Introduction to Human Resource Management : Assignment Sample

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Introduction to Human Resource
Management & Learning and Talent
Development

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Table of Contents
Some organisation experiences higher level of absence.............................................................3
Positive and negative aspect of appraisals and its impact on psychological contract. ...............5
Recruitment and selection policy or procedures with critical discussions..................................8
REFERENCES..............................................................................................................................10
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Some organisation experiences higher level of absence.
INTRODUCTION
Absence of employees can be defined as the time off from work. In other words, it can be
defined as the mentally and physically absence of an individual at workplace. Due to this,
productivity and profitability of organisation is decreased that directly affects negatively on the
sales figures and brand image of firm. This problem can be managed through proactive
management as it supports the management to taking some effective decisions so that desired
goals can be achieved without facing any difficulty. This task will be discuss about the reasons
behind absence of employees within the workplace and ways of controlling.
MAIN BODY
Absence of employees from the organisation is concerned with the higher level of labour
turnover or absenteeism in the company. When a higher level of absence of employees is seen in
the organisation than this can create a serious problem for the business. It has a significant
impact on productivity and cost money. When organisation starts experiencing the higher level
of employee absence than it is to be taken into account that it can affect the functioning,
operations, profitability and stability of businesses in the market.
Reasons for absence of labour or employees : There are several reasons due to which
higher level of absence is occurred in workplace and these reasons are Lack of flexibility, In
current modern world, each employee whether they are working in small or big organisation
wants flexibility at workplace. They requires freedom at workplace so that given tasks can be
finished by them in easy manner. In addition, this freedom is used by them for taking decisions
on their own level so that they can adjust their working as per the task requirements so that
desired goals can be achieved easily. Whereas, if flexibility will not provided by the superiors to
their subordinates then they will feel pressure and burden at workplace which leads absenteeism
at workplace (Banfield, Kay and Royles, 2018). In addition, most of services which are provided
by the organisation are free due to which a large number of patients regularly comes for taking
medical care services or treatment of their illness. Due to long time duration of working hours,
employees are facing mentally pressure at workplace due to which large number of employees in
NHS have left their job (Record numbers of NHS staff quitting due to long hours, 2019) Illness
or injury, In case of any illness and major health issues employees of the organisation might not
be able to work in a proper manner. This means they will feel uncomfortable at the workplace
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and due their overall productivity will be decreased. Major illness and health issues will lead to
increase in stress level of the individuals. For example- increase in swine flu in various parts of
UK will result in absenteeism among employees. The major reason behind this will be rapid
increase in disease related to swine flu.
In order to manage absenteeism of employees at workplace, it is very important for the
superiors of organisation to use proactive managing systems so that their employees get retained
and feel happy at workplace. Proactive managing is very important because through this, they
can solve this issue in proactive manner. In addition, it is also essentially required to have
effective monitoring of different causes of absence so that effective measures can be adopted at
workplace for retaining employees. Moreover, proactive management is very important because
it not only helps the leaders or managers of organisations in seeking out solutions for issues that
can arise in future but also supports them in finding effective solutions for the risk that can occur
at workplace in upcoming period of time (Budhwar and Debrah, 2013). There are some benefits
of proactive management through which absenteeism can be managed at workplace. Some of
these are, It helps in maintain continuity in work this is the most important benefit of
proactive management as it helps the leaders or managers to find effective solutions so that work
can be flows in continuity. Other one is reduce cost of employment this is also an essential
benefit that can be gained by organisations through proactive management as when eligible and
experienced employees will retained at workplace for long time period then their contribution
will also taken by the management on regular basis which will leads the organisation towards
growth and sustainability. With the help of proactive management, managers of organisations
can develop effective relations with employees due to which their loyalty will be increased for
organisation that is beneficial for firm in achieving goals and objectives. For example- if most of
employees are absent at workplace then it will be difficult for managers of organisation to
complete their daily work. So that, it is very important for them to seek better solutions for issues
like absenteeism can be managed easily. There are some another effective benefits that can be
gained through proactive management such as improvement of efficiency, Management of firm
should monitor the employee's performance effectively so that if any changes in their
contribution will occur then better training can be provided to them. This will be beneficial for
them as they will learn unique and new ideas through training which will automatically leads
them towards growth and success in their personal career. These training can be provided to

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them in form of presentation, coaching, seminars etc. Creating flexibility in working hours, is
also an effective benefit of proactive management from which issues like absenteeism can be
resolved in easy manner. It is very important for managers or superiors of organisation to
maintain flexibility in working hours so that employees get motivated at workplace. This will be
beneficial for both organisation and employees as when flexible working hours will be provided
to the employees then they will provide more contribution on the given task which automatically
increases the profitability and productivity of firm. Safety and Security is the major concern
that should be considered by the managers of organisation while seeking solutions of
absenteeism as this will prove beneficial for removing the absenteeism problem from the
workplace. Adoption of some effective legislations like Equality Act, 2010 can be effective
solution of maintaining safety and security of employees at workplace (Chelladurai and Kerwin,
2017).
