Approaches of HR Practices in Human Resource Management
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This document discusses the purpose and roles of HR functions, different methods of HR practices, and the effectiveness of employee relation, engagement, and flexible working in HRM. It also explores the impact of employee legislation on decision-making. The case study is based on Aviva, the largest insurance provider in the UK.
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HUMAN RESOURCE MANAGEMENT
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Table of Contents INTRODUCTION...........................................................................................................................3 TASK 1............................................................................................................................................3 1. Purpose and roles of Hr functions...........................................................................................3 2. Approaches of hr practices......................................................................................................4 3. Different methods of hr practices............................................................................................5 4. Approaches of employee relation, engagement and flexible working and its effectiveness...7 5. Key aspects of employee legislation.......................................................................................9 6. Employee relation and employment legislation affect to decision-making..........................10 TASK 2..........................................................................................................................................11 7. Application of HRM practices at work context....................................................................11 8. Evaluate the use of technology improve the recruitment and selection process...................13 CONCLUSION..............................................................................................................................14 REFERENCES..............................................................................................................................15
INTRODUCTION Human resource management is a term which is used to describe formal system the management of people within the organization. The responsibility of human resource manager falls into three major area that are staffing, developing and compensation/benefits to employee in system (Albrecht and et.al., 2015). Present study is based on the “Aviva” is the largest insurance provider in UK and its turnover of over£55 billion in 2017. It has about 33 million customers across 16 countries. Study lays emphasis on the purpose and roles of hr function and assess the approaches of hr functions. Report will highlight the different methods of hr practices and effective approaches of employee relation, engagement and work flexibility in structure. In study will also dissuasion on the key aspects of employment legislation which is affect to decision- making and employee relation. It is also highlighted the hr practices in work related context. Furthermore, it will evaluate how technology will help to improve the recruitment and selection process of the administration. TASK 1 1. Purpose and roles of Hr functions. The purpose of hr functions of Aviva is to manage the employee needs for improving productivity and profit of the business. Purpose and roles of hr functions are as follows: Training and development It is the function of hr parctices. There are methods of training which are on-the-job and off-the-job training method. The main purpose of hr manager of Aviva to organize the training and development program for increase the performance of employee. It is used to develop the skills, knowledge and ability of employee (Bailey and et.al., 2018). It is significant to hr manager to organize the training and development program to meet with business objectives. Therole of training and developmentis to improve organization culture. Role of this to give effective and useful training to their employees for develop their performance. Human resource manager has responsible for planning and administer program to ensure that employee have proper skill and knowledge to compete effectively and successfully meet the organisations objectives. Recruitment and selection
Recruitment and selection process is important function of the hr practices which is helpful to hire the best candidate in Aviva. The main purpose of this function is place the right candidate at right place at right time at right cost. Therole and responsibility of recruitment and selectionis to hire the right candidate for right post (Boon and et.al., 2018). It helps to increase business productivity and profit and decrease the cost of training. Human resource manager has the responsible to focus on development of an interested package of policies with the effective management of people. Performance appraisal It is important function of human resource management and it aids to evaluate the performance of employee and then conduct process of appraisal. That helps Aviva in managing employee motivation. Purpose of this function is to evaluate the employee performance for their job role regards to company profit and success. Therole and responsibility of performance appraisalis to identify the need of training and development and help to take decisions of promotion(Bratton and Gold, 2017). Human resource manager has responsibility to ensure a smooth implementation of appraisal process. 