Table of Contents INTRODUCTION...........................................................................................................................3 Activity 1........................................................................................................................................3 Purpose, Function of HRM that are applicable to workforce planning and resourcing.........3 Strengths and weaknesses of recruitment and selection approaches......................................5 Activity 2........................................................................................................................................8 Covered in Booklet.................................................................................................................8 Activity 3.........................................................................................................................................8 Importance of employee relations in influencing HRM decision making.............................8 Key elements of employment legislation and its impact on HRM decision making.............9 Critical evaluation of employee relation and application of HRM practices......................10 Application of HRM practices in context of organisation....................................................10 CONCLUSION..............................................................................................................................12 REFERENCES................................................................................................................................1
INTRODUCTION Human resource management is a function which is generally performed in all the organisation. The role of the HR managers is to recruit the appropriate people after determining the duties, roles and responsibilities requirement to perform the job. Also HRM aims to maximise the performance of the employees by identifying the need of training and then providing them the same. This improves the skills, knowledge and abilities to perform their job, thus they contribute in the organisation more efficiently. This report is in context of Dyson which is a technology company which manufactures household appliances. It will help the organisation to understand various functions and purpose of human resource management, benefits of HRM to the employees and the employer both, various approaches of recruitment and selection, importance of employee retention. All these will facilitate the HR department of Dyson to determine the factors that will help them to get competitive advantage and in restructuring the department. Activity 1 Purpose, Function of HRM that are applicable to workforce planning and resourcing Human Resource Managementis the process of recruiting and selecting the employees for the organisation and providing them orientation, training so as to improve their performance. Also deciding the compensation and the benefits of the employees is the responsibility of HRM. It is a strategic approach which help the organisation to achieve its goal by effectively utilising the human resource and thus it offers them the competitive advantage as it is planned to improve the performance of the employees(Albrecht, 2015). Purpose and Functions of the organisation : The main purpose of HRM is to identify the job and the person who can perform it efficiently, also their role is to manage the existing employees. To identify the right person for right job and manage employees the Dyson have to perform various functions which are as follows : Recruiting and Selection: It is one of the most important function of HRM as they meet the requirement of workforce as and when needed for which they have to undertake a procedure which depends upon the type of the job. It reduces the chance of appointing
incompetent and under qualified person(Aravamudhan and Krishnaveni, 2015). For Dysonthisfunctionisimportantastheyareintomanufacturingofhousehold machineries, so the staff need to be competent enough who has an understanding of technical aspects. Training and Development: This function of HRM helps the organisation in planning for the workforce to enhance their capability and competence as per the requirement of their job. This improves their current and future performance also it motivates the employees which is an important factor for efficiency in their work. To make staff have an understanding of technological changes Dyson has to provide training on continuous basis. Managing employee relations: Maintaining relations with the employees is important as this helps an organisation to influence the behaviour of the employees. This also reduces the chances of conflicts between management and the employees, because it creates an understanding and healthy relation which is very important for Dyson. Maintaining good working conditions: Employees should be provided good and healthy working condition as it make them comfortable to work in such environment. It also includes motivating them using financial and non-financial benefits(Blok, 2015). Orientation: After appointing new people their orientation is must to make them comfortable with the organisation culture and the people they have to work with. Orientation helps the employees to understand their roles and responsibilities, duties, tasks etc. in details and in a better way. This function will be beneficial for Dyson as it will reduces chances of error which can lead to huge losses to company and client both (Stoilkovska, Ilieva and Gjakovski 2015). Hard and Soft Approaches :These approaches of HRM are used by the organisation as it helps in workforce planning of the organisation. The approaches are discussed below : Hard Approaches: It is that approach where employees are treated only as resource which will help an organisation in achieving their goals. The communication is top down with no or little delegation of authority and responsibility. It will be useful for Dyson in case of manufacturing of costly products where investment done is large and are crucial projects. Soft Approaches: It is that approach where employees are treated as source to get competitive advantage by making them efficient and competent by providing them trainings.
