Managing People in a Multinational Context: Resource Management
Added on 2019-12-03
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HUMAN RESOURCE MANAGEMENT
Table of ContentsINTRODUCTION......................................................................................................................1TASK 1......................................................................................................................................11.1 Difference between personnel management and human resource management..............11.2 Function of the human resource management in contributing to organisational purposes................................................................................................................................................21.3 Roles and responsibilities of line managers in human resource management.................21.4 Impact of the legal and regulatory framework on human resource management............3TASK 2......................................................................................................................................32.1 Stages involved in human resource planning...................................................................32.2 Reasons for human resource planning in Harrods............................................................42.3 Comparison of two organizations recruitment and selection process..............................42.4 Evaluate the effectiveness of recruitment and selection techniques in two organisations................................................................................................................................................5TASK 3......................................................................................................................................53.1 Link between motivational theory and reward in the context of Harrods........................53.2 Evaluate the process of job evaluation and other factors determining pay......................63.3 Assess the effectiveness of reward systems in different context......................................63.4 Examine the methods the organization used to monitor employee performance.............7TASK 4......................................................................................................................................84.1 Identify the reasons for cessation of employment............................................................84.2 Describe the employment exit procedure used by the organization.................................84.3 Consider the impact of legal and regulatory framework on employment cessationarrangement............................................................................................................................9CONCLUSION..........................................................................................................................9REFERENCES.........................................................................................................................11
INTRODUCTION The function of human resource management is very important for the organization, asit concentrates on recruitment, management and providing right direction to employees. Also,it is taken as personal management new version and there are some differences within bothterminologies that is clearly explained in the below report. Also, the paper is elaborating HRfunctions contribution to success of company and support of line manager in fulfillingcommon goals. The HR function is needed to fulfil many regulatory and legal requirements.To determine the practical implications of HR facilities in real business firms, the companychosen here to discuss the topic is Harrods, an upmarket departmental store of UK. Theresearch will also include strategies and approaches employed by Harrods for sustainingcorrect skills at work plus process adopted for workers cessation and termination. TASK 11.1 Difference between personnel management and human resource managementAlthough personnel management and human resource management have nodissimilarity in their sense and can be utilized interchangeably but still there are some majordifferences exists in between both the terms. Personnel management is more administrativeby nature and it generally deals with employees, employment laws plus payroll. On the otherside, human resource management oversee employee’s management and add into the successof business (Armstrong and Taylor, 2014). Human resource management integrates and creates skills for personnel management.Also, it is HRM that forms employee’s teams for the company. Furthermore, personnelmanagement can be taken as reactive, as it offers demands or concerns as they are existing.Whereas, human resource management are said to be proactive because it pertains to regulardevelopment of functions plus policies to improve manpower of organization. Personnelmanagement is independent form a company while human resource management is seen asits integral part (Bratton and Gold, 2012). Additionally, one can look across the dissimilarities in motivational facets. Whereashuman resource management attempts to give motivation by adequate tactics to facechallenges, job creativity, work groups and human resource, personnel management makesattempt for encouraging manpower by offering bonuses, rewards and compensations. Last butnot the least, personnel management concentrates on people effective administration, whilehuman resource development main focus is on creating dynamic culture (Cotarelo, 2011). 1
Therefore, human resource unit of organization should shift or transform their focusfrom personnel management task to employee’s strategic management, which should fulfilboth corporate and individual objective. Moreover, the specific department should make sureabout satisfaction and productivity of all employees at work. 1.2 Function of the human resource management in contributing to organisational purposesIn all corporations, there are few functions that address the business purposes. Someimportant functions of HRM are employees, training and development, performance,recruitment and selection, etc. In these, training and development is referred to elementarylessons and learning about the needed knowledge for executing the jobs. Selection andrecruitment indicates overall activities from employees circular to final selection. Also,employee development is referred to growth of individuals as efficient and effective forparticular job. Moreover, the specific role of human resource manager involves policymaking, coordinating activities, advising on specific problems like on labour union ordisciplinary matters (Dowling, Festing and Engle, 2008). Besides this, workforce is considered as company’s most dynamic resource as theirresponses to different situations may be unpredictable. Thus, it becomes important to manageas well as motivate manpower strategically and systematically for business smoothfunctioning while ensuring attainment of goals effectively. Due to this, a business firm shouldhave very specific and fair policy for employee recruitment. The company alwaysconcentrate on its cell phone features and applications rather than on quantity of production.The organization should attempt to prefer talented, skilled and smart employees with no typeof discrimination that is contributing to its leading position in both industry and labourmarket (Faughnan, 2012). 1.3 Roles and responsibilities of line managers in human resource management Line managers are person in a company who directly report to high management.Although an organization employ HR professional, it is the responsibility of line managerthat execute human resource initiatives on daily basis. Line managers are also responsible fordeveloping adequate corporate culture for the members of team. They focus on employee’sstrength and motivate open communication to make them more engaged in activities ofbusiness. Line managers direct towards employee engagement, which is an important aspectin an organization. The line manager is very responsible in terms of solving employee’sproblems and supporting them in undertaking daily operations (Frey and Jegen, 2000.). 2
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