Human Resource Management and Impact of Legal Framework on HRM - Report
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Added on 2020-01-16
Human Resource Management and Impact of Legal Framework on HRM - Report
Added on 2020-01-16
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Table of ContentsINTRODUCTION...........................................................................................................................1TASK 1............................................................................................................................................11.1 Distinguish between personnel management and human resource management. .............11.2 assess the function of human resource management in contributing to organizational .......21.3 evaluate the role and responsibilities of line managers in human resource management. ..21.4 analyse the impact of the legal and regulatory framework on human resourcemanagement. ..............................................................................................................................3TASK 2............................................................................................................................................32.1 Reason of human resource planning in organisation............................................................32.2 Stages of human resource planning:.....................................................................................42.3 Comparison of recruitment and selection process to two difference organisations..............52.4 Evaluation of effectiveness of recruitment and selection process of Hunter Adam andPenta consulting..........................................................................................................................5TASK 3............................................................................................................................................63.1 Assess link between motivational theory and reward management in Hunter Adams:.......63.2 Evaluating process of job evaluation and other factors that determine pay in Adam Hunter:.....................................................................................................................................................63.3 Assess the effectiveness of rewardsystems in different contextsof HR:.........................................................................................................................................73.4 Examining different methods used to monitor employee performance................................7TASK 4............................................................................................................................................84.1 Evaluating reasons for cessation of employment..................................................................84.2 The employment exit procedure of Hunter Adam and Penta consulting .............................94.3 Impact of legal and regulatory framework on employment cessation arrangement............9CONCLUSION .............................................................................................................................10REFERENCES..............................................................................................................................10Books and journals ..................................................................................................................10
INTRODUCTIONThe primary objective of human resource management and personnel management is torecruit, select and train the employees with in the organization. Human resource managementusually bring a profitable effect in the organization. The present report is focused on its variousaspects and the project further described about HRM, line manger and personnel management tomake better understanding and great knowledge and skill for the company (Mondy andMartocchio, 2016). The below presented report contains the function of human resourcemanagement and impact of legal and regulatory framework on HRM. TASK 11.1 Distinguish between personnel management and human resource management. Personnel management can be refers as obtaining, using and maintaining a satisfiedworkforce. It is a basically a hiring and developing employees so that employees become morevaluable to the company.It is a traditional approach of managing people in the company. It is focuses on personal supervision, employee welfare, employment legislation andlabour relation.In personal management, personnel function is manage for employees satisfaction.Job design is done on the basis of division of labour (Mathis and et.al., 2016).In personal management includes: conducting job analyses, planning recruitment andselection process, selecting right candidate for right job, orienting training anddevelopment program, determining and designing wages and salaries.Providing benefits and incentives for the employees.In personal management, communicating with all employees at top level managementand higher level management.It is a routine function with in the organisation.Human resource management: human resource management is responsible for the developmentand implementation within an organization (Armstrong and Taylor, 2014). Its provide the
knowledge, training and development and talent management for the achieving organizationalgoals and objectives. HRM is accountable for generates the culture of the organization.Human resource management that deals with all issues related to employee in theorganization.It is the modern approach of managing people in the organization.HRM is a new version of personnel management (Storey, 2007). HRM assumes individual as a beneficial resource for achieving desired goal andobjective. It is focuses on supervision function that undertaken for goal achievement. It is a strategic function with in the organization. 1.2 assess the function of human resource management in contributing to organizational The main function of Human resource management in any organization is to recruit andselect the candidates for the company to achieve higher goals and objectives. It means findingthe right people for the right job. The goal and objective of any company is to make increaseproductivity and profits so that their business get competitive advantage. Every organization hascertain goals and objective . In Hunter Adams, it is a small HR consultancy in UK. In thiscompany, there have a flat structure and this company does not have any human resourcefunction. As for a company, Hunter Adams organizations overarching goal is to make aoutsource parts of the Hr function. The company offer a clear path for HR professionals of alllevels. So Human resource need to make all section up to date means they use different type oftraining and development, employee relation, health and safety, all types of legal andmultinational skill (Avey, Luthans and Jensen, 2009). And further, HR consultant provide itsemployee with a continuous training and development programme with proper and timelymotivation and reward. Performance appraisal is a most important part of any organization. Andit can helps to achieve the desired result and success. 1.3 evaluate the role and responsibilities of line managers in human resource management. Line managers are responsible for the directly managing employees or teams with in theorganization.
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