Human Resource Management in Business

HUMAN RESOURCE
MANAGEMENT IN
BUSINESS

Table of Contents
INTRODUCTION................................................................................................................................4
Project 1................................................................................................................................................4
TASK 1.................................................................................................................................................4
(A) Internal planning factors (organisational needs, skills requirements, workforce profiles). .4
(B) External planning factors (supply of labour, labour costs, workforce skills, government
policy, labour market competition, changing nature of work, employee expectations, impact of
automation, demand for products and services)..........................................................................4
(C)Think about all the different services Morrison’s offers and how staff needs to be trained and
managed to provide these services..............................................................................................5
TASK 2.................................................................................................................................................5
Why a business needs effective HR planning to succeed...........................................................5
What constitutes effective HR planning.....................................................................................5
Why is planning needed to ensure an organisation has employees with the necessary skills,
knowledge and abilities to fulfil its purposes?............................................................................5
Examples within Morrison’s of effective HR planning..............................................................6
What would happen if there was not effective HR planning......................................................6
TASK 3 ................................................................................................................................................6
Now judge which business has the better motivational techniques and why. How could the other
business learn from the other’s practise to adapt their own motivational techniques?...............6
Employee skills (people as organisational resources, skill sets, skill acquisition, skills audit and
skill transferability, impact of technology).................................................................................6
Project 2 ...............................................................................................................................................7
TASK 1.................................................................................................................................................7
Contracts of employment (contractual entitlements, employee and employer rights, types of
employment contract, disciplinary procedures, grievance procedures, union membership, codes
of behaviour)...............................................................................................................................7
Employee involvement techniques (membership of work groups, suggestions schemes, devolved
authority and responsibility, open communications, types of communication, organisational
culture, national accreditation.....................................................................................................8
TASK 2.................................................................................................................................................8
How organisations motivate their employees.............................................................................8
TASK 3.................................................................................................................................................9
What theory each business uses..................................................................................................9
How this theory has led to the reward systems within the business...........................................9
The effectiveness of this system.................................................................................................9
How your 2 chosen businesses differ..........................................................................................9
TASK 4.................................................................................................................................................9
Make judgements about the value of monitoring and managing employees (give examples of
businesses that do this well and not so well)...............................................................................9
Contrast the benefits of performance management with the consequences of failing to manage
performance..............................................................................................................................10
Explain the benefits to the business and to employees of measuring and managing staff
performance..............................................................................................................................10
Project 3 .............................................................................................................................................11
TASK 1 .....................................................................................................................................11
Enclosed in PPT .......................................................................................................................11
TASK 2......................................................................................................................................11
Performance indicators for each role........................................................................................11
How to improve performance for each role..............................................................................11
Think about exactly what the job role entails and then think about how they will be managed and

reviewed....................................................................................................................................11
CONCLUSION ................................................................................................................................12
REFERENCES...................................................................................................................................13

INTRODUCTION
Human resource management has become more important factor for consideration in an
organisation. HRM has come with new procedures which will affect the organisational goals and
the employees of the organisation as a whole. In the history managing people in an.
Organisation was called as, Personnel management‟ and it was just a flat theory on
controlling people. With the time it has been changed to Human Resource management or Human
capital management, which is more flexible and more organized as well. As HRM has shown it‟s
affecton organisational goals and development and also employee controlling, it has now become a
vital part in every organisation (Human Resource Management: Definition, Objectives &
Responsibilities 2017).
Project 1
TASK 1
(A) Internal planning factors (organisational needs, skills requirements, workforce profiles)
These are the factors that relate to what is already happening inside the business.
Organisational needs - The workforce needs to be able to adapt to changes. Demand for
products and services will affect the number of people needed in certain roles
Skills requirements - Assessing the skills of the current workforce is an essential part of
human resources planning as it enables a business to build up a profile of the training, experience
and qualifications that employees already have (Kehoe, and et.al., 2013).
Workforce profiles - This means that a manager can view and monitor the types of
employee working for the business (Marchington, et.al., 2016).
(B) External planning factors (supply of labour, labour costs, workforce skills, government policy,
labour market competition, changing nature of work, employee expectations, impact of
automation, demand for products and services)
These are the factors that influence the business from outside its direct control.
Supply of labour - What are the trends of the area the business is in? Is there any particular
type of trade in that area? Nationally, the supply of labour is dependent on trends in unemployment
and the types of skills that are needed by employers.
Labour costs - The cost of labour, as a percentage of the other costs within a business, will
depend on whether the business is capital or labour intensive.
Workforce skills - Using published national statistics, organisations can see the types of skills that
are available in their local area or region (Chelladurai, and et.al., 2017).