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HUMAN RESOURCE MAANGEMENT INTRODUCTION 3 TASK 13 1 Purpose and Function of HRM Practices in Employee Relations Management

   

Added on  2020-10-22

21 Pages6372 Words446 Views
HUMAN RESOURCEMAANGEMENT

Table of ContentsINTRODUCTION...........................................................................................................................3TASK 1............................................................................................................................................31 Purpose and function of HR management in workforce planning and resourcing a company32 Approaches to workforce plan, recruitment, selection, development and training, rewardsystem and performance management....................................................................................53 Inclusion of case study to examine various methods used in HR practices........................74 Effectiveness of different HRM practices in raising profit and productivity of a company94 Importance of employee relations in respect to influencing HRM decision making........115 Key elements of employment legislation and the impact it has upon HRM decision making..............................................................................................................................................126 Key aspects of employee relations management and employment legislation that affectHRM decision-making.........................................................................................................13TASK 2..........................................................................................................................................137 Application of HRM practices in work related context.....................................................13M5 Rationale for the application of specific HRM practices in a work-related context......19CONCLUSION..............................................................................................................................19REFERENCES .............................................................................................................................20

INTRODUCTIONHuman resource management is a strategical approach which assists in effectiveworkforce management within a company. An efficient management of human resource allowbusinesses to gain competitive advantage over competitor companies. HR management helps inmaximising the workforce engagement and productivity within an organisation (Alfes and et. al.,2013). The main focus of this department is on managing system and policies in an appropriatemanner. This assignment is written in context of Marks & Spencer which is a UK basedmultinational retailer situated in Westminster, London. Company specializes in manufacturingfood items, clothes and standardised home products. This report involves purpose and functionsof HRM along with weakness and strength of various approaches in selection & recruitment.Also, benefits associated with different management practices and their effectiveness in contextof productivity and profitability is mentioned. Beside this, value of workforce relation indecision making and key element of workers legislation is discussed. At last, differentapplications of human resource practices in context to work is discussed. TASK 11 Purpose and function of HR management in workforce planning and resourcing a companyHR department of a firm is responsible for recruiting, managing and firing of staffmembers. It is the function of human resource department to ensure high engagement andproductivity of employees within a company. There are several purposes and functions of HRdepartment within an organisation. Some of the purpose and functions of HR management incontext of M&S are mentioned below(Cox, Arnold and Tomás,2010): Functions of HR management HR functions are very important for the efficient working within an organisation. Thesefunctions helps in maintaining an appropriate work environment which helps an organisation ingaining productivity advantage against rival companies. Basic HR functions in context of M&Sis mentioned below(Flamholtz, 2012): Employee engagement: Role of HR department is to enhance employee engagementwithin an organisation. This will helps in increasing working potential of workers andenhanced overall productivity of organisation. Purpose of human resource department in

M&S is to take care of different needs of workforce such as legal and financial needs sothat their engagement will increase. To enhance employee engagement, HR manager ofM&S needs to solve issues and conflicts of employees in an efficient manner.Compliance of laws: M&S is a private organisation but still managers in company needsto follow governmental policies in order to sustain a firm position within marketplace. Itis the responsibility of HR manager to follow and take care of governmental norms in adesired manner. Negligence of these laws can results in heavy fine and penalties tocompany. Purpose of this department is to maximize the productivity level of a company.Offering awards: Administering and developing worker benefit program is an effectiveway to retain employees within a company. These benefits can be dental insurance,retirement plan or health insurance etc. Role and responsibility of HR personnels in M&Sis to analyse and initiate these programs packages. Purpose behind this tactics is to reduceemployee turnover. These will helps in enhancing the safeguard of employees andminimising the expenses of employers. Performance appraisal: Another important role of HR department is to evaluate theperformance of employees working in different departments. Entire appraisal process ofan organisation is managed by this department. This program takes place on annual basis.Purpose of this appraisal programs is to retain, promote and terminate employees inM&S. Workforce planning: Main purpose of HR department in M&S is to recruit workforce indifferent departments according to the working needs and requirements. It is the role ofHR personnels to assign working duties to employees according to their job qualification.Purpose of HR department in workforce planning is to perform business operations in anefficient manner. Staffing needs: Main purpose of HR department is to recruit and select employees. Thisinvolves vacancy announcements which include finding of skilled person for thatparticular position. At first recruitment vacancy is advertised with the help of promotions,newspaper etc. After that screening, administering tests and interviews take place toselect desired candidate. Along with this, responsibility of HR department is to managepromotion and transfer process for already existing workforce.

