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Human resources management

   

Added on  2019-12-03

22 Pages6751 Words283 Views
Human resources management1

TABLE OF CONTENTSLIST OF FIGURES.........................................................................................................................4INTRODUCTION...........................................................................................................................5TASK 1............................................................................................................................................51.1 Difference between personal management and human resource management .....................51.2 The function of HRM in contributing to organization purpose in given scenario.................61.3 Roles and responsibilities of line managers of different restaurant......................................71.4 Analyze the impact of the legal and regulatory framework on human resource managementon Italian restaurant .....................................................................................................................7TASK 2............................................................................................................................................82.1 Analyze the reasons for human resource planning in organizations......................................82.2 Stages involved in planning human resource requirements...................................................82.3 Compare the recruitment and selection process in two organizations...................................92.3 Evaluate the effectiveness of the recruitment and selection techniques in two organizations....................................................................................................................................................10TASK 3...........................................................................................................................................113.1 Assess the link between motivational theory and reward....................................................113.2 The process of job evaluation and other factors which determine pay................................113.3 Effectiveness of reward systems in different contexts.........................................................123.4 Methods used for monitoring employee performance ........................................................12TASK 4..........................................................................................................................................134.1 Identify the reasons for cessation of employment with an organization..............................134.2 Employment exit procedures used by two organizations....................................................132

4.3 Examine the impact of the legal and regulatory framework on employment cessationarrangements..............................................................................................................................14CONCLUSION .............................................................................................................................14REFERENCES .............................................................................................................................153

INTRODUCTIONHuman resource management is concerned with the management of people withinorganization. This department performs variety of activities from employeerecruitment, trainingand development to performance appraisal of an individual employee at workplace (Kozlowskiand Salas, 2009). In this regard, four different scenarios have been taken to better understand thedifference between personnel management and human resource management. Furthermore,report also describes the impact of the legal and regulatory framework on human resourcemanagement in different situations. At the end of the report, researcher would be able to identifythe reasons for cessation of employment within company.TASK 11.1 Difference between personal management and human resource management Around the end of the 19th century, history of personnel management begins. Initially, itwas framed for the purpose of providing protection to women and girls. The main aim behinddeveloping HR policies was to improve working conditions. During the First World War,changes were raised and women were recruited in large numbers to fill the gaps left by men.After that, job of labour manager or employment manager came into exists and large departmentswere made to handle absence, recruitment, dismissal, queries over bonuses and other kinds ofissues in a proper manner (Huemann, Keegan and Turner, 2007). With the changes arise ineconomy and global market, a way of recruiting, retaining and motivating employees were alsochanged. During the 1945s, the new term personal management was defined which integratedemployment management and welfare work together. During the 1970s and 1980s, motivationand organizational behaviour, human resource management and employee commitment andmotivation related theories were framed (Beattie, 2002). As per the given case, David wants toopen a new Italian restaurant chain of 10 Italian restaurants called ‘Mamma Mia’ in London. Inthis regard, human resource consultant has been appointed to support new business and deliverexcellent customer service within stipulated time. In order to educate David about HRM policy,it is essential for HR consultant to provide clear differentiate between personal and humanresource management (Dimba, 2010). .4

Table 1: Difference between personal management and human resource managementPersonal developmentHuman resource managementTraditional approach to manage peoplewithin organization.Modern approach of managing people.It focuses on personnel administration,employee welfare and labor relation.It concentrates on acquisition, development,motivation and maintenance of humanresources.In this technique, job design is done onthe basis of division of labor.In HRM, job design function is done on thebasis of group work and team work (Kozlowskiand Salas, 2009).Decisions are made by the topmanagement by considering rules andregulations (Armstrong 2011).Decisions are made through enhancingemployee's participation and decentralizationfunctions.It is a routine function and focuses onincreased production and satisfiedemployees.HRM is a strategic function and it is concernedwith all level of managers from top to bottom(Guest, 2007).1.2 The function of HRM in contributing to organization purpose in given scenarioThe major role of HR manager is to plan, develop, and administer policies. Humanresource department is concerned with the people and their management. As per the given casescenario of Italian restaurant, it is clear that organization will require talented and skillfulemployees to carry out different activities in an appropriate manner. In this regard, newlyappointed HR consultant can appoint people from different roles that can be enlisted as follow.Administration department of company will be able to perform record keeping, historical recordof previous action and measure employee relations (Kinnie and et. al., 2006). Besides that, HRdepartment of enterprise will perform various functions such as recruitment, safety, employeerelations, compensation and benefits. Despite of that, training and development function is alsoperformed by HR manager of company to provide training to new employee at workplace. Along with this, it is responsibility of HR consultant to carry out different humanresource management activities such as reward management and performance management(planning, monitoring and recording) to grasp business opportunity in an appropriate manner.The success of recruiters and employment functions can be measured in term of recruitingnumber of talented employees (Torrington and et. al., 2009). For example: Training related to5

housekeeping and hospitality can be given to the restaurant staff and the their performance canbe judged on the basis of monthly evaluation basis. In order to execute restaurant functions in asignificant manner, it is necessary for HR consultant to provide training to its staff membersbecause if they will be trained then they will motivate to give their best at workplace so thatquality of services will offer to customers at right time at affordable price.1.3 Roles and responsibilities of line managers of different restaurantRestaurants are fast-paced businesses and to attain aim and objectives of HRM, it isnecessary for line managers to perform their duties in a proper manner. Mamma Mia will be alarge Italian restaurant chain and it would be having large number of employees. It isresponsibility of HR consultant to establish communication between different departments andemployees (Tsui and Lai, 2009). In order to manage human capital, it is responsibility of linemanagers to perform selection, recruitment, training and coaching activities in an appropriatemanner. Figure 1: Roles of line managersBesides that, employee engagement, appraisals and mentoring activities are also performed byHR consultant in Italian restaurant chain. Apart from this, line managers play crucial role tomaintain discipline in the workplace, decide performance-related pay structure and assessperformance and behavior of employees within organization (Youndt and et. al., 2006).There are a number of areas in a restaurant for the role of line manager: advertising,interviewing, selecting, hiring, orientation, and discharge of HR. The responsibility of the linemanager of Mamma Mia is usually heads the safety committee. This committee makes efforts tokeep the belongings as a safe work place through proper policy and operation. Besides that, linemanagers are also responsible for performing different operations including monitoring over6

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