Get free samples written by our Top-Notch subject experts for taking online Assignment Help services.
The study is about the role of the "Human Resources Management (HRM)" in the FarmBox Company in order to develop or the proper growth of the company in the market. The study also deals with the strategic as well as operational management in the company. It also deals with the role of HR in the organization in order to hire skilled workers in the company for the development. The study sheds on the various models and theories as well as the management of time.
"HRM" plays an important role in the process of selection, appointing, enlisting the employers, providing better coordination, and trying to enhance the performance of the workers or employers. Along with this, the HR of the FarmBox company is to maintain strong relationships with the workers and other employers of the company, as well as it also deals with arranging the benefits of the workers in the organization (Stahl et al. 2020). The department of HR also deals with ensuring the safety of the individuals in the workplace and protecting the workers from health issues as well as providing the welfare of the workers in the organizations.
Within the organization, HR played a basic role in the company in order to better perform the organization in the market. The FarmBox needs the department of HR because the company grows the foodstuffs directly and sells the products online directly to the customers, situated in Cheshire, United Kingdom (UK). Along with this the HR management recruits or hires the perfect candidates for the company in order to provide a better role for the organization's development (Cooke, 2018). The organization needs to create an effective department of HR in order to generate a higher amount of revenue for the company. The major of HR is to build the policies for the organization or the guidelines of the company that needs to be followed by the various employers or the workers, work for the organization. Along with this, HR played a perfect role in creating the policies for the organization and managing discipline in the workplace. The HR department also provides the company with communication policies in the organization to cooperate with the single individuals in the organization. The department of HR also provides the organization with similar dress codes in order to maintain equality among the organization or in the company. HR also deals with the benefits as well as proper administration in the workplace for the workers or employers.
Figure 1: Roles of HRM
The Departments help the workers to get the benefits or compensations in the workplace. The Department decided to reward the workers in order to better performance for the company as well as the department also decides about the leave policies that are needed in the organizations or the company. The department also provides the benefits related to the health facilities, manages the cultures in the workplace for the varieties of the individuals working in the company. The HR departments also try to mitigate the risks that are caused in the operation of the business in order to develop the organization. The department also deals with the safety and health-related issues that are for all the employers working in the organization as well as the departments secure the details of the employers working for the FarmBox.
The “AMO Theory” provides the suggestion that the system of work depends on the three autonomous components that format the employers and workers in order to contribute to the organization as well as the company's success. According to this, the company needs to attend to the capacity, desire as well as opportunities (Mat et al. 2021). The theory deals with enhancing the capacity and capability of the employers in the company motivates the workers in the company, as well as creating higher opportunities for the company.
Human Capital Theory
The theory of "Human Capital" enhances the value of the workers' skills as well as the knowledge of the workers in the operation of the company. The theory also deals with factors such as the training of the workers, development of skills within the workers, and making the workers loyal for the work as well as making them punctual for the time (Latov and Tikhonova, 2021). The theory helps to motivate the individuals in order to increase the productivity of the company.
The "Michigan Framework" deals with the recruitment of the workers or employers in the organization or the company. The frameworks deal with or develop the performance of the workers in order to develop the organization (Yu and Welch, 2021). On the other hand, the workers are provided with various types of rewards or benefits in the organization.
5 P Model
The "5 P Model" is critical in the HR process in order to make effective strategies in the business activities as well as to manage the overall functions of the organizations. The models include the "principle", "people", "processes", "purpose", "performance" that leads to the development as well as making the organization achieve the goal.
Purpose in the model based on the organization to set the goals, objectives of the organization as well as create the vision of the organization (Srikoon et al. 2018). Principles of the model deal with setting the protocols in order to achieve the goal of the organizations.
Figure 2: 5P Model
Process in the models includes the methods and techniques that are used in the organization for the development. People in the model refer to the major resources that are the individuals in order to perform the task of the company for developing the organization in the market. Performance in the organization is to evaluate the development of the organization as well as the development of the workers in the organization. The above models of "HRM" help the organization in order to properly develop the workers that are the important factors in the company. The organization management needs to motivate the workers or employers
HRM is based on the different models that are held in order to understand the theories of HRM in the company. The various models give analysis and have greater ideas about the concept of HRM. The models establish the relationship with the variables that are needed to be studied in the concept of HRM. The HRM is to work on the 4 major types of the model are "The Embrun model", "the Harvard model", the guest model", as well as "the Warnick model" of the HRM. The models are essential in the HRM to create the framework of the concept of the HRM, factors of the HRM, strategies of the HRM, as well as the behaviors of the stakeholders and competition with the various other organizations in the market (Diaz?Carrion et al. 2019). The models clarify the practices of the HR as well as also provide variation in the process of the HRM. The models also describe the relationship of the various workers as well as the customers in the workplace or the market. The models also help the practices of the HRM in order to understand the importance and major significance of the practices.
