Benefits of HRM Practices to Employer and Employee
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This document discusses the purpose and functions of HRM, strengths and weaknesses of recruitment approach, benefits of HRM practices to employer and employee, and the effectiveness of HRM practices in raising organizational profit. It focuses on the case of JP Morgan, a multinational banking corporation headquartered in London.
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Human Resource Management
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Contents INTRODUCTION.....................................................................................................................................3 TASK 1....................................................................................................................................................3 P1 Purpose and functions of HRM....................................................................................................3 P2 Strengths and weaknesses of recruitment approach.....................................................................4 TASK 2....................................................................................................................................................6 P3 Benefits of various HRM practices to employer and employee....................................................6 P4 Effectiveness of HRM practices in raising organizational profit..................................................6 TASK 3....................................................................................................................................................7 P5 Importance of good employee relation........................................................................................7 P6 Elements of employment legislation and influence upon HRM decision making.........................9 TASK 4..................................................................................................................................................10 P7 Application of HRM practices in work related context..............................................................10 CONCLUSION.......................................................................................................................................13 REFERENCES........................................................................................................................................14
INTRODUCTION Human Resource Management is identified as a strategic approach to effectively manage manpower of organization so that they assist business in gaining high competitive advantage. Responsibilities of HR administrator falls into 3 main areas, i.e., staffing, defining work, employeecompensation&benefits(Baluch,Salgeand Piening,2013). Human resource professionals are responsible for hiring, interviewing, screening and selecting workforce. They also handle payroll, benefits, training and employee relations. Overall purpose of human resource is to ensure that company is able to attain success by people. In the present assignment, given organization is JP Morgan which is an American multinational banking corporation headquartered in London. The assignment covers different scope and purpose of HRM applicable to work force planning and resourcing of firm along with strengths & weaknesses of recruitment and selection process. Apart from this, benefits of human resource management practices to employer and employee & its effectiveness in terms of increasing productivity and profit of company is also included. In addition to this, significance of employee relation, key elements of employment legislations as well as application of HRM practices are discussed in this project. TASK 1 P1 Purpose and functions of HRM Human Resource Management:It is a formal key approach that includes defining strategies, programs and different plans by concentrating on necessities and prerequisites of its manpower. Its important areas of working is related with hiring of representatives, managing them, defining pay design and to assign work to them as per their abilities and capacities. JP Morgan is a financial organization in UK that offers unparalleled client base and leadership in entire range of financial service products. The key component behind the productivity of company's task and high quality services is its capable representatives that endeavor to work to administer clients with satisfaction. In this manner, organization pays enormous concentration to perceive the endeavors of its staff by framing and executing different plans and policies that provides benefits to employees. Additionally organization ensure that appropriate workforce planning ought to be followed by business. Manpower planning is a method in which supervisors align needs of its workforce to the objectives that they are required to achieve. The basic role of HRM division of JP Morgan is to guarantee that right individual is hire at right employment place so that working canbe done effectively. Specified beneath are some functions that are to be trailed by HRM division of JP Morgan. Recruitment and Selection: It frames the most essential function of HRM department of JP Morgan. The directors by making utilization of different internal & external sources of recruitment that ensures the selection of most appropriate in terms of their capability and capacities (Functions of HRM, 2018). HR administrators give significant time for conducting job analysis as well as preparing job specification keeping in mind the end goal to coordinate KSA requirements for candidate to have specific job profile. For workers of JP Morgan it is fundamental to know about different banking services, IT & analytical bac alongside experience to deal with different sorts of customer.