Procedural document of firm must includes several necessary policies or factors that
can be used for minimising turnover rate of employees. In addition, policies or factors that
should be included in this document are flexibility working hours, safety and security at
workplace, termination policies, range of strict actions that can be taken within the organisation
premises for those employees who are a part of bullying activities or performing unethical
practices at workplace. Furthermore, procedural document must also include assigning of roles
as per the capacity of workers so that any employee of organisation feel burden or pressure while
working at workplace.
CONCLUSION
It has been concluded from the above informations that, employees are valuable asset of
firm that should be treated in well manner by seniors so that their maximum contribution can be
taken for achieving goals and objectives. Some issues lack of flexibility in working hours, illness
or injuries are the main issues of absenteeism.
Positive and negative aspect of appraisals and its impact on psychological contract.
INTRODUCTION
Appraisals can be considered as an important function which is done by HR managers of
organisation. In other words, it can be termed as an analysis of performance of employees at
workplace. In this task, positive and negative aspect of appraisal along with their impact on
psychological contract will be discussed (Chelladurai and Kerwin, 2018).
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MAIN BODY
Appraisal is related with performance of employees at workplace. In addition, it is an
evaluation which is done by the superiors for analysing job performance of employees in a
specific period of time. Appraisals are highly based on trait, behaviour, characteristic and overall
performance of employees within the premises of organisation. With the help of it, managers of
organisation can take decision of retaining or terminating employees. It also support the
managers in making decisions such as promotion or deputation of employees, training and
development of employees etc. furthermore, Main motive of appraisal is related with transferring
of opportunities to the employees that will encourage them for working hard or completing given
tasks in given time-frame. This should be given by the superiors to their employees through
discussing about their positiveness or negativeness at workplace.
There are several factors that can be considered as positive aspects of performance
appraisals such as improvement in structure, improve performance, increase motivation level
etc. Improvement in structure , When there is a lack of structure between employers and
employees then appraisal is very useful technique for improving structure between the different
level of management. Good structure between superiors and subordinates at workplace is
essentially required because without it employees can't discuss their issues and difficulties with
superiors which leads dissatisfaction among them. Whereas, when a good structure will be
formed at workplace then employees will share their better views and thoughts with superiors
which leads the organisation towards growth and success. Identifying the training needs is a
very crucial benefit of appraisal as it supports the managers of organisations to provide training
to their subordinates so as to improving their efficiencies and competencies so that better
contribution can be taken for them in achieving desired goals of organisation. With the help of
appraisal, managers of organisation can determine the lower performers of the organisation so
that through providing them training their efficiencies get improved which will leads the firm
towards growth and sustainability in marketplace (DeCenzo, Robbins and Verhulst, 2016).
Increase motivation level, through taking support of appraisals management of firm can easily
increase the motivation level of their subordinates. Such as, employees of an organisation have
good capability of performing task within given time-frame but due to receiving less
compensation of their work they are not providing better contribution in completion of task. Due
to which, productivity of firm is decreasing regularly. Therefore, in this kind of situation
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managers of organisation have duty to make increment in their salaries or provide them
appraisals on the basis of their performance so that they get motivated and their loyalty can be
increased towards organisation and its goals. Promotion is also a positive aspect of performance
appraisal that can increase retention rate of employees at workplace of an organisation. This
factor of appraisal is used when employees are providing good contribution for completing given
task rather than expectation then this factor is used so that employees get encouraged and
provide better efforts for accomplishing desired objectives of organisation. It will also beneficial
for employees such as when they get promoted their loyalty and efficiencies will automatically
improved which leads their professional career towards growth and development.
