Human Resource Management Decision- Making
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Added on 2021-02-21
Human Resource Management Decision- Making
Added on 2021-02-21
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Human Resource Management
Table of ContentsINTRODUCTION...........................................................................................................................3TASK 1............................................................................................................................................3P1 The purpose and functions of HRM that are applicable to workforce planning andresourcing within an organisation...............................................................................................3Functions of HRM applicable in workforce planning-...............................................................4P2- The strength and weakness of various recruitment and selection approaches-....................6TASK 2............................................................................................................................................9P3- The different merits of HRM practises that take place for both employee and employer inan organisation-...........................................................................................................................9P4- An assessment on effectiveness of different HRM practise for increasing profitability andproductivity of organisation .....................................................................................................11TASK 3..........................................................................................................................................12P5- The importance of employee relations which have influence in HRM decision-makingprocess-.....................................................................................................................................12P6- Key elements of employment legislation and its impact on HRM decision-making-........13TASK 4..........................................................................................................................................14P7- The application of HRM practise in work-related context with suitable examples-..........14CONCLUSION.............................................................................................................................16REFERENCES: ............................................................................................................................17
INTRODUCTIONHuman resource management is broader aspect used for managing, directing, mentoringand controlling human resource within an organisations. Every firm or organisation haveseparate human resource department which prime aim is hiring/ firing of an employee, providingmonetary and non monetary benefits as well as compensations and designing job post for everyindividual in working environment(Armstrong and Taylor, 2014). The HR executives giveemphasis on development of workforce at different parameters within an organisation. Theperformance assessment are been conducted by leaders at yearly or monthly basis. So thatemployee can make improvement in their work styles. In the present report , the chosencompany is Chocola Fantastica have established their business in South Wales(UK). They arecurrently offering chocolate based greeting cards which are been designed through innovativetailoring. The under beneath report consist of human resource functions, purpose, strength andweakness, as well as deep assessment on improvement. Further the report consist of jobspecifications, advantage and disadvantages of methods in job advertisement, also arecommendation is been given for vacant job profile within an organisation. TASK 1P1 The HRM objectives and functions that are applied in planning human resource withinworking environmentThe organising of labour is appropriate method for handling human resource in asystematic manner, through which market opportunities could be gain from organisations. Themain objective is to increase overall productivity and profitability of both firm and employeewith defined legal structure(Bratton and Gold, 2017). Objectives of HR depatment in human resource planing:The main objective of HRM are fulfil the gap between demand and supply of humanresources according to requirement. The learning and development session should be given tonewly recruited and existing employee, so that they could produce quality work in workingculture. In context with Chocola Fantastica, management should critically analyse the demandsof existing employee and accordingly provide them financial and other benefits. So that labourturnover rate of the company could be reduced to some extent within manufacturing industry.
Applicability of hrm functions in human resource planning-The employee managing majorly comprises of managerial and operativefunctions(Brewster and Hegewisch, 2017). The managerial functions include directing,controlling, organising and planning day-to-day task in working environment. While theoperative functions involve maintenance, development, procurement, integrations andmotivations of employees in organisation. These functions are performed and monitored bymanagers through human resource information system. When talking about Chocola Fantastica,the leaders have effectively utilised both operative functions to increase productivity ofemployee and firm. Some of these operations are discussed underbeneath:Managerial Functions:Planning- The planning is a process that identifies current and future human resourceneed for an organisations to achieve goals. If it is talked about Chocola Fantastica, Hr executiveshould estimate and plan strategies that are helpful in fulfilling workforce gap in an organisation.It is necessary that each resource should be pre-planned, so that business operations couldeffectively take place. The planning process include anticipating vacancies, planning jobdescriptions and sources of recruitment.Organizing- After objectives have been framed by managers, it is important thatorganisation structure should be developed in order to operate activities. The organisationstructure basically include grouping of personnel activity, assignment of different functions toeach individuals and delegations of authority according to task assigned to each indidvidual inChocola Fantastica.(Brewster and Mayrhofer, 2016). Directing- The directing include plans that are helpful in motivating employee in anorganisation. In other words directions functions are meant to guide and motivate employee in toachieve desire objective. The management of Chocola Fantastica should motivate theirworkforce on regular basis, so that performance are improve and thereby it will be profitable inattaining generating revenues.Controlling- the controlling is concerned with regulation of activities according to plan,that have been designed in capturing maximum opportunities. In references with ChocolaFantastica, manager have to control employee and flow of activities in systematic manner in anorganisation.