Training and development:It is one of the imperative function ofHRM division of JP Morgan which helps in developing skills and capabilities of workforce sothat they provides high competitive edge to company in market. HRM professional of JP Morgan leads a need evaluation programme to get proper understanding about needs and requirements of their workforce. In this way, it encourages administrators to build up a suitable training program for their new candidates and for existing workers. For example, an employee in JP Morgan is required to have good command over their correspondence and relational aptitudes with the goal that they can without much of a stretch handle clients of different backgrounds and can influence them to get their banking services (Bloom and Van Reenen, 2011). Likewise they are essential to have great logical and IT learning to deal with different software. Consequently, to influence its group to be knowledgeable with such aptitudes to organization conducts different professional training and short programming learning courses for its workers so they can productively deal with customers and their issues. Hard and Soft Approaches of HRM: Hard HRM Approach :As per this approach, employees are treated as machines for the banking business that are to be overseen and controlled in order to achieve association targets with greatest yields inside constrained time span with least wastage. In this model, administrators follow administrative leadership style where in representatives are bound to take after directions without making any inquiries. The directors keep up least level of correspondence with its staff and do exclude them or ask sentiment before taking and executing any choice. For example contrarily inspiration includes workers been debilitate to get chopped down in motivations in the event of non accomplishment of targets. Soft HRM Approach :As per this approach, employees are considered to be the vital part of organization or as most significant assets that helps company in attaining its objectives and getting high competitive advantage in market. In this approach administrators keep up a two way communication with its representatives and urges them to be participative in basic leadership process. Administrators endeavors to give flexible workplace to its workforce where in they feel great to share their thoughts, concern, sentiments without being dreaded of the results. For example, acknowledging representative giving most astounding execution as star entertainers before entire staff (Cox, Arnold and Tomás, 2010). In case of JP Morgan, firm believes in giving healthy and flexible workplace and job satisfaction to its representatives. By applying delicate HRM approach organization give a few chance to its representatives to participative and to share their thoughts, issues and sentiment about doing any task betterly. This assistance association to make its workforce to feel their significance in different business exercises that actuate them to work with full energy and devotion to achieve their allocated undertakings. P2 Strengths and weaknesses of recruitment approach Hiring process frames the center elements of HRM that is related with enlisting and choosing most suitable worker in setting to capacities and capabilities necessities of a particular employment opportunity in an association. Recruitment can be portrayed as the methodology of pulling in, short posting and picking most appropriate contender for a prospective employee meeting. Choice on other hand alludes to movement of taking meeting of the few picked applicants and to assess their abilities and information by directing different
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inclination and other conduct tests. JP Morgan is one of the main private budgetary establishment to give work openings in London. Likewise it is biggest innovation boss in Scotland. Consequently, it gives careful consideration amid its hiring procedure with the goal that best and most skilled representative is chosen as it is to straightforwardly impacts association's methodologies to accomplish its long haul and short terms targets in most productive way. Specified beneath are the two sources ofrecruitment & selection that are considered by JP Morgan while procuring a candidate: Internal Sources: In includes enlisting applicants inside JP Morgan firm by urging them to apply for work opening. It incorporates sources like transfers, promotions and so on (Caligiuri, 2014). Promotion alludes to moving of a representative from exhibit work position to another higher activity profile. It includes increase in pay, renown and in addition in parts and obligations. Transfers: it incorporates moving a representative starting with one area then onto the next comparable or diverse employment position in same area or another city, state or nation. Advantages of internal source of recruitment: •It helps firm in upgrading worker assurance and unwaveringness towards firm •Also, it is a cost effective source of recruitment as it includes less time, less endeavors and less cost to be bring about by firm on leading acceptance, preparing and improvement and other procuring related process for new joiners. Disadvantages of internal recruitment source: •Recruitment & selection of representatives through inside sources are for the most part asserted to be one-sided or in view of bias. •Also, it lowers down association's chances to choose from substantial number of skilled and talented candidates thereby denying it from benefitsof new ability and new methods for doing things and so forth. External Sources: It includes enrolling most capable and potential individual most reasonable for a job profilefromoutsidefirm.Itincorporatessourceslikeemploymentagencies,walkin interview, placement agencies and so forth. Advantages of external recruitment source: •Hiring from outside organization help firm to choose most appropriate individual in regards of capability, learning and capacities that precisely coordinates work determination of an opportunity (Conesa-Zamora and et. al., 2011). •Also, new competitors carries with them new modern bits of knowledge, new points of view and aptitude that encourages organization to get new openings and handle challenges successfully by embracing unmistakable procedures to confront them. •New joiner can easily be adapt according to organization's approaches and hierarchical culture without getting much obstruction frame them.