Apart from that, there are some negative aspects of appraisals which can affect
negatively the profitability and productivity of organisation. Some of them are Time consuming,
occurring conflicts, contrast error etc. Time Consuming is an negative aspect of appraisal
because appraisal is given on the basis of performance of an individual who is working within
the firm. This is because managers or responsible person who prepares the document regarding
each of employee takes a lot of time and it also depends on the number of employees for whom
they have to write. Due to which, a vast amount of time is required for completing appraisal
process that can leads delays in goal achievement. Conflicts can be arise during the appraisal
process that can leads dissatisfaction among the employees of organisation. Such as, a lower
skilled and inefficient employee get promoted due to which a negative feeling such as
dissatisfaction is arise in its colleagues because they are highly skilled and efficient rather than
the promoted employee (Dickmann, Brewster and Sparrow, 2016). This process can also harm
the friendly relations among the employees which is not beneficial for productivity and
profitability of firm. Contrast error, Performance appraisal is always based on specific
standards but when managers are doing partiality in this process then this kind of error is
occurred within the organisation that affects whole profitability of organisation in negative
manner.
Performance appraisals are an effective part of performance management system that is
used by organisations for evaluating performance level of their employees. Whereas,
psychological contract is an unwritten document that includes expectations of specific
employees from their employers. These are affected by appraisal process in positive and negative
manner. For example, managers of organisation have promise with a specific employee to

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provide increment of 10 % in its salary in future appraisals if such specific employee maximises
its productivity and performance level from last year performance. Desired employee have
increases its effeciencies and touches the standard which was set by the employer but during the
appraisal time desired apprisal was not recieved by such employee that influences employee-
employer relations in negative manner. But in same situation, if the employee will get promised
appraisal then its loyalty will be increased for the organisational structure and goals (Ehrnrooth
and Björkman, 2012).
CONCLUSION
From the above discussed information, it has been concluded that appraisal is an
important function of organisation because it not only supports the employers in identifying
strength and weaknesses of their employees but also assist them in making healthy atmosphere at
workplace.
Recruitment and selection policy or procedures with critical discussions.
INTRODUCTION
Process of recruitment and selection is can be considered as one of the most important
HR practice which provide better support in running a new or already established business. As it
supports in hiring efficient and skilled employee for businesses so that vacant job position can be
fulfilled easily. Recruitment and selection process in a critical manner will be discussed in this
task.
Main Body
Recruitment and Selection methods are used by HR manager of organisation so as to
hiring most suitable candidate for vacant position of organisation. This process is used by
organisations for attracting large number of eligible candidates for vacant position of firm.
Recruitment includes three kind of needs such as first one is related with blank positions that are
located at workplace and without filling them desired growth can't be achieved by firm. Second
one is occurred due to fluctuations in business environment and last one is unexpected which
arises within the workplace due to death or retirement of the employees. In last years, this
function i.e. recruitment of HRM has gained a better importance for the organisation. For
maximising importance of human resource, it is become important for every organisation to
retain workforce and at the same time select the most appropriate candidate for job. In M&S this
process is started with analysing the current needs of employees so that attractive job description
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along with whole expectations can be posted in advertisements in newspapers or job portals like
Naukri.com, LinkedIn etc. Main motive of this publishing is to receiving resumes of eligible
candidates so that after evaluation and short-listing of CVs eligible and experienced candidates
are invited for vacant position of organisation. After it, HR managers of M&S takes interview of
these candidates and through identifying their skills some of them are considered as eligible for
next round of selection process which is aptitude test. In this round, skills of these selected
candidates is measured on the basis of expectations and the candidates who passed in this round
then they have to pass a final round which will also taken by HR managers of M&S. In it,
qualification related and experience related questions are asked with candidates and who will
pass this round get offer letter instantly and who can't pass in this round a sorry letter also given
to them so that they didn't get dissatisfied and never lose hope (Ganopoulos and et. al., 2013).
