Importance of Employee Relation in HRM Decision Making
Verified
Added on 2023/01/10
|14
|3750
|86
AI Summary
This article discusses the importance of employee relation in influencing HRM decision making and its impact on organizational profits and productivity. It also explores the key elements of employment legislation and their influence on HRM decision making. The article is based on a case study of IKEA, a multinational company.
Contribute Materials
Your contribution can guide someone’s learning journey. Share your
documents today.
HUMAN RESOURCE MANAGEMENT
Secure Best Marks with AI Grader
Need help grading? Try our AI Grader for instant feedback on your assignments.
Table of Contents INTRODUCTION...........................................................................................................................2 Task 1...............................................................................................................................................2 Purpose andfunctionsof HRMapplicableto workforce planningand resourcingan organisation................................................................................................................................2 strength and weaknesses of different approaches to recruitment and selection........................3 TASK 2............................................................................................................................................5 Benefits of different HRM practices within organisation for employee and employer............5 Evaluate effectiveness of different HRM practices in raising organisational profits and productivity................................................................................................................................7 TASK 3............................................................................................................................................8 Importance of employee relation in respect to influencing HRM decision making.................8 Key elements of employment legislation and impact it on HRM decision making..................9 TASK 4............................................................................................................................................9 Illustrate application of HRM practices in work related context using relevant examples.......9 CONCLUSION.............................................................................................................................11 REFERENCES..............................................................................................................................13 1
INTRODUCTION Human resource management refers to astrategical toolthat is used to manage and organize themanpower of theorganisation.It includes aim and utility ofHRM and also involves the approaches of recruitment and selection. It inculcates employer employee benefits with good employment relations and it also shows the elements of employment legislation that is helpful in pickings thedecisions. This terms is very beneficial for an organisation in a way of earning more profits and revenues with longer sustainability in the marketplace(Noe and et. al., 2015). This study is based on IKEA that is one of the multinational group headquartered in Netherlands and deals in all over the world having 433 stores globally that offers furniture, household appliances and many other products which is useful for home services. It is a type of holding company that is controlled by stitching INGKA foundation. To enhance their profits HR manager can do tier functions and activities appropriately so that they can enhance their market share. Task 1 Purpose and functions of HRM applicable to workforce planning and resourcing an organisation Human resource management:It defines an formal approach that isfacilitative to manage and organize the workforce within the working environment. In case of Ikea HRM is an essential toolthat includes the three core aspects like staffing, designing work and employee compensation. Workforce planning:This term defines as an effective tool for analysing, forecasting, managing and planning the workforce demand and supply within organisation. In case of Ikea this term is very effective for earning higher profits and longer sustainability within marketplace. Functions of HRM:In case ofIkea HR manager play an essential function that helps in encouraging employees for effective work so that firm may earn higher profits. Some of the functions of HRM are as follows(Bratton and Gold, 2017). Managerial function:It is theleadingphenomenon of the human resource management that involves the various aspects like planning, organising, controlling and directing. In this manager of Ikea can perform a following function so that goals can be attained with the productive work. In this majorpurposeof this in Ikea is that it helps the HR manager 2
toappraise the performanceofworkerand according to that planning can be done so that task can be achieved and firm will earn higher profits. Operative function:It is an essential function of HRM in Ikea in which manager can focusing on developing their employees growth and make collaboration between the workers so that work can be accomplished in an impellingway. Theprimary purposeof this type of function in Ikea is that it can helpful inpromotive the employeesso that they can do their productive work and maintaining the good relation with other team members so that goodwill of the company will be maintained in the marketplace(DeCenzo, Robbins and Verhulst, 2016). strength and weaknesses of different approaches to recruitment and selection Recruitmentis the process of attracting the number of applicant for the vacant job position within the organisation. It is a positive process in the Ikea where HR manager can recruit candidates by using two effective