Purpose and Scope of Human Resource Management: Doc

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ICON College of Technology and ManagementFaculty of Business and Management StudiesBTEC HND in BusinessHuman Resource ManagementTutor: Dr Aparna VenkatesanSubmitted by:Full Name: CATALIN CRISTIAN VLADID No: 17659Session: September 2020
ContentsIntroduction ..................................................................................................................................... 3LO1 Explain the purpose and scope of Human Resource Management in terms of resourcingin your chosen organisation with talent and skills appropriate to fulfil business objectives. ...... 3Human resource functions ......................................................................................................... 4Responsibilities and role ............................................................................................................ 7The weaknesses and strengths of different approaches to selection and recruitment ........... 8Potential improvements ............................................................................................................ 10LO2 Evaluate the effectiveness of the key elements of Human Resource Management in anorganisation .................................................................................................................................. 10Apprenticeship and graduate preparing plans ........................................................................ 11Formative chances in a perpetual occupation job .................................................................. 12Adaptable working practices .................................................................................................... 12Analysis of the importance of the connections between the company's staff regarding theinfluence of the decisions taken by HRM ................................................................................ 14LO3 Analyse internal and external factors that affect Human Resource Management decisionmaking, including employment legislation ................................................................................... 15LO4 Apply Human Resource Management practices in a work-related context. ..................... 17Person specification.................................................................................................................. 17Appropriate mode for putting the ad ........................................................................................ 19Advantages and drawbacks of the previous methods ............................................................ 19Interview question ..................................................................................................................... 20Conclusion .................................................................................................................................... 21References .................................................................................................................................... 22
IntroductionAccordingtoPrahaladandHamel(1994),humanresourcemanagementisausefuladministrative function in the entire business industry, aiming to achieve objectives efficiently.The executive function gives efficiency and value to the company.Managing specific issues and keeping up an association's presentation is crucial for humanresource management to asset the board subsequently keeping up a moral work culture andclimate. Organisations are putting resources into this office to create systems that can meettheir development and smooth working, for a more significant extension on the lookout.Improving item quality, limiting creation costs, accomplishing consumer loyalty are the criticalchoices taken and kept up inside the Human Resources Department.The purpose of this report is to recognise and analyze the principles and functions of the HumanResources Department applied in the company we have chosen,Chocolate Graphics Ltd(https://www.chocolategraphics.co.uk/) and the impact which it has regarding the maintenanceand development of the company. The personnel performances, the influence and needs theyhave within the company, will be analyzed, and recommendations will also be presented todevelop and improve its quality and services.LO1 Explain the purpose and scope of Human Resource Management in terms ofresourcing in your chosen organisation with talent and skills appropriate to fulfilbusiness objectives.Chocolate Graphics Limitedis a fast-growing company based in Lincolnshire that offerschocolate-based gifts and personalised services in the United Kingdom. The company includesa chocolate production team, a finance and advertising group and a packaging and distributionsection. Also, a small crew of workers arranges and creates orders for specialized gifts. Thecompany owner is an experienced confectioner, who, while excelling in developing innovativechocolate flavours and inspired designs, has no experience in hiring a developing workforce.As the business grew, the workforce's turnover improved and the long-term feedback fromconsumers indicated that the pleasure of some articles was no longer as excessive as it was inthe past.
Chocolate Graphics Ltdneeds good human resource management to increase employeeretention rates, as they are more likely to resign if they are unable to work. It can significantlyimprove the overall performance at work and employees' happiness towards the skills andpersonalities needed at work. The company must acquire the necessary talents in differentdepartments to conduct business operations; in this case, chocolate's design and productionefficiently (Taylor and Armstrong, 2014). It also means a higher staff ratio, lower recruitmentcosts and education, thus increasing investment return and achieving competitive benefits.Human resource functionsPlanning functionIn the company mentioned above, human resources have the primary function to planoperations and business resources. The total time and cost to design and prepare products canbe reduced, and performance can be increased. Strategic growth and job executions areessential to management.By doing a proper job analysis, HRM can create competitive advantages and create effectiveemployment because it helps employers choose people's rights with the necessary knowledge,skills, and abilities. Design and specify the employee's requirements, for example, personal,social or technological, depending on the organisation. A good job design is one of the mostimportant strategies used to increase performance, employee involvement, and they will striveto give their best to make the company more successful.ResourcingSelection and recruitment are essential in this type of business because it reaches a usefulnumber of workers and their abilities to achieve competitive advantage. Chocolate GraphicsLtd will have skills and qualified resources in the design department to create products andpackaging design. (Gold and Bratton, 2017).Development and trainingIt is the responsibility of the human resources department to instruct the selected applicant forthe anticipated consequences. In this position, for Chocolate Graphics, several instructions areprovided to start collaborating with business activities. Staff members can discover and work
on the required skills, for example, how to use machines and how to check product ingredients.Also, the development of existing workers is needed to raise their awareness and gain them inan advanced position to operate in their place.RewardHuman resources must focus on the motivation and positivity of the employees of the specifiedenterprise and motivate them by offering distinct categories of rewards, such as the presentrecognition reward for the best worker of the month or year. Another useful bonus is praise,because when they are evaluated, their productivity increases, occasionally the power ofsatisfaction is also more valuable than monetary recognition. Besides offering discounts forseparate units, such as subscriptions to health clubs or theatre tickets, the company's productdeductions increase dedication to the company. Clear measures and rewards are meant torecognize the feature - alms for the profitability of the business and provide advice to guide theperformance of culture in the workplace (McEvoy and Buller, 2012)Management performanceHuman resources must manage the quality and performance of staff to ensure the company'sobjectives are met. It is essential to establish rewards and determine development and trainingneeds. Performance management is performed to ensure the execution of operations.Staff relationsThe company is facing difficulties in retaining staff due to the lack of human resourcesmanagement. (Taylor and Armstrong, 2014)Thecompany'sadministrationmustestablish effectiverelationshipswiththechocolateproduction and design department staff so that they are encouraged to help the businessdevelopment through their performance. Effective communication between employers andcompany staff is essential for staff to be dedicated and loyal to the company. Structuring formalmeetings outside the workplace and communicating problems is a perfect strategy to create ateam between employees. Praising staff increases collaboration and self-esteem.
HRM functionsCreated by studentCurrent problemsThe company is a medium-sized business which is halfway worked by the proprietor.Consequently, the industry has even augment structure to control the exercises. The companyis confronting following issues in which human resources can uphold:Lacking scaling: The association is expanding; however, the proprietor has no information todeal with the staffs. Subsequently, human resources managers need to characterize the joband duties and deal with a human resource with business productivity.Higher turnover: Due to helpless control of the representative's advantages and fulfillments,turnover is high. Human resource is needed to break down the representatives' requests andneeds at the working environment to build worker maintenance (Marchington, 2016).Incorrect selection processes: Improper composed appraisal and meeting measure hasmoral issues. Humanresource is needed to normalize the meeting cycle with formalcorrespondence so that necessary abilities and up-and-comers can be chosen with a legitimateinvestigation of their capacities.
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