Operative Functions:Recruitment- It is most important functions that include critical assessment recruitingemployee through internal and external source. In regards with Chocola Fantastica mnager haveto conduct recruitment functions through systematic procedures like developing a jobdescriptions, publishing job posting, sourcing prospective candidates, interviewing, salarynegotiations and making job offer for right candidates in work culture. Training and development- In this function on job training is necessary that have to begiven by employee. Hr department of Chocola Fantastica to new recruited candidates andexisting employee in work culture. Recently, management have adapted training session foraround one month period where employee are giving session of how work has to be operated bythem.Professional development- This functions help employee with opportunities in growth,educations and management training. The Chocola Fantastica management undergoes to sponsortheir employees through various seminars, trade shows and corporal responsibilities. Suchinitiative make employee feel, they are part of organisation and have been taken care by theirsuperiors.Ensuring Legal Compliance- This operative function is beneficial in protectingorganisation . The hr department of Chocola Fantastica should be aware of all laws and policiesthat are related to employment, working conditions, working hours, overtime, minimum wageand tax allowance. Compliance of such laws is very important in existence of firm(Cascio,2016).P2- An assessment on strength and weakness of various recruitment and selection methods-It has been analysed that recruitment and selection as critical techniques used bymanagement in regards to hire potential candidates for vacant job profile inside anorganisation(Chelladurai and Kerwin, 2018). In regards with Chocola Fantastica, these processesare effectively utilised by management for managing human resource. The recruitment andselection approaches are mentioned below:Recruitment: This method is considered to be an appropriate technique as it help leadersto attract pool of candidates who have posses skills that could be matched with requirement ofdesigned job structure. It is one of the positive approaches as it allow applicant to test their
capabilities. In context with Chocola Fantastica, manager uses recruitment process in ansystematic manner. It involves identifying demand of human resource, screening of resumesand conducting telephonic round for providing knowledge of the same to the applicant. Approaches of Recruitment Process-This recruitment procedure is categories into internal and external sources, for allocationsof human resource in the organisation. These sources are described under beneath:Internal method of recruiting: This techniques involves, promotion of existingemployee's leaders in an organisation. It is cost and time reduction technique, as internalsourcing allows, Chocola Fantastica manager to critically analyse the performance of employeefrom the base to recruit them. The internal sources are conducted through transfers at differentlocations and promotional of employee in organisation.Transfer approach: This approach revolves around transferring of internal expatriateemployee to their desired locations according to their preferences(DeCenzo and Verhulst, 2016).Also the transfer could be from one department to other in an organisations. Therefore, they feelmotivated while working at same designated job in the company.Promotion approach: In this type of approach the performance of each employee arebeen tested at every phases through different performance analysis techniques. These analysiscould be done through various tools like ranking, force distribution, checklist and weighted aswell as maintain the record of how the employee have performed the work. So that they caneffectively conduct analysis the employee's performance.Strength of internal recruitment-1.The biggest strength is it save time and cost of employer for while conductingrecruitment.2.It motivate employee to work in proper and accurate manner.3.It allow employer to analyse performance of capable employee who can fulfil thevacant job.4.A brief knowledge of conducting internal recruitment is been given to everyemployee.Weakness of internal recruitment-1.Some time the leader recruit wrong employee for the vacant job.
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