefits such as company cars, Human Resource managers can shore up an individual employee's performance. They also train employees and negotiate improved performance with trade union officials. Human Resource managers can also assist in disciplining errant workers if their performance or conduct is unsatisfactory.
In an organization, change cannot be avoided. It can be structural, requiring reorganization of activities or hiring new people to fill roles. At other times, change occurs to alter attitudes, philosophies and established organizational norms. Human Resource managers recruit or develop people with the necessary leadership skills to steer the change process. They also inform employees of incoming changes and help them adjust accordingly. If the organization intends to introduce computers to cut down its costs and improve profitability, Human Resource managers train employees with no computer skills. Human Resource managers have a responsibility to facilitate the smooth operation of the organization. They must maintain accurate and inclusive data on individual employees. This data includes employee performance reports, their terms and conditions of employment, training and attendance records and their personal details.
1.4 Advantage & Disadvantage of selection & recruitment
A constant disadvantage to the process of selection and recruiting is trying to keep up with the enticements being offered by industry competitors. Elements such as higher pay, more comprehensive health benefits and a strong retirement package become expensive. But if your company wants to be able to attract the best new talent, then it is necessary to keep up with the competition and try to exceed candidate's expectations.
Proactive selection and recruitment involves understanding the intricacies of future personnel requirements, and then developing job listings that bring in candidates that the company will need for company growth. In conjunction with searching for qualified candidates to fill existing positions, the human resources group also needs to become familiar with company growth plans to determine what kinds of positions will be needed. This also includes international expansion, and the need to fill positions in new business ventures that the company has never needed before. All this proactive work creates a stable foundation for supplying talent during the growth phases of the company.
 
1.5 Recruitment strategies & methods
One of the most common recruitment methods for businesses is job advertisements placed in local and national print and online publications. The key is to advertise in places that are more likely to attract the kinds of candidates sought by the company. For example, technical businesses tend to advertise in specific trade publications and websites with high traffic rates. Advertisements and promotions typically include important information such as the location, job title, description, compensation package and instructions on how to apply for jobs. Companies sometimes use employment and recruitment agencies as part of their staffing strategy. An employment agency can save businesses the hassle involved with the initial screening of outside resumes, assessing qualifications and testing, and checking references. Recruiters provide their services for a fee, often specializing in certain employment areas, such as financial services professionals, teachers, office workers and executives.
1.6 Conclusion
In conclusion, I have learned the purpose of and scope of Human Resource Management in terms of resourcing an organization with talent and skills appropriate to fulfil business objectives. I have also learnt the different methods used in Human Resource Management practices. 
Task 2
Human Resource Management is the term used to describe formal systems invented for the management of people in an organization. The job of a Human Resource Manager falls under three major areas which are staffing, employee compensation and benefits, and defining work. The purpose of Human Resource Management is to maximize the productivity of an organization by optimizing the effectiveness of its employees.
The main responsibilities associated with Human Resource Management include job analysis and staffing, organization and utilization of work force, measurement and appraisal of work force performance, implementation of reward programs for employees, professional development of workers, and maintenance of work force. Job analysis consists of determining the nature and responsibilities of various employment positions. Job analysis is practiced by Human Resource Management because it provides valid information about jobs that is used to hire and promote people, establish wages, determine training needs and make other important Human Resource Management decisions. Performance appraisal is the practice of assessing employee job performance and providing feedback to those employees about both positive and negative aspects of their performance. Performance measurements are very important both for the organization and the individual, for they are the primary data used in determining salary increases, promotions, and, in the case of workers who perform unsatisfactorily, dismissal. Reward systems are typically managed by HR areas as well. This aspect of human resource management is very important, for it is the mechanism by which organizations provide their workers with rewards for past achievements and incentives for high performance in the future. It is also the mechanism by which organizations address
problems within their work force, through institution of disciplinary measures. Employee development and training is another vital responsibility of HR personnel. HR is responsible for researching an organization's training needs, and for initiating and evaluating employee development programs designed to address those needs. These training programs can range from orientation programs, which are designed to acclimate new hires to the company, to ambitious education programs intended to familiarize workers with a new software system.
So, most responsibilities of Human Resource Management are that they have decisions to make. There are factors that can affect the decision making of the Human Resource Management. They are divided into two which are internally and externally. Government regulations is one of the external factors with the introduction of new workplace compliance standards, the Human Resource Management is constantly under pressure to stay within the law. These types of regulations influence every process of the Human Resource department, including hiring, training, compensation, termination, and much more. Disobeying such regulation can cause a company to be fined extensively which if it was bad enough could cause the company to shut down.