The Fombrun Model
The model of fombrun highlights or indicates the four types of function in order to manage the workplace or the role of the HR in the FarmBox. According to this model, the HR evaluates or assesses the process of selection, evaluates the development of the workers and employers in the workplace as well as provides them with better pay scale and rewards or benefits. The model is insufficient or lacking because it focuses on the four types of processes that are done in the HR concept. However, HRM is a large concept that follows a large number of processes in order to develop the workers and the development of the company. According to the model, it simplifies or positively identifies the HR practices in order to create the understanding.
The Guests Model
The HR practice also works on the Guests Model that was introduced by "David Guest" in the year 1997. The model points out or highlights the expectations or the beliefs of the HR management in order to follow the definite strategies to start the process of HR. The model provides an idea about the better outcomes related to the behavior of the workers or the employers in the place of work. Along with this, the model deals with the financial issue of the organization as well as the rewards or benefits of the workers in the place of the work. The model works on the indication of the strategies of the HR practices that are required to be in the organization, major practices of the HR activities, results of the behavior, results of the performance of the workers as well as the employers in the administration as well as situation related to the finance.
The Warwick Model
The HR process in the organization also follows another model named the "Warwick model" introduced by "Hendry and Pettigrew". The models deal with the basic five components of HR management such as the external forces. HR practices are responsible for managing the practices of the HR that are related to the economic, technical, political as well as legal aspects of the HR practices. The models also deal with the inner practices in the organization such as the structure of the organization, culture of the organization, technology that is used in the organizations, as well as the profits that are generated in the business activity. The model also provides the idea of the role and major functions of the HR manager in the organization as well as it provides the information of the results of the HR department in the organization. Along with this, the model provides the system of work that is required in FarmBox as well as the system of rewards of the workers or the employers in the workplace. The model refers to building a strong relationship within the workers that are performing in the organization.
The 'Warwick Model" is important in the HR practice because it classifies the HR practices inside the organization as well as also deals with the outside environment of the organization.
The Harvard Model
The HR in the organization needs to follow another model that comprises the six components of the HR practices. The model deals with the interest of the stakeholders as well as maintains a balance situation with the stakeholders of the organizations. On the other hand, the models cover the markets of the labourers, technologies, legal policies, as well as values in the organizations (Sato et al. 2020). The models also cover the responsibility of the authorities in the organization and decide the power of the individuals in the organization.
The fundamental issue associated with FarmBox related to the HRM pattern is the ineffective resource management processes. In this context, the mentioned enterprise needs to consider adopting an effective resource planning system within the workplace for the betterment of the entire management process related to resource allocations (Kale and Shimpi, 2020). Therefore, it is recommended to the organization for adopting the "Enterprise Resource Planning (ERP)" system for the overall development perspectives during the resource management processes. Although Frambox is associated with effective resource structures within the workplace and significant quantities of human resources, therefore, the mentioned organization may get business facilities during the entire adaptation processes for facilitating the entire business management processes.
Management of the talent in the HRM is the combination of the process and the talent in the organization. Talent is an important factor in the individual in the context of the organization.
Management in the talent in the organization manages the overall potential of the workers in the workplace with full power in order to describe the development of the organization. Talent is also needed in the organization in order to enhance the performance of the workers in the FarmBox.
Table 1: HRM aspects
According to the table, it is identified that FarmBox needs to consider all of those components associated with the HRM process in order to facilitate the entire business management aspects. Furthermore, the mentioned process also helps in reducing the overall business threats during the management procedures that additionally facilitate optimizing the overall competition risks associated with the organization. In this similar context, it is recommended to the organization for considering the employee talent as it also performs better in the effective relationship of the workers with the administration as well as engage the workers in the operation of the company. Moreover, while adopting those mentioned strategies, FramBox may also be able to survive within the existing business market for a prolonged duration that additionally helps the enterprise in increasing their annual sales margin as well as revenue. However, talent management aims to drive a high level of performance by the collection or group of individuals in the overall practices of the company in the business activity (Karim and Qamruzzaman, 2020). Management of talent is needed in the organization for the planning process of the organization. Planning is the first step of talent management in order to fulfil the gap in the requirements, formulate the job function as well as select or develop the force in the workplace. Talent management is also needed in the organization in order to attract the best talent in the organization from outside sources (Abu Mostafa et al. 2021). Therefore, from the business development perspectives of FramBox, it is recommended that the organization needs to consider the effective talent management protocols associated with the business management perspectives as it is essential for selecting the perfect candidate for the organization by creating the different types of tests that are organized by the department. The selection process is done by the skills as well as the knowledge that are needed in the organization.
