Introduction to Human Resource Management IHRM 4023

Introduction to Human
Resource Management
IHRM 4023

TABLE OF CONTENTS
INTRODUCTION ..........................................................................................................................1
TASK 1............................................................................................................................................1
Discussing the two management issues of and which are solved by the HR department of
Oxfam.....................................................................................................................................1
TASK 2............................................................................................................................................3
Implementation of HR planning process which helps in resolving issues of the growing
international staff....................................................................................................................3
TASK 3...........................................................................................................................................5
Discussing the one well-being issue of employee for improving employee's performance ..5
TASK 4 ...........................................................................................................................................7
Discussing the current employment legislation in Oxfam ....................................................7
CONCLUSION................................................................................................................................9
REFERENCES .............................................................................................................................10

INTRODUCTION
Human resource management is strategic approach which helps the entity to
work effectively and efficiently as well as help business to reach at the new heights
of growth. This helps the organisation to gain competitive advantage from others.
HR department focuses on making the policies for managing people. This
department makes sure that company must achieve the goal of the entity via labour
working there. In this scenario, Oxfam is taken. This report will study two
management issues which are solved by the human resource department. It will
study the functional HR department which is successfully implemented in the HR
planning process and issues which are prevailing in Oxfam. It will study about the
employee’s well-being issues in the Oxfam which could be developed in
performance. This will discuss about the two legislations as well that are currently
prevailing in the entity. This report also cover implementation of HR planning
process which help in resolving issues of internal staff problems.
TASK 1
Discussing the two management issues of and which are solved by the HR
department of Oxfam
In Oxfam, two of the issues are prevailing which are necessary to solve
them. Issue is one of the workers is sexually assaulted by the female co-worker and
after that she was dismissed by the Oxfam. In October, this company has dismissed
staff of 22 people on charges of the sexually abuse on these persons last year. This
serious issue was handled by the HR department in delicate way. They have taken
the appropriate decisions by forcing her to resign. This was an example for other
employees that strict action is taken by the department if anybody has done this
type of disciplinary action (Madera and et.al., 2017).
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This incident was happened at that time when she was a gender protection
coordinator. She doesn't want to open the case against her. She also doesn't want to
go through the Oxfam's reporting system. She feels that no one will support her
and nor the investigation of the people. At that time HR department has found the
solution and of 'Restorative Justice'. This is the way through person can fight back
for the gender biased. This is approach which help in reacting on crime. If any of
the thing happens like this in that case employer has the duty to give justice to that
worker. Individual must do: handbook is provided to the staff in which rules
related to the harassment and many more are written. This will help in
understanding the employees that decent behaviour is needed in the organisation.
Provide training for developing the awareness among the people. One more issue is
there which is the not paying the wages to the employee on the fairly basis. It will
be difficult for the employee to the work in that environment. This gender
inequality among workers is very discouraging for the workers (Noelke, 2015).
HR department has implemented this policy for the employee for giving the
wages to them. This will give satisfaction to the people working out there and by
implementing the law of equality will help people in the gaining the advantage to
the employee and employer. If employer will take care of the equal pay or any of
the indiscrimination with employee which will satisfy workers and feel safe there.
Department is handling the situation very clearly with and helping the entity to
reduce turnover of the employees. In these circumstances' department has to do the
work of gender equality and give the pay according to their performance which
they have performed. This will help in creating the good image in front of the
people. In this one way which entity is doing its business in succesful way but
there are issues which are prevailing in Oxfam. In this one issue is to sexual ass
assault by female worker in entity. This is effecting its image of entity so resultant
is that guilty person is suspended from entity. From this decision is employees
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working under this entity are motivated feeling safe in working in this company. In
this work is done for reducing of turnover of employees in entity. This will be
helping entity to feel equal environment in entity. If any incident happen in
working environment it directly affects entity.
TASK 2
Implementation of HR planning process which helps in resolving issues of the
growing international staff
For the international staff problem there is need to implementation of the HR
planning process which helps in appointing the appropriate people for the right job.
With the help of the Pre-planning HR process makes the work more systematic to
the people as well as organisation. There are several steps involved in this like:
Analysing the organisational objectives- Goals of the organisation which needs
to be achieved in future and it can be various fields such as marketing, finance,
production. The turnover of the Oxfam will be helpful in making idea about work
done in organisation. In scandal, no decency is maintained in organisation, which
is ruining its good will.
Inventory of the present human resource- The information storage system of the
human resource from their candidate performance, capacity and potential of
employees is determined by the entity. For filling vacant seats of entity most of the
organisations follow two steps in internal and external. At time of appointing of
employee, only behaviour of the workers can be noticed and if they are not
appropriate, then in that case firm will never appoint such type of labour (Marsden,
2015).
