ICON College of Technology and Management PDF
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Added on 2021-03-08
ICON College of Technology and Management PDF
Added on 2021-03-08
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ICON College of Technology and Management Faculty of Business and Management Studies BTEC HND in Business Human Resource Management Tutor: Dr Aparna Venkatesan Submitted by: Full Name: CATALIN CRISTIAN VLAD ID No: 17659 Session: September 2020
Contents Introduction ..................................................................................................................................... 3LO1 Explain the purpose and scope of Human Resource Management in terms of resourcing in your chosen organisation with talent and skills appropriate to fulfil business objectives. ...... 3Human resource functions ......................................................................................................... 4 Responsibilities and role ............................................................................................................ 7 The weaknesses and strengths of different approaches to selection and recruitment ........... 8 Potential improvements ............................................................................................................ 10 LO2 Evaluate the effectiveness of the key elements of Human Resource Management in an organisation .................................................................................................................................. 10Apprenticeship and graduate preparing plans ........................................................................ 11 Formative chances in a perpetual occupation job .................................................................. 12 Adaptable working practices .................................................................................................... 12 Analysis of the importance of the connections between the company's staff regarding the influence of the decisions taken by HRM ................................................................................ 14 LO3 Analyse internal and external factors that affect Human Resource Management decision making, including employment legislation ................................................................................... 15LO4 Apply Human Resource Management practices in a work-related context. ..................... 17Person specification.................................................................................................................. 17 Appropriate mode for putting the ad ........................................................................................ 19 Advantages and drawbacks of the previous methods ............................................................ 19 Interview question ..................................................................................................................... 20 Conclusion .................................................................................................................................... 21References .................................................................................................................................... 22
Introduction According to Prahalad and Hamel (1994), human resource management is a useful administrative 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 human resource management to asset the board subsequently keeping up a moral work culture and climate. Organisations are putting resources into this office to create systems that can meet their development and smooth working, for a more significant extension on the lookout. Improving item quality, limiting creation costs, accomplishing consumer loyalty are the critical choices 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 Human Resources Department applied in the company we have chosen, Chocolate Graphics Ltd(https://www.chocolategraphics.co.uk/) and the impact which it has regarding the maintenance and development of the company. The personnel performances, the influence and needs they have within the company, will be analyzed, and recommendations will also be presented to develop and improve its quality and services. LO1 Explain the purpose and scope of Human Resource Management in terms of resourcing in your chosen organisation with talent and skills appropriate to fulfil business objectives. Chocolate Graphics Limited is a fast-growing company based in Lincolnshire that offers chocolate-based gifts and personalised services in the United Kingdom. The company includes a chocolate production team, a finance and advertising group and a packaging and distribution section. Also, a small crew of workers arranges and creates orders for specialized gifts. The company owner is an experienced confectioner, who, while excelling in developing innovative chocolate 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 from consumers indicated that the pleasure of some articles was no longer as excessive as it was in the past.
Chocolate Graphics Ltd needs good human resource management to increase employee retention rates, as they are more likely to resign if they are unable to work. It can significantly improve the overall performance at work and employees' happiness towards the skills and personalities needed at work. The company must acquire the necessary talents in different departments to conduct business operations; in this case, chocolate's design and production efficiently (Taylor and Armstrong, 2014). It also means a higher staff ratio, lower recruitment costs and education, thus increasing investment return and achieving competitive benefits. Human resource functions Planning function In the company mentioned above, human resources have the primary function to plan operations and business resources. The total time and cost to design and prepare products can be reduced, and performance can be increased. Strategic growth and job executions are essential to management. By doing a proper job analysis, HRM can create competitive advantages and create effective employment 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 most important strategies used to increase performance, employee involvement, and they will strive to give their best to make the company more successful. Resourcing Selection and recruitment are essential in this type of business because it reaches a useful number of workers and their abilities to achieve competitive advantage. Chocolate Graphics Ltd will have skills and qualified resources in the design department to create products and packaging design. (Gold and Bratton, 2017). Development and training It is the responsibility of the human resources department to instruct the selected applicant for the anticipated consequences. In this position, for Chocolate Graphics, several instructions are provided 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 in an advanced position to operate in their place. Reward Human resources must focus on the motivation and positivity of the employees of the specified enterprise and motivate them by offering distinct categories of rewards, such as the present recognition 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 of satisfaction is also more valuable than monetary recognition. Besides offering discounts for separate units, such as subscriptions to health clubs or theatre tickets, the company's product deductions increase dedication to the company. Clear measures and rewards are meant to recognize the feature - alms for the profitability of the business and provide advice to guide the performance of culture in the workplace (McEvoy and Buller, 2012) Management performance Human resources must manage the quality and performance of staff to ensure the company's objectives are met. It is essential to establish rewards and determine development and training needs. Performance management is performed to ensure the execution of operations. Staff relations The company is facing difficulties in retaining staff due to the lack of human resources management. (Taylor and Armstrong, 2014) The company's administration must establish effective relationships with the chocolate production and design department staff so that they are encouraged to help the business development through their performance. Effective communication between employers and company staff is essential for staff to be dedicated and loyal to the company. Structuring formal meetings outside the workplace and communicating problems is a perfect strategy to create a team between employees. Praising staff increases collaboration and self-esteem.
HRM functions Created by student Current problems The 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 company is confronting following issues in which human resources can uphold: Lacking scaling: The association is expanding; however, the proprietor has no information to deal with the staffs. Subsequently, human resources managers need to characterize the job and 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 and needs at the working environment to build worker maintenance (Marchington, 2016). Incorrect selection processes: Improper composed appraisal and meeting measure has moral issues. Human resource is needed to normalize the meeting cycle with formal correspondence so that necessary abilities and up-and-comers can be chosen with a legitimate investigation of their capacities.
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