Assignment Sample on BMO0264 Leading Managing and Developing People

In any type of business, HRM and HRD is very much important thing to develop a business. The HRM is named as the human resource management and the HRD is named as the human resource development. HRM is a type of strategy or a type of method that is applied in the business organization to develop the organizational advantage in the future business market. It is mainly developed by the efficient and also effective management of the people in the organization or the companies. HRD is a type of strategy or framework taken by the company to develop the knowledge, ability, and skill of the organization’s employees. The people of the company who mainly allocate this matter are the leader of the company and also by the HR department of the company.

Q.1 Leadership

Ian Rafeeq has mainly type of democratic leader who mainly uses this type to maintain the leadership status in the university. Most the university is mainly using the democratic leadership style because they have to maintain the relationship between the student and university staff. Ian Rafeeq is mainly using this style to convey the style and also has to maintain the relationship. Democratic relationship style is mainly used by the people who want to cover the customer requirements. Democratic leadership style is mainly the leadership style that members of the group are taking more involvement in the decision-making process (Wenlong, 2017). This type of leadership process mainly offers the opportunity to participate in the implementation of the new idea in the leadership. This leadership style is mainly used to improve the process of the relationship with intern students.

The indication of a decent leader is Ian Rafeeq generally counsel eBay themes with the remainder of the administration and pay attention to the assessments of their separate representatives. The pioneers can recognize the significance of taking care of assets to utilize them to further develop the business strategy likewise (Caligiuriet al. 2020). The principal component of the advancement methodology is identified with asset taking care of. The essential advantage of the popularity-based initiative style is that since there is a bunch of inclusion and conversations, more thoughts and contemplations lead to better thoughts and better arrangements. The members in a gathering become more included and resolved to projects which make them more put resources into the eventual outcomes. Essentially, they care more and efficiency increments.The democratic leadership style is very much common and also very much simple leadership style (Ahamad, 2020).In this type of leadership leader can easily controlled the crowd under them because the decision is mainly taken from the opinion of the crowed. For that the Ian is taking this type of leader ship to lead the department.

Objectives and Vision

One more noteworthy indication of the pioneer is their lucidity of vision which is not the same as others in the organization. Furthermore, Ian Rafeeq thinks about an accomplishment that is past the typical thinking about any normal individual working for any organization. This better quality of objectives and an expansive range of vision can lead the organization through numerous accomplishments significantly quicker. The leader can take exact and precise choices so the vision can become reality. What’s more, Ian Rafeeq generally shares their thoughts with different individuals in the administration. The leaders additionally have the poise to recognize any imperfections in their inventive vision. This is how a decent pioneer consistently helps the advantages of the organization.

Methods used to develop the leader

Combination leadership or free-rein leadership style is muchmore accurate for this type of case because in this type of case the leadership style is much more different from the democratic leadership style (Islamet al. 2019). This type of leadership is also called Laissez-faire. This type of leadership is mainly run with the decision of the other members of the organization (Meijerinkand Bondarouk, 2021). In this type of leadership the decision is made by the leader and employee of the organization and also the employee of the organization are free to do whatever is suitable for the growth of the organization.

There are many methods used to develop the leadership ability in an organization that method can develop the leader of the organization at a better level. Those methods are

• The development of the leadership capability of the leadership in an organization is the most important factor.
• Many types of training development programs like action learning methods, coaching, and monitoring are the method that can develop the leadership of the organization.
• By using many organization development processes like culture change, the building of a good team can also develop the leader of the organization.

There are also other things that can develop the leadership of the organization those are

• Following the proper activity of the organization
• Timely feedback and relevant feedback of the employees
• Active opportunity practice
• Cleared learning of the objective organization.

Q.2 HRM and HRD in an organization

HRM or Human resource management

Ian Rafeeq mainly manages the whole department and also he has to overcome the situation. Ian Rafeeq is mainly using HRM as the technique or a concept that helps to develop the knowledge and the skill of the employees.  Human resources are mainly included some knowledge like improving skill, improvement of the knowledge, and improvement of the employee personality (Liboniet al. 2019). HRM is mainly developed upon the HR architecture. The term HR is mainly the human resource in other words it mainly gives a piece of proper knowledge about the resources needed to develop the personality of the employee. HRM is mainly a type of framework that consists of philosophy and also a number of theories. The HRM is mainly a type of synonym that is used in place of the personal management system (Pochtaryova, and Vasyagina 2020). The HRM technique is mainly used by the line manager of the organization and also the HR people of the organization. HRM is mainly a type of approach to the employee of the can develop the characteristics and also the developing wellbeing of the people working in the organization

Aim of the HRM

• The main aim of the HRM is to support the organization to active its goal of the organization. Implementation and development of the human resource of the organization.
• Develop a culture of high performance in the organization.
• To develop a team of skilled and talented employees.
• To create a good relationship between the employee of the FULCHESTER UNIVERSITY and also the management system of the companies.
• Encourage and application of the ethical approach to the management people of the company or organization.
• Those are the factors that can be designed and controlled by the HRM of any company. The philosophy of HRM was mainly developed by Legge who mainly analyse the different types of HRM models.

Theories of HRM

The base theories of HRM are very strong. The HRM theories are mainly lain upon the motivation factor and also some factors like commitment and other ideas (Egieyaet al. 2021). By applying those theories the company or the organization can get a competitive advantage in the business market.  There are mainly three types of models used in the theory of HRM those are the matching model, the Harvard framework, and the contextual model.

The Matching model

This model is mainly proposed by Fombrun et al in 1984. It is mainly said that the structure of the organization and also the HR of the organization have to manage in a common way where those two are correspondent with the organizational strategy (Avdeevaet al. 2019). The critical management task is mainly aligned in the HR system and also in the organizational structure. That’s why Ian Rafeeq took the steps toward the concept of the HRM or human resource management system.

