HUMAN SOURCE MANAGEMENT Table of Contents Staffing objectives.................................................................................................................................2 Performance objectives.........................................................................................................................5 Change Management............................................................................................................................5 Administrative objectives......................................................................................................................6 Conclusion.............................................................................................................................................6 References.............................................................................................................................................7 1
HUMAN SOURCE MANAGEMENT For any organization to survive in this competitive world, it is important that an organization have necessary resources, competencies and the right people. According to Wilton (2013) “HRM refers to the framework of philosophies, policies, procedures and practices for the management of the relationship that exists between an employer and worker Human resource management (HRM) is considered to be the core in any organization as resources like money, materials, machine etc… are used effectively and efficiently by the positive effort of human resource. For the past decades the human resource (HR) vocation has changed drastically to become an integral element of the organization. The school of thought developed by Torrington et al (2009) are classified as follows. Staffing objectives. Staffingisanintegralpartofthemanagementprocessas it consists of individuals who are involved in obtaining management results. It is a function carried out at all levels of the organisation by all managers. Every manager must get his subordinates to do things. It is a wide-ranging role. It involves activities such as i.Recruitment, ii.Selection iii.Outsourcing or sub-contracting, iv.Release of employees v.Retirement vi.Dismissal 1.Recruitment Recruitment is one among the important element in the staffing objectives.In order to attract potential candidates in an organisation with the rightskills, ability, talent, and aptitude, it is important for an organisation to recruit effectively and ensure that the recruitment process is done in an efficient manner.There are two types of recruitment either internal recruitment, such as promoting someone from within the organization or the position requires external expertise. There are many ways in which an organisation can advertise. i.Advertising in local newspaper ii.Job trade iii.Advertise on the internet using social media, websites iv.Recruitment agencies. A consistent advert should have the name of the company. The advertisement must be well presented and include, job title, description of the job as well as the responsibilities. Subsequently it will help the organization to achieve their goals and objectives effectively and efficiently through proper contribution of man power. 2
HUMAN SOURCE MANAGEMENT 2.Selection Selection is the process by which the full list of applicants is assessed, eventually moving to the selection of the appropriate candidate to fill the vacant position. Aftereffecting therecruitmentprocess, theselectionof candidatewill be done after reviewing their curriculum vitae and candidates will be short listed and call for an interview. The selection process is a key point at which equality and diversity should be considered (Analoui, 2007) The interview process is very important so that the organisationis efficiently and effectively filled with productive people.Hence the proper way of doing job interview is either to have a qualify staff in the required job sector with necessary skills, expertise and experience. The qualified interviewer will be able to ask valuable question to know if the candidate is fit for the job. E.g. A sales manager is more appropriate to convey an interview when recruiting a sales person in the marketing department rather than a human resource clerk. The sales manager will be able to find out whether the candidate is fir for the job or by asking key and valuable questions. Another method and criteria for selecting the right candidate is through a board of panel where the interviewer is all necessary competencies and skills.As Torrington et al. (2008) identify, a selection panel can reduce the chances that shortlisting decisions are made according to arbitrary criteria, such as the gender of the applicant. They will know what types of question to asked and they will listen attentively to the reply. Hencethe selection of the right candidate requires necessary skills, qualifications, experience and expertise on the side of the interviewerwithin an organisation, so that the organisation is efficiently and effectively filled with productive human resource power. Therefore, it is very important that each and every person should get right position in the organizationsoastogettherightjob,accordingtotheirability,talent,aptitudeand specializations so that it will help the organization to achieve their goals and objectives effectively and efficiently through proper contribution of human resource power. Hence selecting theright personnel for the right job at the right time are important factors that an organisation needs to consider. 3.Outsourcing Withtheincreaseglobalisation,manyorganisationsareshiftingtothismodel,many organisations are turning to outsourcing as a way of meeting these demands (Cook, 1999; Lepak and Snell, 1998) prefer to outsource their job for several reasons. One of the main components is that these agencies are specialised in certain types of work and they have the required labour force. 3
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HUMAN SOURCE MANAGEMENT Organisation which do not have the required competencies prefer to outsource rather than recruiting as recruitment involves high cost Outsourcing is result driven and cheap. Example an accountant will not be able to handle solely all the auditing of a firm, therefore the organisation will outsource/sub contract this particular task to an auditing firm which have qualified staff in this specialisedfield and will deliver the task on times. Moreover, it can be said that is another way of staffing the enterprise. Another advantage is that outsourcing provides competencies results which is the core of an organisation. Outsourcing of services of low strategic value enables the company to reduce costs and improve its competitive position (Gilley and Rasheed, 2000; Espino-Rodriguez and Robaina 2004) 4.Manage the Release of employees Managing the release of employees is important for an organisation. The organisation has to make necessary measures are taken into consideration so as not to affect the smooth running of the enterprise. For example, is the employee decides to leave the company, he has to give a delay time according to what the law says. The company must make sure that the vacant post is filled up at the soonest. Hence in-house training must be provided for the post or if necessary, to recruit from external sources. 5.Resignation An organisation has to ensure that once a person resign from its current position, the employee has the responsibility to train the person during his 15 days’ notice given to the organisation. as per the Mauritian law a 15 days’ notice must be given to the employer. The organisation will then decide if external recruiting is necessary or not. w needs to be replaced 6.Retirement When retiring the organisation has the obligation according to the employment law to give to the employee all his dues, his benefits. Benefits can be in the term of lump sum or 7.Dismissal Dismissal is due to the gross misconduct of an employee towards any staff in an organisation. The Hr manager has the power to fired the employees and terminate his contract with immediate effect. Disciplinary board may not be required using foul language or using fits and blows towards a manager. 8.Redundancy Redundancy is a form of dismissal and can occur where the following conditions are satisfied: i.When the performance of the employee is not satisfying ii.The employee does not want to work for the company 4
