Human Resource Management – Case Study
Added on 2021-01-03
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Human Resource ManagementCase Study Assessment
Table of ContentsINTRODUCTION................................................................................................................................3MAIN BODY.......................................................................................................................................3Q.1 Responsibilities of Amir Khan and his HR team for staff to those of the line managers withinConnectacom...................................................................................................................................3Q.2 Ethical issues might be a problem for Connectacom in its current management approach and what the implications for each could be..........................................................................................4Q.3 Current HRM practices can create a positive working environment for employees in an organization such as Connectacom. ................................................................................................5Q.4 Recommend 4 HRM related initiatives that Amir Khan can recommend to his board to reduce the flow of talent out of Connectacom.................................................................................6CONCLUSION....................................................................................................................................7REFERENCES.....................................................................................................................................8
INTRODUCTIONHuman research management is the approach which is used for sustainable environment ofthe organisation. It is an approach to develop people inside the organisation so that they help theorganisation to gain competitive advantage. It is known to human resource department. It makesexistence in the organisation to better performance of the employees. This case study aboutConnectacom which is a European telecom company. This file will include responsibilities ofhuman resource team and manager, ethical issues which might be a problem for connectacom,current human resource practice make impact on the employees in positive way. Also, includerecommendation for better environment of organisation.MAIN BODYQ.1 Differences in Responsibilities of Amir Khan and his HR team for staff to those of the linemanagers within Connectacom.Human resource management works for employee satisfaction in the organisation. It is theirresponsibility to make happy the employees in the organisation. It is the responsibilities of Amirkhan and human resource team to motivate the employees for efficient work in the organisation.HR team also work for provide training and development to the employees. With receivetraining and development the employees ensure that their skills and knowledge fit into theorganisation(Paillé and et.al., 2014). It is all about human resource management that how can theyprovide training to the employees. For training and development there is main role of budget andtime. They have to ensure that their goals meet with need of employees.The Human Resourcesdepartment is seen as integral to the business and has a good reputation with both managers andstaff. Head of human resource Amir khan noticed the front line staff which rarely stay with thecompany. HR team works for make policies for the organisation and line manager follow theguidelines which gives by HR.Other work which is done by the human resource team is recruitment and selection. Hereorganisation has to chose the persons whose goal meets with the goal of organisation. The personwho fit in the role which telecom sector want, they select for the job. Recruitment and selectionprocess have both internal and external sources. Internal sources include promotion, reference etc.external factors include advertisement, e-mail, call etc.Human resource management have responsibilities to motivate the employees. Motivationis the best theory for effective work of employees. Motivation includes both financial or nonfinancial. In financial motivation the human resource team create bonus, increment, incentives etc.
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