Compensation: Another purpose of HR department in M&S is to evaluate and incorporatechange to the pay structure of firm by analysing compensation trends. This will results infair payment of workforce. Responsibility of HR department is assessing organisationalpolicies and managing different local, federal and state laws such as minimum wage act,Fair labour standard act etc. Functions of HRM in achieving organisational objectives HR management is simply the effective use of workforce in attaining organisational aimsand targets. It is describes as efficient hiring, selecting, developing, compensating and utilizinghuman resources of a company. These HR functions helps M&S in accomplishing theirobjectives in an desirable manner (Fulton, and et. al., 2011). Good culture and coordination atworkplace assists in maintaining excellence. HR department recruit and select those employeeswhich are skilled, capable and add value to the organisation. This shows HR department assistsin acquiring right talent. It is the duty of HR department to hire desirable candidates andsustaining a working environment with full of enthusiasm and productivity. As it is the duty ofHR department to take care of welfare of employees and solve their queries on timely basis. Ithelps employees in performing their duties and work appropriately which leads toaccomplishment of tasks on timely basis. This helps an organisation in attaining their targets andobjectives in an efficient manner. 2 Approaches to workforce plan, recruitment, selection, development and training, rewardsystem and performance managementThere are several recruitment and selection processes which can be adopted by HRmanager in M&S to hire desirable candidates. Some approaches to recruit and select an efficientcandidate are mentioned below (mGlendon, Clarke and McKenna, 2016): Workforce planning approach: In general, there are three approaches which are associated withworkforce planning. These are workload approach, workforce approach and contingencyapproach. In context of M&S, contingency approach is mentioned below:Workload approach of workforce planning: This approach is based on translation businessstrategy. This approach is helpful in determining the required manpower for a company. Alongwith this, it specifies strategic inputs associated with recruitments. Another merit of thisapproach is that it results in polishing of organisational business process and structure.

Development and training approach: Training and development is a organisational procedureto build knowledge, attitude and skills of workers so that they can deliver their optimalperformance. Training plays an essential role in developing employees. There are differentapproaches to training such as reactive approach, systematic approach and proactive approach. Reactive approach: This approach is adopted by small companies and it does not requirepre-planning. This approach is transformed into action at those times when productivityand performance of business falls at suitable level. This approach is not suitable for M&Sas it is a big organisation.Proactive approach: In this approach, the company actively seeks different measures oftraining so that overall performance of organisation can improve. This approach can beused by M&S in that case where they not only wish to improve their training methods butalso wants to expand these training methods to wider section of organisation.Performance management approach: It is concerned with evaluating the performance ofworkers within a company. It is measured in accordance with the contribution of employee in theprofitability and success of an organisation. Different approaches associated with performancemanagement are attribute approach, comparative approach, result approach, quality approach andbehaviour approach. In case of M&S, comparative approach is mentioned: Comparative approach: It include ranking of employees on the basis of theirperformance. Workers are ranked from higher to lower number. There are differenttechniques to carry out this approach which are paired comparison, graphic rating scaleand forced distribution. This approach will benefits M&S in evaluating the growth andperformance of their employees by desirable means. Reward system approach: Different approaches associated with reward system are incentiveapproach, traditional approach and merit approach. Recruitment approaches: Different approaches for recruitment are mentioned below:Internal recruitment: It is the procedure of identifying, analysing and attracting alreadyexisting workforce for available vacancies and positions within an organisation. There aredifferent formal and informal mechanisms which can be used by HR manager in M&S to

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