approach that can be shown below. Approaches of recruitment:In case of Ikea some approaches to recruitment can be shown below with their strength and weaknesses(Chelladurai and Kerwin, 2018). Job analysis-It refers to an effective approach of the recruitment that is adopting for collecting the valuable information , skills and working environment for a particular type of jobs. In case of Ikea, HR manager can analyse the job duties, responsibilities etc. for a particular job so that it easy for them to effective select the appropriate candidate for a vacant position. ◦Strength-It helps in analysing the job and performance of the employees by comparing the desired and standard outputs so that they can get the high results. In case of Ikea. It helps the manager if Ikea in analysing the needs of training and developments so that workers give their best. ◦Weaknesses-The major weakness of this type of approach of recruitment is that it is very time consuming and also the cost consuming. In case of Ikea if manager can adopts this approach it may face the more cost and also in this collection of data are also very small. Competency framework-This term defines the excellence of performance within the business firm. In this manager of Ikea make assure that the employees have full knowledge regarding the values and performance behaviour. Properly following this term 3
Paraphrase This Document
Need a fresh take? Get an instant paraphrase of this document with our AI Paraphraser
within organisation helps in achieving the targets for earning higher profits. In context of Ikea some benefits and drawbacks can be shown below. ◦Strength-The major strength of the competency framework is that it helps in measuring the individual growth within the organisation so that they can enhance it for achieving the higher targets. ◦Weaknesses-The major weakness of this type of approach of recruitment is that is can ignores the social learning within the individual person they. In case of Ikea, employees are only focus on enhancing their personal growth instead of social performance due to this brand image of the company may be affected. Selectionis the process of an effective option in which a manager can select the foremost one form theturn of applicantwho are applied for the vacant position. In case of Ikea HR manager can hire the best candidate for filling their position within the organisation and it includes various approaches that can be shown below(Jabbour and de Sousa Jabbour, 2016). Approaches to selection Aptitude test:This test refers to can effective term in which HR manager of Ikea can evaluate and examine the performance of employees and how they react in different situations so that they can assure that they can select the best out of many. ◦Strength:This term is very effective for Ikea as it helps in knowingthe power and capacityto perform a particular task. This term also helps in earning profits and longer sustainability of company. ◦Weaknesses:The major weaknesses of this term in Ikea company is that it is very timeintensedue to this HR manager cannot appropriately focus on other critical decisions. Online screening:This term is an essential and effective approach of selection in which HR manager of Ikea can screening the candidates by using online mode so that they can select the best out of many due to which company may earn high profits. ◦Strength:Using this approach in selection process in Ikea company is very effective because it is less time consuming and manager can select the candidate effectively and efficiently. 4
◦Weaknesses:The main drawback of this term in Ikea is that by using online screening company may face fraud and false information regarding the candidates due to this they can spend more time on further processes. TASK 2 Benefits of different HRM practices within organisation for employee and employer HRM practices refers to the routine work that a HR Manager of an organisation can perform. In case of Ikea the major work of manager is to provide training and development, organize recruitment and selection and follow a reward system that can benefited to both I..e employer and employee which can be shown below. HRM practicesBenefits to employerBenefits to employee 5
Training and developmentTraininganddevelopment process is an effective term as itimprovestheoverall performance of an employees duetothisemployerget skilled labour. For example in caseofIkea,thistermis benefitedtoemployerasit helpsingivingthetalented employeesthatcanattained thegoalswithintime period(Hecklauandet.al., 2016). Foremployeestrainingand developmentpracticesof HRM is very effective as it helpsingrowtheir professional skills which helps in their future. For example- In Ikeathistermisvery beneficialasithelpsin developedandenhancedthe personalandprofessional growth which will helpful in theircareerdevelopmentso that they get success in their future period of time. Recruitment and selectionRecruitmentandselectionis anessentialtermbecauseit givesthecompanyaskilled andknowledgablecandidate. Thistermisbenefitedto employer in Ikea because by using this aspect manager can filling their vacant position so thattaskcanbeachieved without delay. This aspect is very beneficial for employees of the company also because it helps in giving the opportunity to getting the higherpositionorgetting transferbecauseoftheir effective and efficient work. Reward managementRewardmanagementisan effective term that is used to treat the employees fairly and equally. In case of Ikea this termisbeneficialforthe employeesbecausetheycan In this Ikea employees also get benefited by getting the proper rewards for their good work. In this they also get encouraged for the good work and due to which their professional skills 6
Secure Best Marks with AI Grader
Need help grading? Try our AI Grader for instant feedback on your assignments.
