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Human Resource Management: HRM

   

Added on  2019-12-18

26 Pages6608 Words249 Views
UniversityHuman Resource ManagementByDateNameLecturer’s Name

Human Resource ManagementTABLE OF CONTENT Task 1 ..........................................................................................................................................................31.1 Introduction.......................................................................................................................................31.2 Learning outcome..............................................................................................................................41.3 Essential Content...............................................................................................................................7LO1 Purpose and scope of Human Resource Management....................................................................8Task 2...........................................................................................................................................................9LO2 Key elements of Human Resource Management.............................................................................9LO3 Internal and external factors that affect Human Resource Management decision-making, including employment legislation..........................................................................................................14Task 3.........................................................................................................................................................16LO4 Application of Human Resource Management Practices ...............................................................16Task 4.........................................................................................................................................................19(a)Analyses on the importance for ITV to maintain good employee relations and how it influences their HR decisions as a result: ...............................................................................................................19(b) Identify and briefly explain the key elements in the employment legislation and how it influences ITV’s HR decisions. Please try to provide examples: .............................................................................20(b) Suitable platform for the placement of advertisement....................................................................22(c) Job Specification and person specification for the role....................................................................22M4. (a) You will have to evaluate the key aspects of employee relations management and employment legislation that affect HRM decision-making in ITV..........................................................23D3. (a) Critically evaluate employee relations and the application of HRM practices in ITV that inform and influence decision-making in the organisation....................................................................24References.................................................................................................................................................25Page 2 of 26

Human Resource ManagementTask 1 IntroductionEmployees are the integrated part of an organisation. But appoint those employees in the properposition is also very important, as it helps them to utilise their potential within an organisation.No product or service can be produced without the aid of a human being. Human resourcemanagement is the process of recruiting and selecting employees, providing orientation,induction, training and development. HRM practices of an organisation also help to improve theskills and knowledge of an employee. To create a required HRM, it is important to understandthe basic structure and function of human resource management is necessary. There is no properdefinition of human resources management, but HRM can be defined as a range of circumstancesthat has a large effect on the employment and contribution of people. HRM is the process ofincreasing the utilisation of available skilled labour. Use of existing human resource in theorganisation is another essential purpose of human resource management.Page 3 of 26

Human Resource ManagementLearning outcomeAccording to some experts, there are three parameters of human resource management such as sills enhancing, opportunity-enhancing, and motivation-enhancing. Human capital and motivation are known as proximal organisational outcomes, voluntary turnover, operational results are known as distal organisational issues (Dessler, 2017). Among these dimensions, skill-enhancing practices are positively related to human capital but are less positively related to employee motivation than motivation-enhancing practices and opportunity-enhancing practices. These three aspects of human resource management are also related to financial outcomes. HRMis concerned with both organisational performance and employee well-being, that means any assessment of an HR Manager's contribution must include both organisation's and employee's perceptions. Contribution to individual wellbeing relates to employee attitudes and behaviours. Ifan HRM belongs to a high-level performance, then it can benefit that organization, as employees respond to their HRM initiatives which is linked to their job performance and ultimately to organizational performance. Some outcomes are considered after evaluating HRM performance, these are:Adaptability:It means those HRM strategies that affect the organizational flexibility. Innovation and creativity encouraged, knowledge is recognised as a crucial asset and the organization uses candidates with from different background and beliefs here in this stage.Competence: HR Managers retains, motivates and develops employees with the abilities, knowledge, skills and expertise with their policies. It helps the HR department to achieve the goals for the sake of organizational profits.Co-effectiveness: Sometimes, HRM policies cause to reduce employee-related costs, helps properly shape the firm, reduce compensation and benefit costs, reduce labour turnover and Page 4 of 26

Human Resource Managementabsenteeism, increases employee health and safety, improve employee productivity and avoid costs from litigation and least efficient public relations (Deadrick and Stone, 2014). Commitment: If HR department of a company has promised something to their stuff, then they have to meet and fulfil those promises under any circumstances. It can result from loyalty, increases teamwork and reduced labour turnover, along with a greater sense of employee self-worth, psychological involvement, dignity and feeling of being essential to the company. Motivation: HRM Practices and policies encourage employees to achieve a designated goal. Employees will work hard, come to work on time and give their full effort to the assigned task if they are highly motivated. Motivation is an essential outcome of human resource practices. Job Satisfaction: Generally, pay scale, promotion opportunities, appraisal system, fringe benefits, supervision, job conditions, job security, working environment affects the job satisfaction of an employee. If a staff is satisfied with his job, then there will be no absenteeism from his end, will make active efforts toward his tasks, and will have positive feelings towards the organization (Deadrick and Stone, 2014). That's why job satisfaction is an essential outcome of human resource management. Performance: If the policies of an organization are planned correctly, then the working environment of that organization will be comfortable for the employees. It will help the employees to improve their performance in the workplace. HR department is responsible for the fulfilment of the employees. Hence it is known as an important outcome of human resource management (Harzing and Pinnington, 2015).Page 5 of 26

Human Resource ManagementEvery program defines and collects data on learning goals, statements of the knowledge, skills and attitudes that people have to figure out. The specific learning outcomes of human resource management are as follows:Analyse the global and local business environment Assessment of an organization’s implementation of a performance-based pay systemAllocate HR systems with the strategic business ideas of a companyPlan a training program using a proper framework for evaluating training needs, and training resultsProduce information related to the effectiveness of recruiting methods and the validity of selection procedures and make appropriate employment decisionsProperly interpret salary survey data and design a pay structure with suitable pay grades and pay rangesApply an ethical understanding and perspective to business situations Use crucial thinking skills and business ideas Apply effective verbal and non-verbal communication skills to business situations.Weaknesses of human resource management of Woodhill College: 1)Lack of top management’s support.2)Improper actualisation3)Inadequate development programmePage 6 of 26

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