Disadvantages of external recruitment: •Anewrepresentativesetsasidelongeropportunitytogetbalancedwith organization's strategies, working society, techniques. Likewise, organization to needtobringaboutuseonrepresentativesacceptanceandpreparingand advancement program in order to get come back from them. (Daley, 2012) TASK 2 P3 Benefits of various HRM practices to employer and employee Keeping up good employer employee relationship shapes the way to accomplishment and success for a firm. It is on the grounds that strong relations helps in building more gainful, more proficient giving less odds of contention and so on. JP Morgan applies different HRM rehearses in its activities to improve its efficiency and usefulness. The absolute most critical advantages of HRM rehearses connected by HR division are said underneath: Flexible working hours: JP Morgan being one of the main business age firm give work to various representatives. In this manner, to deal with necessities and desire for its workforce, JP Morgan gives the office of adaptable move timings to its representatives. This urges staff individuals to keep up their social lives with family and companions. It in this way lessens their feelings of anxiety and along these lines start energy and excitement in representatives which brings about higher work effectiveness, efficiency, work fulfillment and less turnovers. Training and development: It shapes one of the basic practices that are attempted by the HR administratorsof JP Morgan firmto keep up theabilitiesof itsworkforce. Supervisors with help of leaders survey proficient prerequisites of its staff by determining their present levels of aptitudes, information and capacities. By dissecting this directors outlinelegitimatepreparingandimprovementprogramforitsstaff.Thisadvantages organization in diminishing turnover and pick up edge over contenders as prepared workforce end up capable to finish their doled out assignments with higher level of effectiveness in dispensed era. Performance Appraisal System: Managers of JP Morgan to guarantee viability of its training program frequently screens and find execution of its staff. Organization takes after a concentrated execution examination framework where trough nearly oversees, reports and dissect the execution of every one of their worker and contrast their genuine work execution and the normal execution in light of the pre set quality and work measures (Flamholtz, 2012). It benefits representative and firm in following way: •It urges workforce to accomplish their long haul targets and objectives within specified time. •It encourages managers to get knowledge of key areas of change of every one of its representatives and to frame appropriate training program to enhance their coordination with others and work effectiveness.
P4 Effectiveness of HRM practices in raising organizational profit HRM practices that are inferred by JP Morgan helps organization to assemble a capable group that is equipped for taking care of various sort of clients. The workers by effectively imparting advantages of items and administrations of organization convinces customers to profit different managing an account and budgetary administrations of the firm. JPMorganbymakingapplyingdifferentHRMworksonincludingpreparingand advancement, execution evaluation. Adaptability working hours and so on ensure that every individual working in organization is proficient, all around prepared and is happy with work he/sheisdoing.Alongtheselinesitcontributesinorganizationachievementand development as it prompts achievement of focuses inside timetables with higher execution standard and greatest results (Fulton and et. al., 2011). Every one of these practices add on to upgradingtheadequacyoffirmsprofitabilityconcerningexample,preparingand advancement process connected by JP Morgan firm actuate certainty and skills in its workers that rouses them to take higher difficulties and greater duties in this way creating future administrators. Saving money and monetary area expects individual to have successful relational abilities and IT and systematic information that is basic and fundamental while managing customers from various foundations and requirements and observations. Another case of positive impact of these HRM rehearses on firms development can be investigated from another routine with regards to adaptable working hours that organizations give to its workforce. By giving tolerance in picking their appropriate day move hours timings. This empowers individual to keep up work life adjust that causes them to decrease their work weight and make them more engaged and devoted towards their work. JP Morgan make utilization of certain HR rehearses that are specified underneath: •Payment and reward administration: Rewards shape a standout amongst the best inspirations for representatives that prompt them to put their earnest attempts in finishing their appointed errands. JP Morgan makes utilization of different money related and non financiallike reward, advancement , motivating forces and so on to energize and perceive endeavors of their star entertainers (Meredith Belbin, 2011). •Recruitment and Selection: Hiring process shapes the above all else procedure of any firm. JP Morgan HR division ensure that organization have right number and right qualified capable representatives, at right employment profile exhibited at opportune time at whatever point required. It is of basic significance for an organization to select right hopefuls so their abilities could be used effectively by adjusting their own objectives to that of mission, vision and targets of the firm. Any defect or ailing in this progression could have negative effect on the gainfulness, maintainability and efficiency of JP Morgan that further prompts high representative turnovers, higher use of training & development programs and so forth. •Compensation and benefits: JP Morgan by actualizing this training endeavor for growing great and enduring connections amongst worker and representatives. It is part and obligation of HR supervisors to guarantee reasonable compensation for every one of its representatives that ought to be founded on their level of execution, capability and capacities as opposed to based on any discrimination. Likewise, it is obligation of administration to create different techniques for giving pay and advantages to their laborers to rouse them to work with best of their capacities and devotion (McKenzie and et. al., 2012). It incorporates
