logo

Human Resource Management Assignment - Verdant Leisure

   

Added on  2020-10-22

11 Pages3091 Words119 Views
Human ResourceManagement

TABLE OF CONTENTSINTRODUCTION...........................................................................................................................1Definition of HRM.......................................................................................................................1Recent history of development of HRM, including any significant major concepts...................1Description of the Role of HRM Director...................................................................................2Major activities that the HRM department will be responsible for and the reasons for doingthem..............................................................................................................................................3CONCLUSION................................................................................................................................5BIBLIOGRAPHY............................................................................................................................7

INTRODUCTIONHuman Resource Management considered to be an integral part of organizations,irrespective of nature and type of sector (Albrecht and et. al., 2015). The HRM personnel areengaged in extremely decisive activities with a major concern of managing the entire workforce.This involves some vital considerations related to operational, functional as well as legal aspectsof a firm. The present report is based on case scenerio which will provide deeper experience on HRMpractices of Verdant Leisure, which is a famous holiday park operator and is among award-winning parks in UK. Currently, they are known to work upon informal procedures of HRM andthereby willing to adapt a formal structure to attain a successful growth in the future.Definition of HRMHRM is defined as a formal system that designed for managing people in an organization.It is devised system generally consists of a Human Resource Manager, who is mainlyaccountable for 3 specific areas. This includes recruitment for staffing right set of individuals atright position, providing effective compensation and devising the allotted work to hired set ofindividuals (Armstrong and Taylor, 2014). Apart from all such managerial and operativefunctions, they are also responsible to look upon an entity’s legal deliberations. Recent history relate with Human resource management.This is to discourse upon the historical development of HRM and it firstly came intoexistence after 1800’s and during prehistoric times, in the form of personnel development. Atthis stage, it was mainly concerned about provisioning employment and various health schemesto employees, considering their rights. On further tracing the roots of HRM, it has been found that earlier, a prime involvement ofpersonnel managers, also called as personnel administrators were responsible to undertake theactivities of recruitment, training, selection, administering salaries and wages by maintainingeffective industrial relations (Bratton and Gold, 2017). Although, all of these activities were notrelated to each other. This leads to the occurrence of various issues and challenges related toeffective handling of workers that in turn involved the government to undertake effectivemeasures for it. 1

As a result, 4 distinct stages of Human Resource Management were identified andspecified below-1.Administrative stage from 1900 to 1940s,2.Welfare and administration stage from 1940s to mid-1970s,3.HRM and SHRM stage from mid-1970s to late-1990s, and4.SHRM into the future, beyond 2000. 1900- 1940sIt is called as welfare stage, most of the accountable bodies within HRM department wasinclusive of line managers, supervisors and early specialists like trainers, welfare and recruitmentofficers, etc. At this phase, early management theorists like Fredrick Taylor and Elton Mayohave contributed their philosophies in the form of some well-known theories of scientificmanagement and behavioral science (Brewster and et. al., 2016). One such example is of“Taylorism”, demonstrating the principles of scientific management which is mainly focused atenhancing the efficiency of each individual operating in entities like Verdant Leisure. This isalso to increase the level of production with improved technical assistance by both workers andmachineries. Another theory proposed by Elton Mayo was named as Behavioral Theory of Managementto address human dimensions of work. This in turn also resulted in the evolution of classicalmanagement theory that emphasized more upon improvement of human relations in which,employee’s productivity level was tested under changing environmental conditions.1940s to Mid- 1970sIt is period that called as welfare and administration that initiated with more professionalapproach to manage the personnel’s. It showed major efforts that made by legal authorities forthe welfare of workers employed in establishments like Verdant Leisure. It is with a specialinvolvement of legal bodies to attract as well as retain employees by together ensuring anincreased productivity from them (Brewster, Chung and Sparrow, 2016). This also involvedconsiderations related to training and development of workers on continual basis and led to theevolution of several motivational theories. One such instance is of Maslow’s need hierarchy and Herzberg 2 factor theory that focusedon fulfilling an employee’s distinguished requirements (Harzing, Pudelko and Sebastian Reiche,2016). Also, improved strategies for engaging and retaining employees were presented by1

End of preview

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

Related Documents
Human Resource Management Current Thinking and Practice
|11
|2582
|144

Importance of Human Resource Planning in a Changing Business Environment
|15
|3467
|234

Personnel Management (Aldi Stores) and Human Resource Management (M&S) : Report
|31
|9181
|59

Development and Function of Human Resource Management
|6
|1092
|94

Role and Purpose of Human Resource Management
|14
|904
|67

Current Recruitment and Motivation Strategies in Procter & Gamble
|14
|4442
|269