Figure 1: HRM matching model

(source: researchgate.net/figure/Devanna-et-als-matching-model-of-strategic-HRM_fig4_262313309)

The Harvard framework

This model is mainly proposed by Beer et al in 1984. This model is based on the action and the decision-making by the organization to develop or maintain a relationship between the organizational employee and the organization. Adoption of the long-term perspective is the main factor of this model rather than the variable cost of the organization.  This concept is mainly based on the HRM which belongs to the line manager of the organization (Mahmoodet al. 2018). The line manager has more responsibility because Ian Rafeeq can manage the competitive strategy and also the alignment of the HR policies.

Figure 2: HRM Harvard model

(Source:data: image/png; base64,iVBORw0K)

Contextual model

This model mainly defines the importance of the environmental factor of the organization by including some variables like political and institutional forces, influences of the social (Linhartová, 2020). This model is mainly developed with the stakeholder of the organization. Those stakeholders are mainly internal as well as external. Those are the main theories and models used in the HRM system.

Figure 3: HRM contextual model

(source:https://www.researchgate.net/figure/Devanna-et-als-matching-model-of-strategic-HRM_fig4_262313309)

Human resource development or HRD

HRD isalso known as the human resource development of companies.  The HRD term is mainly referred to the development and training criteria of the employees of the organization. The job of the HRR is to develop the employee’s knowledge, skill and also train those (Fang, Zhang, and Kim 2021). The HRD includes the development in the employee’s career, succession planning for the employees, tuition assistance, coaching the FULCHESTER UNIVERSITY employees, performance management system, development in the performance, and the most important one monitoring those employees. Those are the main factors that include in human resource development.

Importance of the HRD

There are many things involved in the development of the employee. The HRD is the technique used by the organization to develop the skill and the experience of the employee (Daniëls, Hondeghem, andHeystek 2020). The main importance of the HRD in the organization is to develop the skill and abilities of the employee. The second one is to improve the skill of the team and subsequently of an employee. And the third one is the coaching and monitoring of the employee and their ability to improve them further.

HRD theories and model

There are mainly 4 types of HR available to develop the organization those are the strategic contingency theory, organizational life cycle theory, transactional cost theory and the last one is general system theory.

There are many other development systems of the organization those are the organizational approach to HR development, the performance of the service employee, career and reserve organizing, professional, and training and development, and the evaluation of the employee and rewarding the employee according to their desire.

Figure 3: HRD

(Source: http://www.ipedr.com/vol25/10-ICEME2011-N00014.pdf)

Benefit of HRD

• HRD process can make the employees more confident and also more competent (Abdullahet al. 2021). HRD can improve the skill and the knowledge of the employees.
• Appropriate HRD programs of an organization make the employees more committed towards the organization and their job.
• HRD can also develop respect and a trustful environment in the organization.
• The HRD develops better problem-solving ability and also develops acceptability towards the new change in the organization.
• It mainly improves the growth of the organization as well as the growth of the employees.
• It is also can help to develop the relationship between the organizational management and the employees of the organization.
• It is also developing the organizational objectives.
• HRD can also monitor the objectives and data about the employees of the organization.

It concludes that the HRD can give the organization many benefits (Linhartová, 2020). So the HRD of an organization is very much important in the organization.

Q.3 Artificial intelligence in the workplace

There is mainly 4 type of Artificial intelligence which is mainly used those are reactive, theory of mind, limited theory, and also self-aware.  In the workplace mainly used Ai are the self-ware AI systems like the identity punch card, automatic door, and window, and also the other things. AI is a type of technology that is very much necessary content for the future day (Kim, 2020). There is the main thing used as the Artificial intelligence in an organization. Artificial intelligence devices are mainly used in security services. AI,CHATBOT is the most suitable data for the AI in the workplace. The AI or online from technique which is also a technique used by the AI helps the student to get the information and also the form online. Selection technique and also the implementation of AI in education can define the knowledge of the student and also give the proper result about the student knowledge and also improve the skill of the student.  In HRD the HR stands for the human resource for the employees of the organization. The job of the HRR is to develop the employee’s knowledge, skill and also train those. Implementation of the AI is very much important in the university area because it can increase the knowledge of the student as well as the staffs of the university because the implementation of the AI can easily develop the whole task and also simply it as well.

Recommendation

HRM is the technique to develop the skills and the knowledge of the workers and the employees, Where HRD is the developing process of human resource management. The HRD is mainly describing the process applied in human resource management (Leithwood, Harris, and Hopkins, 2020). If the organization needs success in the business and also to develop the skill of their employee Ian Rafeeq have to develop a proper human resource management system in the organization which can give a strategy to develop the employee’s skill and also improve the knowledge. Leadership skill is also important for the FULCHESTER UNIVERSITY by using the proper method and proper coaching and knowledge the leadership ability also get improves.

HRM is a type of strategy or a type of method that is applied in the business organization to develop the organizational advantage in the future business market. It is mainly developed by the efficient and also effective management of the people in the organization or in the companies. The HRD term is mainly referred to the development and training criteria of the employees of the organization. This is mainly a part of Human resource management (Evaet al. 2019). In HRD the HR stands for the human resource for the employees of the organization. The introduction section mainly describes the concept of HRM and HRD. Then in the HRD and HRM section mainly describe the human resource management and human resource development and their theories and also the importance of those things system in an organization. The leadership section can define the work of a leader and also the importance of good leadership in an organization.  The recommendation section mainly recommends some process or strategy that can develop theorganizational aim and also the employees who are working there.

Reference

Journal

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