The study concludes that the FarmBox needs to build the department of HRM for the continuous growth of the organization. The management of talent is needed to attract customers, develop the life of the workers and employers as well as motivate the workers and employers in the organization. HRM in the company is needed for the overall development of the company and the growth of the company in the market.
Abu Mostafa, Y., Salama, A.A., Abu Amuna, Y.M. and Aqel, A., 2021. The Role of Strategic Leadership in Activating Time Management Strategies to Enhance Administrative Creativity Skills. International Journal of Academic Management Science Research (IJAMSR) Vol, 5, pp.36-48.
Cooke, F.L., 2018. Concepts, contexts, and mindsets: Putting human resource management research in perspectives. Human Resource Management Journal, 28(1), pp.1-13.
Diaz?Carrion, R., López?Fernández, M. and Romero?Fernandez, P.M., 2019. Evidence of different models of socially responsible HRM in Europe. Business Ethics: A European Review, 28(1), pp.1-18.
Glaister, A.J., Karacay, G., Demirbag, M. and Tatoglu, E., 2018. HRM and performance—The role of talent management as a transmission mechanism in an emerging market context. Human Resource Management Journal, 28(1), pp.148-166.
Gorzen-Mitka, I., 2018. Leading markers of risk culture in organization. European Journal of Sustainable Development, 7(1), pp.425-425.
Kale, G. and Shimpi, S., 2020. Testing role of HRM practices and organizational commitment on organizational performance with reference to seasonality in tourism employment. JOHAR, 15(2), p.23.
Karim, S. and Qamruzzaman, M.D., 2020. Corporate culture, management commitment, and HRM effect on operation performance: The mediating role of just-in-time. Cogent Business & Management, 7(1), p.1786316.
Kaufman, B.E., Barry, M., Wilkinson, A. and Gomez, R., 2021. Alternative balanced scorecards built from paradigm models in strategic HRM and employment/industrial relations and used to measure the state of employment relations and HR system performance across US workplaces. Human Resource Management Journal, 31(1), pp.65-92.
Keegan, A., Bitterling, I., Sylva, H. and Hoeksema, L., 2018. Organizing the HRM function: Responses to paradoxes, variety, and dynamism. Human Resource Management, 57(5), pp.1111-1126.
Latov, Y.V. and Tikhonova, N.E., 2021. A new society, a new resource, a new social class?(60th anniversary of the human capital theory). Terra Economicus, 19(2), pp.6-27.
Malik, A., Froese, F.J. and Sharma, P., 2020. Role of HRM in knowledge integration: Towards a conceptual framework. Journal of Business Research, 109, pp.524-535.
Mat, N.H.N., Mohamed, W.N., Salleh, H.S. and Yusof, Y., 2021. HRM and Employee Significant Behavior: Explaining the Black Box through AMO Theory. Pertanika Journal of Social Sciences & Humanities, 29(4).
Podgorodnichenko, N., Edgar, F. and McAndrew, I., 2020. The role of HRM in developing sustainable organizations: Contemporary challenges and contradictions. Human Resource Management Review, 30(3), p.100685.
Sato, Y., Kobayashi, N. and Shirasaka, S., 2020. Evaluation of HR System’s Worksheet Visualization based on Harvard Model, Life Cycle, and Organization Strategy and Management Type. Information Engineering Express, 6(2), pp.53-65.
Srikoon, S., Bunterm, T., Nethanomsak, T. and Tang, K.N., 2018. Effect of 5P model on academic achievement, creative thinking, and research characteristics. Kasetsart Journal of Social Sciences, 39(3), pp.488-495.
Stahl, G.K., Brewster, C.J., Collings, D.G. and Hajro, A., 2020. Enhancing the role of human resource management in corporate sustainability and social responsibility: A multi-stakeholder, multidimensional approach to HRM. Human Resource Management Review, 30(3), p.100708.
van der Laken, P., Bakk, Z., Giagkoulas, V., van Leeuwen, L. and Bongenaar, E., 2018. Expanding the methodological toolbox of HRM researchers: The added value of latent bathtub models and optimal matching analysis. Human Resource Management, 57(3), pp.751-760.
Yu, H. and Welch, J.D., 2021. MichiGAN: sampling from disentangled representations of single-cell data using generative adversarial networks. Genome biology, 22(1), pp.1-26.
Get Better Grades In Every Subject
Submit Your Assignments On Time
Trust Academic Experts Based in UK
Your Privacy is Our Topmost Concern
Copyright 2023 @ Rapid Assignment Help Services
offer valid for limited time only*