Forecasting of the demand and supply of the human resource- Workers of the
entity will be given the job according to skills which they have. Jobs are given
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according to interest of people. Description of person must be matching to job
specification and description of them. By giving job according to their interest help
in longer retention of employees which is helpful for entity. In context of scandal
of Oxfam in Haiti, is making awareness’s that more people will be demanded in
the entity.
Estimating manpower gaps - This shows the excess manpower and shortage
which ultimately means leaving and appointment of the employees. Oxfam charity
is following this step which helps in reviewing the need of employees. In the
scandal in Haiti had terminated many employees against the charges of assault.
This step can help in determining the requirement of manpower.
Formulating the human resource action Plan- According to above step of the
HR planning process which will help in making of the strategies (Madera and
et.al., 2017). If there is need of the employees in Oxfam, in that case, policies
related to recruiting of the people, training, interdepartmental transfer. If there is
surplus, in that case termination, voluntary retirement schemes and redeployment.
This will help in making the plan according to that strategies are made related to
this. In Oxfam charity scandal, action plan is taken by HR department that
employee who has assaulted is forced to resign. Victim has not made any case
against her but the 'Restoration Justice' is made so that further no employees will
get affected by her.
Monitoring, control and feedback- After making and implementing of plan, now
it is time to observe that planned firm has made these changes which are working
or not. This will help in removing of the loopholes. This will help in determining
actual position of the firm.
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TASK 3
Discussing the one well-being issue of employee for improving employee's
performance
Development activity which will improve the performance of the employee.
In this scenario, Oxfam has chosen the development activity as employee well-
being. it means welfare for the employee. In this, department has to think about
making policies for employee which will be helpful in gaining productivity and
potential of employee. This will include the motivation, employee satisfaction,
psychological well-being, value, self-esteem, safe guarding, work environment,
training and development (Griffith and McCartney, 2014). Entity is helping the
employee for improving the performance. Wellbeing issue which is developed by
the employees are looking after the health and safety of the employee. For
development of this issue safety equipment’s are used by the entity to protect
employee from any of the harm while working.
Employee well being
Employee well-being means welfare of employees. It also refers to making
of plan by the Oxfam charity which could help in development of employee.
Several plans plan is made for growth of employee which help in ensuring the
future success.
Motivation
In this employee will be given encouragement by the employer through
various plan such as promotion, reward for the employees. Promotion will increase
the pay and working status of the employee. This encourage worker to the break
the standard performance of the senior staff. Rewards is given to them based on
performance of the employee. This help in increase the potential of the employee.
Motivated employees can work in better way for the growth of the organisation. In
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Oxfam charity employees are motivated through the recognition of their
achievements and regular basis ask the employees about their needs. This will help
in making the employees motivated. There are many factors which are giving the
employees the motivation which are recognition achievement, motivate high
performance, increase the morale of the employee. Oxfam is doing the various
activities for encouraging the employees. For example, public appreciation, giving
the various opportunities to grow the business.
Employee satisfaction- It tells about whether workers are satisfied with their work
or not. It is very important for the entity because satisfied workers give their full of
hard work for fulfilling the objectives of the entity. Satisfied employees reduce the
turnover of the employees from the organisation. For gaining the satisfaction of the
employees, several things are done by the HR department and which are meeting
the demands of the employee at the working place. Basic needs of employees are
to be fulfilled like house, food, schools for the children, recreation parks for the
enjoyment of employees (Daniels and et.al., 2017). It will maximise retention of
employee.
Psychological well-being - psychology of employee is given the priority of the
worker. This includes working environment of people must be peaceful which is
helpful in working in performing work of employee. If employee will be disturbed
mentally in that individual will not be able to perform the tasks the in efficient
way. If HR department is doing something for the employee satisfaction like
activity or competition is organised for the fun, in that case employee will feel the
fresh and again do work with some innovation in their working.
Value - For retaining employee which are old and experience organisation is
giving employees with promotion and several things which makes employee think
twice to leave organisation or not. Retaining old employee is good for the entity
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because people not want to pay extra for the new employee. Once they are given
promotion or rewards it makes them think to retain in this entity.
Self-esteem - Self-esteem means potential or talent of the employee. If
environment of working area is very discouraging, then in that case employee will
think to quit the entity. If work is assigned to the worker which individual has
interest in that case, he will work with full of potential.
Safe guarding - In this Oxfam entity is protecting employee health, rights, abuse
and harm which is helping employee to do work in safe environment (Brewster,
2017).
Work environment - If working environment of Oxfam charity is not peaceful
and where work can't be possible in that case employee will not do work with full
of attention.