2. Approaches of hr practices. Approaches are help to Aviva to successfully meets with objectives and goals. Workforce planning It is important for Aviva to ensure that they have right people at right job. There are three approaches of workforce planning: 1stis Workforce is the continuous process which is help to employer to analysis the needs of organisation by employees. 2ndis Workload is the ongoing process of mapping resources of organisation. 3rdis Competency is the framework of knowledge, skills and attitude that is required for the people in organization (Guest, 2017). ManagerofAvivausestheworkforceapproachtoanalysistheneedsofemployeesin organization.Thisapproachisbeneficialfororganisationtoanalysistherequirementof employees at various post. Recruitment and selection That process helps to find the best candidate in organisation. These are two approaches of this: 1stis internal process is the easy and simple process of hiring candidate for organization. 2nd is external process is best for organisation because of new candidate have new ideas for growth
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of company which includes campus placement and direct interview. Selection approaches are such as aptitude test and interview of candidate (Kehoe and Collins, 2017). Aviva uses the external recruitment process to hire new candidate for the office and that include aptitude test and interview in their selection process. Training and development It is the methodology to organise training program to develop employees towards growth and roles of job. It has two approaches to train their employees which are: 1stoff-the-job approach which is included the business games and seminars. 2ndis on-the-job approach that is includes job instruction and job rotation. Manager of Aviva uses the job instruction training which is related to on-the-job training approach. By this approach manager give proper and step by step instructions for doing work. Performance management This help to company to manage their employees and performance at workplace. It has two approach to manage the performance of employee which are, 1stis behaviour, it is effective and focus on employee behaviour and efforts towards job and work. 2ndis result, it is depends on performance outcomes. Hr of Aviva uses the result approach to analysis the performance and manager the performance. Rewards system It is help to motivate the employees towards successfully meet with business objectives. That includes compensation, benefits, pay increase and cash prizes (Lendzion, 2015). Aviva provides non-financial rewards to motivate their employees and give rewards which is depends on the employee performance and situation. 3. Different methods of hr practices. Hr practices are helpful to improve employees skills and knowledge through leadership quality. Reward system Reward system help to organisation to be a more competitive and also help to enhance motivation of employees towards the company. There are two methods of rewards system that are as follows: Monetary reward systemNon-monetary reward system
This reward system give as per employee good performance. That includes: Pay increase Cash prize Compensation Benefits It is the best way to motivate their employees. By these employees are highly motivated and contributewelltoachievegoaloffirm (Markoulli and et.al., 2017). That include: Promotion Transfer Feedback For example:Arcadia group uses the monetary reward's system to motivate their employee by giving cash prize, compensation and benefits. Meanwhile, Aviva uses non-monetary rewards system to motivate their employee by promoting, transferring. By these employees are highly motivated towards the company goals. Recruitment and selection It is the process of searching and hiring the candidates for the organization. There are two methods of this practice which are as follows: RecruitmentSelection Internal processExternal process Itistheeasyandsimple processofselectingpeople whichisdependson performance of employees. Promotion Transfer Job posting Screening employee It is good and effective process ofhiringcandidatefortheir vacant post in the organization. By thismanagementable to find right and best candidate forpost(MarlerandParry, 2016). That includes: Campus placement Direct recruitment Advertisement Employee agency It is the process of select the bestcandidateforthe organisation's vacant post by, Aptitude test Interview Presentation Group discussion For Example:Arcadia group uses the internal process of recruitment like promotion and transfer of employees and select the employee which is depends on result of presentation and
group discussion. Meanwhile, Aviva uses the employee agency and direct recruitment process of external recruitment method and selection which is based on Aptitude test and interview of employee. 4. Approaches of employee relation, engagement and flexible working and its effectiveness. Approaches are effective and useful for the Aviva to improve productivity and its profit. Human relation approach of employee relation Peoples has replaced into industrial relationship between the employer and employee. It is necessary to organisation to create good relations with employees. Employees want their job security, effective and best payment and opportunity of participating in every activities which are related to the decision-making process. In that employer have to eliminate the negative elements of relation which are affect to both employer and employee relationship. Positive relation always help to make effective and best relation with employee. Its help to Aviva to improve their business results with effective performance of employee (Nankervis and et.al.,2016). This approach is helpful for creating positive relations within the organisation and also help to achieve business goals and successfully meet with Aviva's objective. Sirota's three factor model of employee engagement Employee relation and engagement is most important part of organization which is analysed the basic understanding of motivation. This model has three factors that are effective for build effective employee engagement. Description of every factor are as follows:
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Equity/fairness:Meaning of this factor is to treat their employees equal. It is most important tool of motivation and also make effective relations with employees. Employer treat their employee equal according to work result, then employee feel motivate by this fair treatment. This helpful for creating effective and strong relations with employee (Sirota's three factor model of employee engagement,2018). Achievement:Achieve goal and face challenges, employer need to match employee capability and skills. In that employer give chance to their employee for taking extra responsibility of work task. By this employee feel good and the part of the team. By this they try to give their hard contribution this will help to stable effective and positive relations within the organisation. Camaraderie:This refers make good and friendly working environment at workplace. This help to Aviva to make good relationship with their employees by making good and friendly environment. Friendly environment always increase trust of employee on employer. By using this model in Aviva are able make effective relation and strong employee engagement.Formaintainemployeesengagement,companycanprovidethechancesto employee, give fair treatment according to performance and create friendly work environment. Atkinson flexibility model Illustration1: Sirota's three factor model (Source:Sirota's three factormodel of employee engagement. 2018)
This refers the flexible working environment in organization. It is effective for Aviva to stretching improve and maintain range of motion and performance of employee. There are two dimensions are as follows: Employment flexibility:This concept help Aviva manager to make flexibility in employment. Employees are flexible for their work and do their work effectively to successfully meet with business objectives (Atkinson flexibility model,2017). In that management have to make flexible working environment by applying new software at workplace. Work flexibility:It refers the flexibility within the organization. Aviva uses the new technologies at workplace that allow more flexible production process. In that company can allow to their employee do work from home. This model help to create more flexible work environment at Aviva which is help to increase profit and productivity of organisation. 5. Key aspects of employee legislation. Laws are affect to employer and employee of Aviva. Worker's compensation act 1906:These laws says give compensation, insurance, benefits and rewards to their employees. According to workers compensation act, management of Aviva focus on employee's compensation which is help to boost morale and build trust. Illustration2: Atkinson flexibility model (Sources:Atkinson flexibility model.2017)
Employees are working, at that time they injured badly, in that management of Aviva have pay compensation against the injuries. Employees rights act 1996: This act says provide basic rights of employment to employee. In that includes employment, leaves, documents (Noe and et.al., 2017). Employee want joining documents. In that case manager of Aviva have to give proper related documents its privilege of employees. Safety and healthy act 1974:according to this act employer of Aviva have to provide safe and healthy work environment to their employees. In that includes safe working condition, flexible working time and hours. 6. Employee relation and employment legislation affect to decision-making. Analysis the employee's relation with organization and impact of employment legislation on decision-making. Employee relation with organisation Employee relation plays an important role in the organization. Success of organization is depends on the positive relation between employer and employee of firm. Positive relation always give positive impact on decision-making. For making positive relation with their employees management of Aviva provide rewards give effective and valuable training to their employee like compensation, cash prize and promotion (Rees and Smith, 2017). This will help to motivate their employee for their good result. It is the important duty of manager of Aviva eradicate the conflicts from team work and encourage positive relationship with employee. This process help to maintain the positive relation with employee. This will help to successfully meets with business objectives and also to improve productivity and profit of Aviva. Impact of employee legislation Laws are affect to the Hr practices of Aviva but it is important to apply in companies rules and regulation. In that includes employees rights act, workers compensation act and safe and healthy act. That are the act which are affect to Aviva's decision-making. For example: employees want leaves for their personal reason. In that case management have to give paid leaves according to employees rights act. By this company have make changes according to act which is introduced by law. Governments laws are always affected to Aviva's internal decision making process, because management have to make polices according to acts and regulation of laws (Wilton, 2016).