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This approach can be used by Dyson in their general course of business(Bratton and Gold, 2017). Assessment of HRM functions that can provide talent and skills The main aim of HRM is to provide a competent employee for which they perform various functions such as efficient selection process, proper training and development etc. Various training programs conducted by the companies develops the skill set and enhances capabilities of the employees that helps them to solve problems and perform well. Similarly, Dyson by providing training can make their staff capable to understand and tackle the changes which can takes place in terms of technology that they use in manufacturing. As Dyson are into manufacturing of household appliances so it is important for them to make their employees capable of adapting that change in the manufacturing process with the help of training and development. Strengths and weaknesses of recruitment and selection approaches Recruitmentis the process of attracting new qualified people which can be within the organisation or from outside. It creates a pool of talent out of which an organisation can select best suited to the profile(Brewster, 2016). This helps them to get a competent and capable employee. Two approaches of recruiting people in the organisation are : Internal Sources :It refers to recruiting people within the organisation for any higher designation or same job with more responsibilities. This can be done by promotions, transfers, employees referrals etc. Strengths of Internal SourcesWeaknesses of Internal Sources Itprovidesanopportunityfor development to the existing employees of the organisation. It is an easy approach as the people are already aware about the organisation culture and performance level required. This does not offer ample option for the organisation as the number of capable employee for the particular job may not be enough. Transferscandemotivateemployees which affect their performance. Analysis :Internal sources can be used by the organisation in case where there is urgency for the particular job. Dyson can use this source of recruitment when they don't want to recruit new
people. As they are into manufacturing business due to which they need to recruit such people who have technical skills. So internal recruitment will save the cost of training new people. External Sources :It is the process of filling the vacancy in the organisation from external sources i.e., outside the organisation. This helps an organisation to acquire new talent whohavevariousinnovativeideas.Variousexternalsourcesareemploymentagencies, advertisements, campus recruitment, etc. Strengths of External SourcesWeaknesses of External Sources It helps an organisation to procure new talented people who have knowledge and enthusiasm to work. Few can be selected out of so many availableoptions,thisofferson opportunitytotheorganisationto acquire best and suitable candidate. This process is very expensive, lengthy and time consuming. The new employee is more demanding in terms of remunerations and benefits. Also, adaptability issues are faced by thenewpeopleintermsof organisational culture and environment. Analysis :External sources is a viable option of recruitment when organisation has sufficient funds and time. Dyson can use this source when they want those employees who have knowledge about new technology and possess skills related to the use of updated machineries which are used in their factories. Also it is suitable when the existing employees are not competent enough for the required post. Selectionis a process of short listing and selecting the most suitable person on the basis of the qualification, knowledge, skills and ability. The process of selection varies in different organisation and even for different designations(Hornstein, 2015). Various steps can be followed for selecting the people. Two approaches of selection are : Interviews :Interview helps in selecting the candidate by putting questions to them. This helps the interviewer to gather information about the candidates such as background, skill set, behaviour, attitude etc. Strengths of InterviewsWeaknesses of Interviews Through interviews, selection can be done easily and short span of time. Suitable candidate can be selected by The answer given by the interviewee canbemisinterpretedbythe interviewer which can leads to loss of a
gathering more and more information aboutthembycustomisingthe questions by the interviewer. competent candidate. It can lead to favouritism and thus an inappropriatecandidatecanget selected. Analysis :This can be easily used by Dyson as they can analyse the knowledge of the candidate by asking them the questions regarding technical aspects required while working with machines or while handling them, also regarding changes taking place in the manufacturing sector and their influences on the business. This will help them to test the knowledge of the employees. Aptitude test :Through aptitude test detailed analysis of the skills, knowledge and ability to solve problems can be easily done(Stewart and Brown, 2019). This is most appropriate approach when technical aspects and knowledge of the employee is to be judged. Strengths of Aptitude testWeaknesses of Aptitude test Detailed analysis of knowledge of the candidate can be done on the basis of answers provided by them. Thismakesafairselectionofthe candidate as they will be judged on the basis of answers provided by them. It is a long process and if answers are subjectivethenevaluationbecomes very tough. It may not be an appropriate method to judge the candidate as some questions may not be of their field. Analysis:This approach can also be used by the Dyson when they wanted to test the detailed knowledge of the candidates by preparing relevant questions.Such a test for selecting the candidate is appropriate for the company when they have to select the person for some higher designation which is related to their business of manufacturing household appliances. It is recommended that Dyson should use internal and external both the sources of recruitment as per the requirement such as when they want to skilled labour then they can go fr external sources which can be campus recruitment, through employment agencies etc. while if they can shift the existing employees they should go for internal sources. For selection of the candidates the existing methods of interview and aptitude test can be followed also they can be changed when the existing method is not appropriate for the profile on which they have to make selection.
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Activity 2 Covered in Booklet Activity 3 Importance of employee relations in influencing HRM decision making Employee relations refers to the efforts that are made by the organisation to create and maintain the relationships with employees. This makes employees loyal towards company and build trust between employer and the employee. Employee relations in Dyson are strong which help them to overcome various issues easily as they have good understanding with their employees(Waddock and Bodwell, 2017). The importance of healthy employee relations are: Involvement of employee increases when they share healthy relations as management will consider the suggestions, opinions, ideas of the employees, this will increase their participation. Effective communication is possible as they both will try and understand the view of each other which will help organisation in adapting any change. Also it will helps the organisation in managing conflictsas employees can put their concern in front of management easily. It will help to retain their employees i.e., employee turnover will be reduced as they will feel attached to the organisation. When any such issue arise which can not be handled by one person single handedly, collective efforts can helps in resolving such issue but it is possible only when their exist strong employee relations. Healthy employee relations help the organisation to retain their employees and reduce the absenteeism at the workplace. Employee engagement is relationship with the employee where they are fully devoted to their work and considered the interest of the organisation their priority. To maintain it employee need to regards their employees which they do by various means such as incentives, recognition etc. The benefits of employee engagement to Dyson is, it makes employees satisfied due to which they perform better thus satisfying the customers which improves the profitability of Dyson and also contributes in increasing the number of employees(Meidner, Hedborg and Fond, 2017).