Next, economic conditions is one of the external factors that affect Human Resource Management decision-making. One of the biggest external influences is the shape of the current economy. Not only does it affect the talent pool, but it might affect your ability to hire anyone at all. One of the biggest ways to prepare against economic conditions is to not only know what’s happening in the world around you, but also create a plan for when there is an economic downturn. All companies can make due in a bad economy if they have a rainy-day fund or plan to combat the harsh environment. Technological Advancements is considered an external influence because when new technologies are introduced the Human Resource department can start looking at how to downsize and look for ways to save money. A job that used to take 2-4 people could be cut to one done by a single person. Technology is revolutionizing the way we do business and not just from a consumer standpoint, but from an internal cost-savings way.
Workforce demographics is also an external factor that can affect Human Resource Management decision-making. As an older generation retires and a new generation enters the workforce the human resources department must look for ways to attract this new set of candidates. They must hire in a different way and offer different types of compensation packages that work for this younger generation. At the same time, they must offer a work environment contusive to how this generation works.
Company budgets is considered as internal factor that affects Human Resource Management decision making. The human resources department needs to work within the budgets of the various departments it is hiring for, and that can limit the kind of employees that can be hired. If the sales department needs a new vice president of sales in a field that averages RM80,000 per year in compensation, but the budget only allows for RM50,000 per year, then that limits the kind of employee the human resources management can hire. The sales department may have to accept a vice president who does not have all the qualifications the company is looking for.
Labour force consists of all people who can work for a company. It costs money in relocation fees to bring in qualified employees from out of a company's immediate geographic location. Even transferring employees from other corporate offices can be expensive. The preference for a human resources professional is to reduce costs by hiring candidates from the immediate geographic area. But when the talent pool in the local labour force does not match the needs of the company, that can cause human resources plans to change.
In conclusion, the internal and external factors is proved to have impact towards the human resource management decision making. In this assignment, I have learnt about the impact of internal and external factors which gives impact to the human resource management decision making. For example, if the sales department needs a new vice president of sales in a field that averages RM80,000 per year in compensation, but the budget only allows for RM50,000 per year, then that limits the kind of employee the human resources management can hire.
 
Task 3
Human Resource Management is the term used to describe formal systems invented for the management of people in an organization. The job of a Human Resource Manager falls under three major areas which are staffing, employee compensation and benefits, and defining work. The purpose of Human Resource Management is to maximize the productivity of an organization by optimizing the effectiveness of its employees.
The first point of contact for applicants, potential candidates and prospective employees is Human Resource's recruitment and selection area. Therefore, making a good impression on job seekers is essential if you want to become an employer of choice, or a place where people want to work. Best practices for recruitment and selection include streamlining the hiring process through tools such as applicant tracking systems and communicating with applicants and candidates about the selection process. Best practices like these prevent a company from earning a reputation for keeping job seekers in the dark, unaware of their status in the hiring process.
Best practices also include holding recruiters accountable for engaging in fair employment practices that treat applicants equally within regard to non-job-related factors such as age, sex, race, national origin and religions, and instead focusing solely on experience, expertise and qualifications in decisions about narrowing the field of viable candidates.
Employee compensation and benefits may be the most important area for best practices. According to data published in February 2010 by outsource provider and consulting company Ceridian, companies spent just over one-third of their total budget on human resources. Almost 70 percent of that amount is for salaries, and a little less than 30 percent is allotted to benefits. Being an employer of choice doesn't mean your company pays the highest wages or that it offers the trendiest benefits, though. Best practices in compensation requires understanding the value of jobs and their worth in the labour market. Additionally, offering retention-focused benefits packages are among best practices in human resources. Attention to best practices in your organization's compensation and benefits structure improves job satisfaction, morale and employee retention, all of which have a positive effect on your company's bottom line.
Of all the Human Resource disciplines, the employee relations discipline has the broadest reach. Human resources leaders generally have a common goal which is to strengthen the employer-employee relationship. An effective way to strengthen the relationship is through a well-constructed performance management system. Employees need feedback. They need to understand their employers' expectations, and employers have an obligation to provide employees with the tools necessary to achieve high performance. Within the context of Human Resource best practices, performance management comprises job descriptions, performance standards, continuous feedback from supervisors and regularly scheduled performance appraisals. Employers who overlook the importance of feedback may experience high turnover and overall dissatisfaction among employees. On the other hand, employers who engage in best practices demonstrate their commitment to helping employees achieve excellence, and they rank high on the list of top companies to work for. They can maintain a fully engaged work force that maximizes the company's productivity and, ultimately, the company's profitability and success.
Harassme
nt is a form of discrimination. As with discrimination, there are different types of harassment, including unwelcome behaviour by a co-worker, manager, client, or anyone else in the workplace, that is based on race, colour, religion, sex, nationality, age, disability, or genetic information. When paying a salary to men and women of the same qualifications, responsibility, skill level, and position, employers are forbidden to discriminate based on gender. Also, businesses are forbidden from lowering one gender's salary to equalize pay between men and women. A hostile work environment is created when harassment or discrimination interferes with an employee’s work performance or creates a difficult or offensive work environment for an employee or group of employees.
In conclusion, in the company there are equal opportunities for the employees and reward offers for the productive employees. I also learnt that there may be discrimination in the company.