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TASK 2 7. Application of HRM practices at work context. HRM practices are help to achieving objectives of firm and also improve productivity. Job description Job titleHuman resource assistant Report toAviva's human resource manager Roles (main purpose)Check over attendance records Managing human resource ResponsibilitiesJob application Scheduling interview Making hiring documents QualificationGraduate in human resource management (CIPD) Person specification Title of jobHuman resource assistant Date: 21 February 2019 Qualification requiredEssentialDesirableMet Graduate in human resource management MSchumanresource management (CIPD) Yes Yes Need of experience 3yearexperienceinhr assistant post Yes
2yearexperiencein administrationandHr software Yes Personal characteristics & conduct Time-managingskills, multitasking, team work and collaboration. Effectivecommunication skills Yes Yes Interview questions 1.Tell me about your experience and how they might prepared you for this position? 2.How do you maintain the calendar of Hr management team? 3.How will you manage conflicts between employees? 4.Do you have any experience of Hr software? Job letter Offer letter Aviva public limited company (CEO) London, UK. February 23, 2019 Mrs Jack (London)
Mrs Jack, Aviva is pleased to inform you that are short listed for Human resource assistant. Reporting to manager starting date is 26 February 2019. We are offering you full-time job position with effective payment which is £30000 per year. Your expected working days 5 and working hours 7 (10 am to 5 pm). If you accept this offer, please sign this letter and revert back on our official mail I'd. Thanks and regards Human resource department Aviva Public limited company 8. Evaluate the use of technology improve the recruitment and selection process. Technologies are help improve the recruitment and selection process of Aviva. Technology It is help to improve recruitment and selection process. I t provide useful and specific details of job openings. This help improve screening of employees without any wastage of time. By this improve interview process of candidate through automated interview scheduling and online interview. Online resources It is play an important role in recruitment and selection process. Online resources is effective for the recruitment and selection process that includes many web pages and official blogs are provided proper information to employer (Wright, 2018). Company put information regarding their vacant post on webpage and job seekers see this post at webs. In that they directly apply in company and manager of Aviva call for interview. By this online resources help to improve recruitment and selection process of Aviva. Social network Social network is effective for post any comments at Facebook, twitter and Instagram. Today's generation mostly use this social media. In that manager of Aviva post information regarding their vacant post on these sites. Seen this post by job seekers then they call directly it
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companies contact number. By this social network help to Aviva to improve their recruitment and selection process. Digital platform It includes like websites, application and media. This help to improve their recruitment and selection process of Aviva by post opening at Digital platforms. By this manager of Aviva is able to hire global level candidates for their vacant post (Albrecht and et.al., 2015). These all are help to improve their recruitment and selection process of Aviva. It helps to improve productivity and profits of employee. CONCLUSION Fromtheabovestudyithadbeenconcludedthathrmplayedimportantrolein organisation to meet with their business objectives. Report has been covered by the purpose and roles of Hr functions which has affect to employee by hr practices. Different methods of hr practices that helped to organization to maintain employees needs and trust. In report also discussed on models of employee relation, engagement and flexibility of working environment. That has effective for the company to improved their relation with employees. Study had been covered by the employment legislation affect to decision-making process of company. That included by worker's compensation act, employee rights act and safe and healthy act. By that company have to make changes according to laws and regulation. All hr practices implemented in work related context and technologies helped to improve recruitment and selection process of company.
REFERENCES Books and journals Albrecht and et.al., 2015. Employee engagement, human resource management practices and competitiveadvantage:Anintegratedapproach.JournalofOrganizational Effectiveness: People and Performance. 2(1). pp.7-35. Bailey and et.al., 2018.Strategic human resource management. Oxford University Press. Boonandet.al.,2018.Integratingstrategichumancapitalandstrategichumanresource management.The InternationalJournal ofHuman Resource Management. 29(1). pp.34-67. Bratton and Gold, 2017.Human resource management: theory and practice. Palgrave. Brewster and et.al., 2016.International human resource management. Kogan Page Publishers. 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. Kehoe, R. R. and Collins, C. J., 2017. Human resource management and unit performance in knowledge-intensive work.Journal of Applied Psychology. 102(8). p.1222. Lendzion, J. P., 2015. Human resources management in the system of organizational knowledge management.Procedia Manufacturing. 3.pp.674-680.
Markoulli, M. P., and et.al., 2017. Mapping Human Resource Management: Reviewing the field and charting future directions.Human Resource Management Review. 27(3). pp.367- 396. Marler, J. H. and Parry, E., 2016. Human resource management, strategic involvement and e- HRM technology.The International Journal of Human Resource Management. 27(19). pp.2233-2253. Nankervis and et.al., 2016.Human resource management: strategy and practice. Cengage AU. Noe and et.al., 2017.Human resource management: Gaining a competitive advantage. New York, NY: McGraw-Hill Education. Rees, G. and Smith, P. eds., 2017.Strategic human resource management: An international perspective. Sage. Wilton, N., 2016.An introduction to human resource management. Sage. Wright, P., 2018. Fundamentals of human resource management.Management. 5.p.27. ONLINE Atkinsonflexibilitymodel.2017.[Online].Availablethrough. <https://www.businessballs.com/organisational-culture/flexible-firm-model/> Sirota'sthreefactormodelofemployeeengagement.2018.[Online].Availablethrough. <http://www.free-management-ebooks.com/news/sirotas-three-factor-theory/>