Training and development- In the Oxfam charity, worker of the entity is not
given the training in that case individual of the organisation is not been able to
work in proper way. If the entity will organise program for the employee's which
will improve the productivity of the entity and working if the organisation is also
increased.
TASK 4
Discussing the current employment legislation in Oxfam
Legislations are very important for the entity to follow and this is increasing
the image of the organisation. Oxfam charity is following the racial discrimination
and Sexual harassment rules which are prevailing in the UK.
Sexual harassment- In UK, Race relation and sex discrimination of the act 1975 is
made by the government for prevention of the harassment. In the recent years,
there is much awareness about this problem which is helping the entity to resolve
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the issue. From these sources, vacant posts are filled by entity which help in
reducing shortage of the employees and potential workers will help in reaching
entity to new heights of success. This will reduce the risk of staff problems which
help in no shortage of workers. According to this act, if any person found guilty in
that case of the sexual assault when individual of the organisation is charged with
legal case or imprisonment. This is serious issue of entity which must be resolved
by employer. In the Protection from Harassment act 1997 shares that people cannot
do the harassment of the other people, which individual knows, and which is ought
to the harassment of the other. If the objectives of entity are clear then in that case,
employees have a clear vision of doing job. They know what they must achieve. If
organisational goal is clear, then in that case, employees will be doing job with full
decency. This can be providing the punishment of the jail or the six months fine or
both. If any of the serious crime done by the employee in that case employee will
go to jail for the five years or more. It facilitates in comparison of the plan made
and actual where it is going for the growth and development. The work which is
done without tension by the employee will be the best work and gain the ability to
do work in of the in better way and objectives of the entity will be achieved. There
will no chaos situation in the entity which helps the employee in understanding of
the job.
Racial discrimination - In this Race Relation Act 1965 was the act which was
made to develop the racial discrimination. This is based on the grounds of colour,
race and national origins. This will help entity to determine the need or excess of
employee which is helping entity to whom to appoint and persons who must give
the letter of termination. If any person perform racial discrimination in that case
individual has to suffer from the serious punishment (Barbieri and Cutuli , 2015).
In this employee who has faced an incident in the organisation is become very
depressed and for addressing this government has made the act for prevention of
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the rights of the people. If any of the entity found by doing this type of the
partiality in that case people of the entity is responsible for this and case will be
charged in the entity. By giving proper training to employee which help in gaining
organisational goal. This will help to resolve issues of shortage of the employees.
There are many ways through which performance of the employee is increase are
training and development, observe them and find out the ways through which they
are lacking.
CONCLUSION
From this report, it can conclude that management issues which is are
discussed under the Oxfam charity are Sexual assault of the female employee and
the inequality of the wages given to the employees. It has also discussed the
Human resource planning is done for the improving the issue of the shortage of the
staff and this will help in working efficiently by the entity. In this various step of
the planning process which help in gaining the competitive advantage for the
employee. This also discussed the employee development activity for the
improvement of the performance of the worker. In this performance of the
employee is determined by the well-being of the worker which includes the
motivation, employee satisfaction, value, self-esteem, safe guarding, working
environment, training and development and many more. In this employee
legislation of the which are currently prevailing in the Oxfam entity. this report also
covers issues which is helping entity to run smoothly.
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REFERENCES
Books and Journals
Barbieri, P. and Cutuli, G., 2015. Employment protection legislation, labour market dualism, and
inequality in Europe. European Sociological Review. 32(4). pp.501-516.
Brewster, C., 2017. The integration of human resource management and corporate strategy.
In Policy and practice in European human resource management. (pp. 22-35).
Routledge.
Daniels, S. R and et.al., 2017. Collective assessment of the human resources management field:
Meta-analytic needs and theory development prospects for the future. Human Resource
Management Review. 27(1). pp.8-25.
Griffith, R. and Macartney, G., 2014. Employment protection legislation, multinational firms,
and innovation. Review of Economics and Statistics. 96(1). pp.135-150.
Madera, J. M and et.al., 2017. Strategic human resources management research in hospitality and
tourism: A review of current literature and suggestions for the future. International
Journal of Contemporary Hospitality Management. 29(1). pp.48-67
Noelke, C., 2015. Employment protection legislation and the youth labour market. European
Sociological Review. 32(4). pp.471-485.
Norman, S. M., Gardner, D. G. and Pierce, J. L., 2015. Leader roles, organization-based self-
esteem, and employee outcomes. Leadership & Organization Development
Journal. 36(3). pp.253-270.
Online
Human resource management. 2018. [Online] Available through
:<https://www.inc.com/encyclopedia/human-resource-management.html>.
Employment legislation. 2018.[online] Available through :<http://www.acas.org.uk/index.aspx?
articleid=3909>.
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