get the proficient result to the companybecauseofequally treating employees. This also helpsinmaintainsthegood intercoursewith the employees sothattheycansharetheir innovative ideas and goals can accomplished on time. also developed(Ahmad, 2015). Performance appraisalPerformancemanagementis an effective term that creates benefits to the employers by accomplishing the task on time with the employees side. This helps in gaining the profits and revenues because of efficiently completing the work. For employees of the Ikea it is veryadvantageoustothe employees because it helps in enhancingtheirskillsand knowledge related to the task so that they work effectively and efficiently. EvaluateeffectivenessofdifferentHRMpracticesinraisingorganisationalprofitsand productivity Training and development:It defines the educational framework within organisation that is very helpful to enhancing the knowledge and skills of employees and provide benefits to the employer by showing the effective results. This term is evaluated by Ikea manager as it is very beneficial because it helps in enhancing the particular knowledge of the employees so that they can achieves their target within a specified time period. It also develops the productivity and proficiency within the working environment because of providing the proper training to their workers(Guest, 2017). Reward management:By evaluating the term reward management by the Ikea manager it is to be reflected that properly and fairly treating the employees according to their work within the organisation helps in encouraging them to do their best in future also so that organisation may achieves more profits that is the major aim of Ikea. Proper reward 7
system also helps in enhancing the performance of an employees so that they give efficient and effective results to their business firm. Recruitment and selection:This term is very effective as it is evaluated by the manger of Ikea, because it helps in enhancing the profits and productivity of an employees. In case of Ikea it is to be evaluated that using recruiting and selection process within organisation helps in boosting the morale of employees so that they give effective results to the problems and ach9ives their targets within time due to this firm may enjoy large amount of profits. TASK 3 Importance of employee relation in respect to influencing HRM decision making Employee relation:It refers to an effective term in which manager of the organisation can maintain the relation between the employees and senior authority. In case of Ikea, HR manager can handle relations between workers and employers so that achieving the target is beneficial. It also contains some importance that is very helpful in taking the decisions for earning proficiency that can be shown below(Stone and Deadrick, 2015). Employee satisfaction:It is an essential benefit of the employee relation within the organisation. In every firm employees are satisfied when they get the healthy and friendly environment within the working place and it is only possible wi8th the effective relation between the employees and employers. In case of Ikea, HR manager can satisfy their employee with good effective relation and it is done with proper and effective connection and transfer of information between the person. In this term employee relation is place an positive impact on taking the decisions that helps in earning more and more profits(Tung, 2016). Employee empowerment:It is the another benefit of the employee relation as it helps in maintain9ingtheemploymentempowermentsothattheyworkeffectivelyand effectively. In context of Ikea, HR manager can focuses on maintaining employment relation by giving them some authority as per their skills and knowledge so that they can take decisions to get the proficient results and due to this it will positively impact the HR important decisions because operation level decision can be taken by employee itself and 8
due to this manager effectively focus on major critical decisions that gives more profits and growth to the firm. Key elements of employment legislation and impact it on HRM decision making Employment legislation:This term defines as the laws and rights related to the employment standards and their relations, health and safety, compensation etc. In case of Ikea, HR manager can follows all the rules and regulations that so that it positively influence the decision making within the organisation(Delery and Roumpi, 2017). Health and Safety law:This law suggested that HR manager of Ikea can focus on employees health and safety for this they can provide the insurance and medical facility to their employees so that they get encouraged towards the effective work HR can direction on taking decisions that is giving more revenues and large market share to the organisation.If the laws and legal rights cannot adopting in an appropriate way than it will negatively impact the effective decisions that will reduce the overall profits of the company. Equality law:It refers to that legal right in which manger of Ikea can focus onj providing the equal pay and salary according to their skills and capability so that they would encouraged towards the effective work and manager can effectively focus on takingessential judgement(Tung, 2016). TASK 4 Illustrate application of HRM practices in work related context using relevant examples In Ikea, HR manager is searching for marketing manager position within the organisation so that they can sale the companies products in an effcerft8ive way and enhancing the sales within the organisation. For this they can maintain some application which includes job description,personspecification,documentation,andatlastofferlettertotheselected candidate(Voegtlin and Greenwood, 2016). Job description Title of job-Marketing manager Departmental unit-Marketing department Job summary-Marketing manager play a significant role in Ikea because they can make a 9
