Human Resource Management (HRM) Level 4 Assignment 1 Coursework

Human Resource Management (HRM) Level 4 Assignment 1 Coursework Human Resource Management (HRM) Level 4 Assignment 1 – Coursework Example Criticism of HRM Causes of Misunderstandings of the Roles of that HRM Performs There has been a lot of is misunderstanding of the roles performed by the HRM. Such misunderstandings, usually result due to various reasons, some of which are job related. In most cases, the roles performed by HRM are usually confused with the roles of other personnel in the HR department or in the organization as a whole. This ends in confusion and misunderstanding of the roles performed by the HRM. In as much as roles such as leading are usually left to the HRM, other human resource personnel also find themselves performing such roles, hence ending n misunderstanding of who really is to perform such duties (Trost, 2010). Secondly, as the HRM tries to execute his duties, it could easily be misunderstood that employees should confront them with confidentiality. However, when seeking the help of HRM, it should not be kept confidential. Instead, the HRM should protect the confidence of those who seek their help and only share the information with those who really need to know. The fact that HRM is an employee of an organization, it is usually believed that their role is to have the interest of the company at hand. However, HRM also ensures compliance o the human resource regulations in the company. This also causes misunderstanding of the roles that the HRM performs in an organization.Criticism of HRM and how to reduce themFirst, HRM is considered to be more rhetoric than a reality. Many supporters have created a lot of hype around this concept (Aswathappa, 2007). The term HRM in itself also lacks precision that anybody can use it to mean what they want. Secondly, there is money cost in the HRM functions, however, no attempt has been made to carry out a cost-benefit analysis. To reduce such criticisms, there’s a need for a precise definition of HRM including its functions, extensiveness as well as coverage. Every HRM function should also be subjected to cost-benefit analysis to enable the management to identify the functions with their costs and benefits together. ReferencesAswathappa, K. (2007). Human Resource and Personnel Management (4th ed.). New Delhi: Tata McGraw-Hill.Trost, A. (2010, November 23). Is HR Too Important tobe left to HR? Harvard Business Review, 1-2. Retrieved from https://hbr.org/2010/11/is-hr-too-important-to-be-left