logo

Report on Human Resource Management and Personnel Management

   

Added on  2019-12-18

21 Pages5433 Words99 Views
HUMAN RESOURCE MANAGEMENT

Executive summaryIn this report, the researcher has addressed the issue of human resource management andidentified the difference between the human resource management and personnel management.First the contribution of HRM in organisational purpose fulfilment has been identified and themthe legal obligation concerning it are evaluated. Then the researcher has compared the HRMpractices of Tarmac with that of Titan Cement. Moreover, the concepts of employee motivationand termination have been identified that enabled the researcher to deduce that application ofself-assessment process is essential for enhancing employee performance and their engagementwith organisational activities. Finally, the legal obligations regarding employee termination areexplored and recommendations have been availed as per organisational HRM analysis.

TABLE OF CONTENTSIntroduction:.........................................................................................................................................................1Task 1:..................................................................................................................................................................1(refer to PPT)........................................................................................................................................................1Task 2: (Report)....................................................................................................................................................2Stages involved in human resource planning and its reason in Tarmac [2.1 and 2.2].........................................2Comparing effectiveness of selection and recruitment process of Tarmac to that of Titan CementUK Ltd [2.3 and 2.4]............................................................................................................................................4Link between rewards availed in Tarmac and motivational theory [3.1].............................................................6Factors determining pay including job evaluation [3.2].......................................................................................8Relevance of reward system in different contexts in Tarmac [3.3]......................................................................9Measures undertaken in Tarmac to monitor staff performance [3.4].................................................................10Reason for employment secession in Tarmac [4.1]............................................................................................11Employee exit process used in Tarmac compared to that of Titan Cement UK Ltd [4.2].................................11Influence of Legal and regulatory framework on employment termination agreement of Tarmac[4.3].....................................................................................................................................................................12Conclusion and recommendation.......................................................................................................................13Reference list......................................................................................................................................................15Appendix............................................................................................................................................................18

Introduction: In the modern era of competitiveness and enhance skill requirement for maintainingcompetitiveness, utilising the capabilities of employees and retaining the skilled ones hasbecome essential. Against the common notion Human Resource Management (HRM),nowadays, is not just about catering to the recruitment needs of a company. It involves retentionof the right kind of employee adhering to the legal and regulatory requirements and enhancingproductivity utilising the workforce to the fullest (Wright and McMahan, 2011, p.95). Forexploring this factor from a practical viewpoint this particular study would evaluate the conceptsand theories of HRM based on relevant examples from Tarmac UK, the leading suppliers ofbuilding materials in UK market (Tarmaccareers.com, 2015). Instance from Titan Cement UKLtd would also be incorporated in this study for further evaluation. Task 1:(refer to PPT) 1

Task 2: (Report)Stages involved in human resource planning and its reason in Tarmac [2.1 and 2.2] Reason for HR planning As per the viewpoint of Colbert, (2010, p.342) basic purpose of human resource planning is toensure that the most suitable people are assigned for the job and the existing skilled employeesare retained for retention of good performance. The basic reasons for which Human resourceplanning is required in Tarmac are as follows:Employee loss due to retirement, employee job switch and employee terminationGeneration of employee needs due to technical advancement and expansion oforganisational spheres Changed demand of organisational product due to economic factors like recession orinflation Promotion of the employee that leaves their earlier position vacant All the above-mentioned factors require consideration of HRM department of the businessorganisation. While the human resource requirement generated due to advanced technologymight needs training for existing employees it also needs newer recruitments. On the other hand,for discouraging the efficient employees from leaving the company for better career prospect theorganisation needs human resource plan that would undertake the path of transformationalmotivation. Steps of HR planning Human resource management process of tarmac highly depends on the organisational goals andshort-term objectives. Hence, the very first step of its human resource planning concerns withdetermination of the business objectives. Once the objectives are identified the human resourcegoals are identified accordingly, which involves planning of the workforce, determination ofrecruitment and selection criteria and identification of training requirements. This stage also2

requires determination of criteria for the performance appraisal. Application of all these criteriahelps the company to gain motivated and properly skilled employees, which is essential foracquiring higher level of performance. This might be better explained through the followingdiagram:Figure 1: Steps of HR planning of Tarmac(Source: Thetimes100.co.uk 2015)Observing the human resource management process of Tarmac it can be clearly observed thathuman resource policies and plans of the company are determined for utilising and enhancingcontribution of employees through guidance, monitoring and feedback process (Weekley andPloyhart, 2013, p.12). This infers that for tarmac managing human resource is not a mereregulatory process, rather, it is a strategic measure undertaken to recruit the right skill at the rightposition to achieve the objective and compete more fervently in market.1.Analysing objectives of organisation: Tarmac has to analyse its future objectives in thearea of marketing, finance, production, sales etc. Prior estimation of future goals helpsTarmac to achieve their targets on time.2.Inventory of present human resources: This step helps in determining the number ofemployees, their performance and capacity. It can be fulfilled by external and internalsources. 3.Forecasting demand and supply of human resources: Demand forecasting determines thefuture demands of Tarmac. Supply forecasting helps in determining the supply ofemployees and future availability of human resources. Prior evaluation of demand andsupply helps Tarmac to prevent from shortage of employees.4.Estimating manpower gaps: Difference between human resource supply and demandprovides knowledge about deficiency or surplus of human resource. Tarmac has more3

End of preview

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

Related Documents
Difference between HRM and Personnel Management
|17
|3550
|154

Human Resource Management InTRODUCTION
|16
|4982
|364

HRM and Personnel Management - Report
|16
|5478
|125

Human Resource Management: Functions, Roles, and Impacts
|29
|6293
|83

Human Resource Management - The Chicken Master | Case Study
|30
|7238
|389

Human Resource Management Assignment - Virgin media
|16
|5365
|239