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plans like retirement benefits, restorative, life and family protection, lease recompenses and so on All these strategies and projects benefits JP Morgan to build its deals and incomes and profitability. TASK 3 P5 Importance of good employee relation Astrong andhealthyrelationshipamongbusinessandworkforceisakey to achievement of a relationship, as though a decent relationship is exist amongst association and representatives, it will help in enhancing efficiency and tasks. Nature of connection among agents and administration likewise affect the basic leadership system of human asset administration and great relations exhibits the commitment of representatives which helps with taking much better choices (Guest, Paauwe and Wright, 2012). Keeping in mind the end goal to keep up sound and solid connection, executive of JP Morgan requires to consider below defined points: •Job rotation has a basic influence in redesigning the learning and aptitudes of laborers and connection with other staff individuals. •It must be guaranteed by administration to include their representatives in procedure of decision making so they feel valuable inside association. •Workers requires to adjust with any progressions that happens inside firm and ought to likewise contribute in its effective usage. With the help of above mentioned, JP Morgan can keep up strongrelation with their workforce and furthermore helps with holding them for longer timeframe. Following are some importance of good representative relations and its effect over decisions of HRM: •Strong and sound relations with specialists help association in settling issues properly that exist inside firm and impact its tasks. Keeping in mind the end goal to decide the purpose for issue, administrator can connect with their workforce and get their perspectives in regards to the issues they confront (Knowles, Holton and Swanson, 2014). •If organization keeps up great association with its workers than consequently, it can expect awesome help when they have to get new changes its business exercises or activities. •It help in making and advancing adaptable and in addition more advantageous workplace. •It assembles representative's confidence and further rouses them which help with expanding its profitability and productivity. Thus, generally productivity of firm likewise gets increments. Some advantages of Trade Union: Trade Union additionally called as labour union alludes to an association which involve gathering of laborers and association leaders who are joined with a particular ultimate objective to secure the intrigue and privileges of its individuals (Lengnick-Hall, Beck and Lengnick-Hall, 2011). It for the most part attempt exercises, for example, contract of transaction on pay and work contract, giving money related and legitimate advices to
laborers, tackling grievances and so forth. A portion of the noteworthiness of Trade Union are examined underneath: •It anchors rights and enthusiasm of specialists, as there are sure situations when they go about as a laborer's agents who manages every single legitimate grievance and issues for their sake. •It is useful for a laborer as it give certain shopper advantages, for example, reduced protection. •It help representatives accidental to settling grievances by looking at their stress with business. •Give legitimate and budgetary exhortation to its representatives and furthermore help with arranging better working condition at their workplace like events, versatility in functioning admirably being and security benefits. •Employees ordinarily rely on trade union for high alluring advantages and higher wages. This outcomes in bringing down representative turnover and additionally elevate employees enthusiasm to remain with the firm (Manroop, Singh, and Ezzedeen, 2014). P6 Elements of employment legislation and influence upon HRM decision making There are some laws & legislations that are formed by government or legal authority of UK for defending the privileges of the laborers and to shield them from encountering any sort segregation at their working environment. JP Morgan being a famous worldwide monetary foundation are stand to take after every one of the standards and enactment of different nations it is having its tasks. which assist them with working in per-decided way. Said beneath are laws which are trailed by organization : Anti-discrimination act: According to this demonstration, similar opportunities and equal treatment in access to business is given to workforce of both private and public division workerspayinglittlemindtosomesecuredtraitslikerace,religion,marriage,sex reassignment,age,incapacityandsex.Onaccountofcrippledorphysicallytested representatives, specialist organizations and bosses are under an obligation to make sensible modifications in the work surroundings to beat obstructions looked by handicapped worker. Data Protection Act (1998): It is a UK Act of Parliament principally intended to secure organization's close to home information put away in an efficient paper recording framework or in PCs. As per this demonstration, none of J.P. Morgan's workers are at risk to impart secret information of organization to any outcasts or outsider without the assent or endorsement of higher specialists (Pereira and Anderson, 2012) . In the event that on the off chance that, any of its representatives found doing this, strict move will be made by firm against him/her, for example, release of worker or end. Furthermore, in the event that anybody is holding individual information for some other reason than that individual is lawfully obliged to consent to this demonstration, in light of a few exclusions. HealthandSafetyAct(1974):Thisenactmentportraysgeneralobligationsof businesses, representatives, providers of merchandise, contractual workers and segment utilized at work, people responsible for work premises and the individuals who keep up and oversee them and people all in all. As indicated by this demonstration, managers are in charge of dealing with wellbeing, security and welfare of its representatives at work.