Key elements of employment legislation and its impact on HRM decision making Employment legislation provides the rights to the employee to protect their interest and regulate the relations with the employer. They cover almost all the issues from recruitment to health and safety of the employee. These legislations come from UK Parliament, UK Courts and EU. The aim of employment legislation is protecting and support the employees at the workplace. Impact of employment legislation on decision making of HRM are : Equality act of UK came into force in 2010, which provides a legal framework to protect the rights of the people at the workplace and to offer equal opportunity for all by promotingequalandfairtreatmentwithall.Itseeksequalityintermsofpay, opportunities for growth, no discrimination on grounds of sexuality, religion or belief. This act impacts the decision of HR of Dyson as there may not exist the opportunity for all and sometimes for achieving the goal promoting selected candidate may become crucial for the organisation but the act of equality may bound HR mangers to decide as per their requirements(Equality Act, 2010). Health and Safety at work act came into force in 1974, which focusses on managing the workplace health and safety of the employee. It defines various duties of employee and employers that they need to undertake to maintain health and safety. It has impact on the decision making of the HR of Dyson as they have some other policies to protect and maintain heath of the employee but due to compliances of the act the company may need to change their existing policies(Health and Safety at Work etc. Act, 1974). Labour law of UK provides the conditions that protect the labour working in the factories.Thislawhelpsindifferentiatingbetweenemployees,workersandself- employed. It also provides various rules, responsibilities and the legal rights to all of them. Labour law is crucial for Dyson as they are into manufacturing which will help them to provides appropriate working conditions to the employees. Also it will help them to protect their labour from discrimination. Evaluation of various aspects of employee relations management and employee legislation that affect HRM decision making Employee relations plays an important role in the organisation for both employees and employer as it creates an understanding and build trust for each other. Organisational culture of Dyson is very comfortable for the employees as they offer them the opportunity for flexible
working hours, time to time training to make them competent enough which boost their performance. But due to various regulations imposed by the employment legislation affect the decision making of Dyson as due to meet up with the compliance they have to change their policies. In-spite of this Dyson has successfully fulfilled all the regulations and maintained a healthy and competitive workplace environment. Critical evaluation of employee relation and application of HRM practices Humanresourcemanagementpracticeshelpstheorganisationinincreasingtheir productivity and the profitability as they apply various methods in the organisation which contributes in increasing the efficiency in the performance of the employees. They also focus on improving the employees relations which helps them to keep their employees motivated. But all such practices can make employees of the organisation lenient towards their work as a result of over friendly environment. This can increase the chances of the conflicts among the employees and with the management also. Application of HRM practices in context of organisation The practices of human resource management are applicable in different activities in the organisationsuchaspreparationofagendafortrainingseminar,jobadvertisement,job description etc. For instance, job specification is prepared. Job Specification :It is a document which includes and describes the educational qualifications, skill set, knowledge, abilities, special qualities, level of experience which are required by the candidate to perform a specific job. Also it includes the emotional characteristics that are required by the candidate. This statement helps the recruiting team to create a pool of eligible candidate. The job specification is: JOB SPECIFICATION OF ASSISTANT LIBRARIAN Job TitleAssistant Librarian QualificationMasters Degree in Library and Information Science Bachelors Degree in any field Atleast 50% in both graduation and masters
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ExperienceMinimum experience of 3 years in any educational institution Minimum experience of 6 months in any technical institution Special AttributesDetailed understanding of computerised environment such as MS Word. Familiarity with Lotus Notes. Excellent interpersonal skills and communication skills Job ProfilesTo keep the books and periodicals in the shelves To provide the reference to the staff of the institution regarding existing and new books in the library To take care the services related to circulars which are to be issued time to time for the students and the staff To develop and administers the policies of the services that are provided by them To assist the head librarian in compiling the bibliographies To manage the students while they are in the library DutiesTo ask the faculties of the institution what new books, journals etc. need to be purchased To co-ordinate with the administration department Reporting ToHead librarian and in case if he is not available then they have to report to the administration department of the institution This job specification will help the recruiting and selection team of human resource department in bringing the right talent in the organisation. Also it will be convenient for the candidate to analyse the job as it includes all the requirements related to perform the job, on the basis of which they can apply for the job if they possess the required aspects of the organisation (Mone and London, 2018).
CONCLUSION It is concluded from the above report that HR practices are very important for the organisation to achieve their objectives and are generally followed by all the organisation. They help an organisation in planning for the workforce such as for their recruitment, selection, training, compensation etc. It was also concluded that effective HRM practices helps an organisation to improve their productivity and profitability by making their staff competent through trainings and learning programs which improves their skills, knowledge and abilities. HR practices of employers are affected by various employment legislations such as equality, anti-discrimination, health and safety etc.
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