logo

Human Resource Management | Introduction

   

Added on  2019-12-28

13 Pages4116 Words273 Views
HUMAN RESOURCEMANAGEMENT
Human Resource Management | Introduction_1
TABLE OF CONTENTSINTRODUCTION......................................................................................................................3TASK 1......................................................................................................................................3(a) Distinguish between personnel management and human resource management........3(b) Functions of human resource management in contributing to organisational purposes...........................................................................................................................................4(c) Role and responsibilities of line managers in human resource management..............5TASK 2......................................................................................................................................6(a) Reasons for human resource planning in organisations..............................................6(b) Stages involved in human resource planning..............................................................6(c) Recruitment and selection process is carried out in two organisations.......................7(d) Evaluate the effectiveness of recruitment and selection techniques of M&S and TFL8TASK 3......................................................................................................................................8(a) Link between motivational theory and reward management......................................8(b) Evaluate the process of job evaluation and other factors determining pay.................8(c) Effectiveness of reward systems.................................................................................9(d) Methods used to monitor employee performance.......................................................9TASK 4....................................................................................................................................10(a) Reasons for cessation of employment with an organisation.....................................10(b) Employment exit procedures used by two organisations..........................................10(c) Impact of the legal and regulatory framework on HRM and employment cessationarrangements...................................................................................................................11CONCLUSION........................................................................................................................12REFERENCES.........................................................................................................................13
Human Resource Management | Introduction_2
INTRODUCTIONHuman Resource Management (HRM) is an integral part of an organisation. It hasvarieties of activities to perform and that are recruitment, training & development andperformance appraisal. It also maximizes the availability of manpower resources for futureneeds. An organisation’s competency would lie upon HRM practices and policies tocontribute in growth and profitability in terms of quantity and quality. It emphasizes on theimplementation of various strategic tools and applications for corporate growth, value andculture. On the other hand, personnel management is an administrative record keepingfunction to keep the track record of equitable terms and conditions of business. The reportherewith provides a broad spectrum of Human Resources Management. It also gives anunderstanding of the differences between Personnel Management and HRM. TASK 1(a) Distinguish between personnel management and human resource managementPERSONNEL MANAGEMENTHUMAN RESOURCE MANAGEMENTPersonnel Management is a traditionalapproach which is concerned with themanagement of workforce in theorganisation.Human Resource Management is modernapproach of managing people in theorganisation.It emphasizes on the employment welfareand labour relation.On the contrary, it is all about motivating,developing and maintenance of employees inthe organisation.Here, employees are treated as labour man,input source or work man to attain desiredoutcomes.Employees are important and valuable assetsof the company for achieving organisation'sgoal.It is a routine function undertaken foremployee's contentment.It is a strategic and administrative function oforganisation.Decision making process is very slow as topmanagement of the organisation make alldecisions.Here, decision is made by employees andstaff-members altogether, so it is fastprocess.
Human Resource Management | Introduction_3
Actions are based on the set rules andguidelines.According to business needs, actions andplans are executed.The strategic approach in industrial relationsis labour management.Customers are considered as importantelement in business function.Indirect communication system in betweenworkers and supervisors.Employees are encouraged and engaged in anopen communication process.Job design and specifications are doneaccording to the division of labours.Job design is according to groups and teams.Payment is made according to job evaluationso that grades are fixed according to taskdone.Payments are made according to performanceof employees.In case of conflict, PM department will reachto the temporary truces.Here, HR department will manage andmaintain the organisation culture andclimate.(b) Functions of human resource management in contributing to organisational purposes HRM has various activities and practices to perform starting from recruitment andselection process, motivating, training and development, implementing HR policies ends withestablishing fair work in the organisation. Main functions of HRM in contributing toorganisational purposes are following below:Recruitment and Selection Process: Recruitment is the process of choosingappropriate candidate for the organisation. It is about putting right person in the rightplace at right time. There are many ways in which recruitment process can beestablished for example; advertisements in newspapers, online, job centres, campusdrives etc. In present scenario, many environmental factors are influencingrecruitment process such as demand and supply. On the other hand, selection is theentire process of application screening,Training and Development: It is very essential for the organisation to train anddevelop potential skills in its candidates. This can be achieved by conducting varioustraining and development programmes to grow, develop and expertise them in allbusiness operations.
Human Resource Management | Introduction_4

End of preview

Want to access all the pages? Upload your documents or become a member.

Related Documents
(HRM) Human Resource Management: Assignment
|15
|4886
|166

HRM in Posh Nosh Limited
|17
|5363
|200

Human Resource Management and Impact of Legal Framework on HRM - Report
|14
|4390
|311

(solved) Human Resource Management: (HRM)
|13
|5405
|58

Human Resource Management (HRM) Function Assignment
|24
|7952
|218

Human Resource Management in Vodafone : Report
|15
|5180
|1124