Paraphrase This Document
Need a fresh take? Get an instant paraphrase of this document with our AI Paraphraser
strong connection with the customers and generate more profits that is the aim of the company. They generally manage all the things related to markets where the goods and services to be sold. Responsibilities and duties Effectively communicate with customers and internal employees. Creative solutions to the problems developing skills and knowledge to encouraging firms profits. Qualification and Education management knowledge communication skills maintaining team skills masters in marketing degree follow proper ethics of work. Person specification Job position –Marketing manager functional area-Marketing department Essentials properly communicate with their team members either written or verbal communicate the information. Experience related to 1 years ability of using all the techniques in an effective mixture. Desirables In this candidate have the full knowledge about how to handle the situation related to customers and maintains a good relation in and outside the firm. Interviews questions It is very essential to prepare the questions and set the environment for taking the interviews because it helps in showcasing the image of the company in the number of applicant. For this it is very essential for the HR manager of Ikea to prepare the notes so that selecting the 10
appropriate person for the vacant job is easy. In this manager can carefully examine the job description for which they can select the candidate. Tell about yourself? Capability of tackle the difficult situation? Tell your strength and weaknesses? How I will hire you on the marketing manger post? job offer letter Job offer letter Ikea Delft, Netherlands July 9, 2020 Dear PQR Human resource manager Our hiring team is overwhelmed to meet and get to know you. Its Ikea pleasure to offer you a position of Marketing manager where you report to the top authority that is belong to the office. Your expecting date would be August 20 with a decided salary and other pay and other benefits. This job is considered as a full time job and if are ready for working with our company please come to the office premises with all legal documents. Sincerely XYB Human resource manager Ikea For the HR executive role Ikea can select PQR because he can fulfils all the needs and wants for this job roles. He is very passionate and their communication skill was also very strong. PQR also have the management degree with one year of experience. Hence, he is suitable for the HR executive in all ways so that selectionprocess can be done successfully by the company due to this firm will enjoy the higher success and longer sustainability within the marketplace. 11
CONCLUSION To the upper explained report it is to be concluded that human resource manager play an essential role in succession of the organisation. It focuses on the various terms related to HRM where plays an significant function that includes various purpose according to aspects. It includes approaches ofenlisting and assortment that helps in gaining the profits within the firm also initiate productive work of the workers. It also suggest importance of employee relation that influencing decision making. In this various aspects of HRM creates a benefits for employer and employee both. At last HRM application helps in recruiting and hiring the candidate so that institution may enjoy large amount of sales. 12
Secure Best Marks with AI Grader
Need help grading? Try our AI Grader for instant feedback on your assignments.
REFERENCES Books & Journal Ahmad, S., 2015. Green human resource management: Policies and practices.Cogent business & management.2(1). p.1030817. Albrecht, S.L. and et. al., 2015. Employee engagement, human resource management practices andcompetitiveadvantage.JournalofOrganizationalEffectiveness:Peopleand Performance. Bratton, J. and Gold, J., 2017.Human resource management: theory and practice. Palgrave. Chelladurai, P. and Kerwin, S., 2018.Human resource management in sport and recreation. Human Kinetics. DeCenzo, D.A., Robbins, S.P. and Verhulst, S.L., 2016.Fundamentals of human resource management. John Wiley & Sons. Delery, J.E. and Roumpi, D., 2017. Strategic human resource management, human capital and competitive advantage: is the field going in circles?.Human Resource Management Journal.27(1). pp.1-21. Guest, D.E., 2017. Human resource management and employee well‐being: Towards a new analytic framework.Human resource management journal.27(1). pp.22-38. Hecklau, F. and et. al., 2016. Holistic approach for human resource management in Industry 4.0.Procedia Cirp.54(1). pp.1-6. Jabbour, C.J.C. and de Sousa Jabbour, A.B.L., 2016. Green human resource management and green supply chain management: Linking two emerging agendas.Journal of Cleaner Production.112.pp.1824-1833. Noe, R.A. and et. al., 2015. Human resource management.Instructor,2015. Stone, D.L. and Deadrick, D.L., 2015. Challenges and opportunities affecting the future of human resource management.Human Resource Management Review.25(2). pp.139-145. Tung, R.L., 2016. New perspectives on human resource management in a global context.Journal of World Business.51(1). pp.142-152. Voegtlin, C. and Greenwood, M., 2016. Corporate social responsibility and human resource management: A systematic review and conceptual analysis.Human Resource Management Review.26(3). pp.181-197. 13