HRM 635 Topic 1 DQ 2

Reflect on the status of human resource management in your current position or organization. What elements can you identify that provide a human resource management perspective that focuses on the employees within the organization? What elements can you identify that provide a more strategic human resource management focus on the whole of the organization?

Solution

Reflection on Human Resource Management in an Organization

Human resource management (HRM) serves both employee-focused and strategic functions within an organization. A well-balanced HR approach ensures individual employee well-being while driving organizational success.

Employee-Focused HRM Elements

HR practices that prioritize employees within the organization include:

  • Employee Support & Development: Training programs, mentorship opportunities, and career development resources to foster growth (Armstrong & Taylor, 2023).
  • Workplace Culture & Well-being: Wellness initiatives, diversity and inclusion programs, and employee assistance offerings that support engagement (SHRM, 2025).
  • Compensation & Benefits: Competitive salaries, healthcare coverage, retirement plans, and performance incentives to retain and motivate employees (Dessler, 2022).
  • Employee Relations & Communication: Open forums, surveys, and transparent communication channels that encourage employee input and foster collaboration (Noe et al., 2021).
  • Performance Management: Regular feedback cycles, structured evaluations, and opportunities for career progression to enhance professional development (SHRM, 2025).

Strategic Organization-Focused HRM Elements

HR plays an essential role in aligning workforce management with business objectives. Strategic HRM elements include:

  • Talent Acquisition & Workforce Planning: Forecasting workforce needs and recruiting top talent to strengthen organizational capabilities (Armstrong & Taylor, 2023).
  • Organizational Development & Change Management: Leading efforts in restructuring, mergers, and adaptation to industry shifts (SHRM, 2025).
  • Legal Compliance & Risk Management: Ensuring adherence to labor laws, workplace safety regulations, and company policies (Dessler, 2022).
  • Leadership & Succession Planning: Identifying future leaders and ensuring continuity in critical roles (Noe et al., 2021).
  • Business Strategy Alignment: Integrating workforce management with corporate goals to enhance productivity and operational success (SHRM, 2025).

A strong HR approach maintains a balance between employee support and strategic planning, ensuring both workforce satisfaction and long-term business growth.

References

  • Armstrong, M., & Taylor, S. (2023). Armstrong’s handbook of human resource management practice (16th ed.). Kogan Page.
  • Dessler, G. (2022). Human resource management (16th ed.). Pearson.
  • Noe, R. A., Hollenbeck, J. R., Gerhart, B., & Wright, P. M. (2021). Fundamentals of human resource management (8th ed.). McGraw-Hill.
  • Society for Human Resource Management (SHRM). (2025). State of the Workplace Report. Retrieved from SHRM

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