Apart from that, this process have some negative aspects such as time consuming,
selection of unskilled employees etc. Time consumption is the main disadvantage of recruitment
and selection process because in a very small time period desired candidates can't be hired easily.
Due to which, most of the multinational organisation prefers online interview systems so that
eligibility and skills can be checked easily without inviting them at office locations. Selection of
unskilled employees is an another weakness which is faced by the organisations and it occurs
due to ineffective recruitment and selection process which can lead negative outcomes in future.
An aptitude test and interview is not enough to measure the skills or efficiency of candidates
therefore, HR managers of M&S should adopt several methods for examining the skills and
efficiency of employees like General awareness test for identifying knowledge of candidates,
Group discussion for analysing communication skills. Along with it, a technical test should also
taken by the HR managers of M&S so that most eligible and efficient candidates can be hired for
the vacant position of firm. Whereas, for selection of candidates HR managers of Marks and
Spencer can use online interview and efficiencies test so that money and time of organisation
will be saved which can be used in completing other functions.
CONCLUSION
From the above discussed task, it has been concluded that recruitment and selection are
most appropriate methods of organisation that is used by each organisation so that
knowledgeable and experienced candidates can be hired easily. It also provide supportive role in
growth and development of firm which automatically leads a healthy environment at workplace.
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REFERENCES
Books and Journals
Banfield, P., Kay, R. and Royles, D., 2018. Introduction to human resource management.
Oxford University Press.
Brewster, C., Brookes, M. and Gollan, P. J., 2015. The institutional antecedents of the
assignment of HRM responsibilities to line managers.Human Resource
Management.54(4).pp.577-597.
Budhwar, P. S. and Debrah, Y. A. eds., 2013. Human resource management in developing
countries. Routledge.
Chelladurai, P. and Kerwin, S., 2017. Human resource management in sport and recreation.
Human Kinetics.
Chelladurai, P. and Kerwin, S., 2018. Human resource management in sport and recreation.
Human Kinetics.
DeCenzo, D.A., Robbins, S.P. and Verhulst, S.L., 2016. Fundamentals of Human Resource
Management, Binder Ready Version. John Wiley & Sons.
Dickmann, M., Brewster, C. and Sparrow, P. eds., 2016. International human resource
management: contemporary HR issues in Europe. Routledge.
Ehrnrooth, M. and Björkman, I., 2012. An integrative HRM process theorization: Beyond
signalling effects and mutual gains. Journal of Management Studies. 49(6). pp.1109-
1135.
Ganopoulos and et. al., 2013. Barcode DNA highresolution melting (BarHRM) analysis as a
novel closetubed and accurate tool for olive oil forensic use. Journal of the Science of
Food and Agriculture. 93(9). pp.2281-2286.
Gheiratmand and et. al., 2015. The effect of mechanical milling on the soft magnetic properties
of amorphous FINEMET alloy. Journal of Magnetism and Magnetic Materials. 381,
pp.322-327.
Gomes and et. al., 2012. HRM issues and outcomes in African mergers and acquisitions: a study
of the Nigerian banking sector. The International Journal of Human Resource
Management. 23(14). pp.2874-2900.
Kavanagh, M.J. and Johnson, R.D. Eds., 2017. Human resource information systems: Basics,
applications, and future directions. Sage Publications.
Noe and. et. al., 2017. Human resource management: Gaining a competitive advantage. New
York, NY: McGraw-Hill Education.
Online
What is a Psychological Contract? 2019. [Online]. Available
Through:<https://www.hrzone.com/hr-glossary/what-is-a-psychological-contract>
Bullying and sexual harassment 'endemic' in NHS hospitals, 2019. [Online]. Available
Through:<https://www.hrzone.com/hr-glossary/what-is-a-psychological-contract>
Recruitment and selection Process, 2019. [Online]. Available
Through:<https://www.tutorialspoint.com/recruitment_and_selection/
recruitment_process.htm>
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