HUMAN SOURCE MANAGEMENT Every organisation should have a formal redundancy procedure which outlines the steps which will be taken and the criteria that will be used to make decisions. Whilst the exact procedure will vary from organisation to organisation, they should give an advance warning to the employees of the impending redundancy. Organisation must effectively manage the process and remain compliant with relevant legislation Staffing is important to the HR and the management as the right person are hiredat the right position at the right place so it provides efficient performance to the departments where the right individual is hired and also employees are a productive employee will be more productive with high morale. Performance objectives. The performance Management system is a process followed in the organization to determine thelevelofperformanceofemployees.Italsodeterminestheperformanceofthe organisational structure. It rewards a performing employee, identifies his or her weaknesses and gaps and provides suggestions for addressing the gap. HR ensure that the company has qualified staff to perform the work. HR helps mangers work with their staff and encourage the growth of employees, leading to productivity. In order to measure the effectiveness, there are some control that need an organisation will set up.Forexample,theHRprovideschecklists,templatesandformsforperformance assessments. HRalsoensuresthatthemanagerprovidesmonthlyreportsbasedontheiremployees'perfor mancestatus.Ifthemanagerneedstodeveloptheskillsofthestaffbased oncertainprojectsortasks, HRalsoschedulesregularmeetingsandreceivesfeedback. Change Management Changemanagementisaprocessforfor the transition from the old state to the new state of employees, departments, and the whole organisation. The main objectives are to make employees accept the change with less resilience, so as to forthebettermentoftheorganisationaswellasforemployees’benefits,however organisation may face some challenges as some employees are stubborn and resistant to change. improvement in the organisation. It is also a system consisting of planning, analysis, and execution of attempts to experience less disruption in order to make the transition as smooth as possible, both short term and long term. By engaging in the planning and execution phases with stakeholders and by understating the needs and expectation during the change the HR can facilitate change management. 5
HUMAN SOURCE MANAGEMENT Change managements can have a negative impact among employees and it can affect workflow, decrease morale leading to low productivity. Therefore, the human resource manager must evaluate the impact and find ways to make this transition smoothly to the new job responsibilities. The human resource is to help the employer to engage and motivate employees by meeting the goal of employee engagement. He needs to handle grievances raises by employees and implements training programs, to facilitates communication in the workplace. The HR must focus on finding the current competencies of the employees and enhance their skills through the implementation of proper and effective training programs which will lead to the generation of new capabilities among those employees. His role is to empower employees and staff, motivate them and provide a reward system that will boost the employees and increase productivity. The HR must cater for the welfare of the people. Example providing meals to employees who come early to work in the morning and providing recreational activities for the employees. HR must identify the requirement of the skills that an organization needs to sustain in its employees. Team leaders or managers must develop new ways of and put in place a reward system of how to make employees more skill full and determined. The human resource goal is to create employer branding for the company and enhance its image. Administrative objectives. Administrative objectives include the overall supervision and management activities that support the work of the staff and their work are included in the administrative objectives. Ensuring that their salaries and safety are secured and that their activities are overall managed. The HR must ensure that all employees data are up to date and handy when required. Hyginet marketing uses latest software to include employee’s data and they are stored in a server. All personal employee information is updated frequently and copies of qualification, birth certificate are scan and send to the server. Furthermore, Hyginet also have Manuel record book as well such as Local leave and sick leave are written on special cards, copy of work contracts are kept safely in the HR office. Filing is an important aspect and each employee has a personal file to keep their record. Conclusion Human resource managers are responsible for giving the companies best talent which helps the companies in forming the strategies. They create, implement, best decision for the organization which helps the companies in earning profits in short term and long term. The human resource management sets criteria that what skills and capabilities is needed what 6
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HUMAN SOURCE MANAGEMENT changes are needed to achieve the strategy of the organization. Further management sets that what performance will be needed and how that benchmark could be achieved. Human resource managers create changes to meet the organizational culture and other new requirements. The human resource managers integrate operational activities and align them with strategic objectives of the companies. To sum up the school of thought developed by Torrington et al(2009 plays a significant role in an organisation and implementing these objectives will be reduce cost, conflict ,safety and also provide a healthy working environment where employees will work towards organisational goals and objectives, References Websites https://www.sagepeople.com/about-us/news-hub/7-steps-for-developing-staffing-strategies- that-work/ https://smallbusiness.chron.com/examples-objectives-hiring-office-human-resource- 69220.html https://www.goodfellowpublishers.com/free_files/Chapter%207- 1866f0f9a618eac24009b731ca8b99a6.pdf https://www.researchgate.net/publication/31591116_Performance_management Books Open university manual 7