Moreover, if on the off chance that any unsafe substance is utilized, at that point security measures needs to embedded for the same (Vo and Stanton, 2011).. Likewise businesses are additionally at risk to give essential data, preparing or direction to specialists. Race Relation Act (1965): Under this demonstration, organization isn't at risk to segregate among representatives on the ground of race, shading, national or ethnic roots. The demonstration made it a criminal offense if any organization decline to utilize hopeful simply because of its nationality or religion. In the event that any individual is having lawful working grant of UK, at that point he/she is at risk to join the association or apply for winning opening for work in the organization. Employee Relation Act (1999): This demonstration render a legitimate structure for both worker and businesses to commonly arrange and comes into an assention whose terms and conditions are commonly chosen by the two gatherings ( Wright and McMahan,2011). Grievances dealing with is principally thought about under this demonstration and managers guarantee to convey most ideal administrations. Minimum Wage Act (1998): Under this act, UK Government makes a lowest pay permitted by law all finished United Kingdom. As of late, it has been announced by them that from first April 2018 every hour £7.83 compensation is given to laborers matured more than 25, £7.38 every hour is given to representatives matured between 21 to 24, and £5.90 every hour is given to specialists matured between 18 to 20. Each organization is obligated to register representatives pay-move based on these arrangements. These are the base wages that each worker is at risk to get as per his/her age gathering (Vörösmarty, and et. al., 2010). TASK 4 P7 Application of HRM practices in work related context 5 Star Hotel receptionist training Training title/ Workshop-Date-Time- LocationTrainer Anticipated Participants ActivityAnticipated timeProcedureEquipments Introduction Objectiveorpurpose of Training a) b)
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Warm up Important Content & points Job Advertisement Business lecturer post in UCL Qualifications Required a MBA graduate from the stream of Finance Team building & team leading skills Proficiency in Communication Necessary to be efficient in management quality Experience:All individuals applying for post ofBusiness Lecturer in UCL are required to have at least 4 years of experience in teaching in a well established institution Date and time period of submit postulation Interested people are required to sendtheir resume with other necessary documents at firm’s website. last date of sending applications with all requisite documents is 07-08-2018. Contact No: 5667789 Website:www.ucl.com Job specification QualificationCompulsory to be graduate inhealth & social care sector from renowned institution. Requiredtohaveminimum4yearsof experience in any industry related to service sector. ExperienceCompulsorytohaveminimum2yearof experienceinnursingfromgovernment authorised Health &Social care sector. Area of expertiseRequired to have general medical knowledge & skills related to exploratory check-up. Other qualitiesShouldhavestrongcommunication& interpersonal skills to handle issues of patients.
Should be able to identifying and implementing health related program & plan of action. Interview Questions: Tell something about your capability and grades ? Mention your strength areas or qualities that makes you appropriate for this job profile? What are your lacking areas? Tell key responsibilities that you were taking care of in your past employment? CV General information Name: Father's name: Mother's name: Mobile no,: Email id: Key skills & qualities: Having advance knowledge regarding digital filming Experienced in working on MAC scheme Good learner. Experience: Saddington & baynes: Worked on contract basis Prime portraits Ltd: Worked as trainer. CONCLUSION As per the above mentioned report, it has been concluded that human resource management is a crucial aspect that contributes in improving efficiency of firm. Main responsibility of this department is to hire skilled and competitive manpower that provides competitive edge to company. In addition there are different HRM practices that are attempted by HR division that advantages firm to keep up cheerful relations with its workforce.Additionallyfirmisliabletotakeafterdifferentenactmentsupheldby government to ensure that get not be exploited byemployers.
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Vörösmarty, C.J., and et. al., 2010. Global threats to human water security and river biodiversity.Nature. 467(7315). pp.555-561. Wagner, M., 2011. Environmental management activities and sustainable HRM in German manufacturing firms–incidence, determinants, and outcomes.German Journal of Human Resource Management. 25(2). pp. 157-177. Wright, P.M. and McMahan, G.C., 2011. Exploring human capital: putting ‘human’back into strategic human resource management.Human Resource Management Journal. 21(2). pp.93-104. McKenzie, L. M. and et. al., 2012. Human health risk assessment of air emissions from development of unconventional natural gas resources.Science of the Total Environment. 424.pp.79-87. Meredith Belbin, R., 2011. Management teams: Why they succeed or fail.Human Resource Management International Digest. 19(3). Online Functions of HRM. 2018. [Online]. Available through: <https://www.keka.com/5-major- functions-human-resource-managemen