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(solved) Human Resource Management: (HRM)

   

Added on  2020-01-28

13 Pages5405 Words58 Views
HRM1

TABLE OF CONTENTSINTRODUCTION................................................................................................................................3TASK....................................................................................................................................................3The difference in applying personnel management and human resource management..................3The various human resource management functions which can be feasibly implemented and their benefits.............................................................................................................................................4Evaluation of the roles and responsibilities of the line HR managers can perform.........................4Analyse the impact of the legal and regulatory framework on human resource management........5Suggestions for human resource planning in the Blue Inc..............................................................6Evaluation the effectiveness of the recruitment and selection techniques in two organizations.....6Illustration of the link between motivational theory and reward systems.......................................7The importance of job evaluation....................................................................................................7Pay is considered reward for performance and evaluation of various reward systems...................8Suggestions for the better alternatives for performance appraisal in Blue Inc................................8The various reasons for employee exits from organizations and the recommendations to reduce employee turnover...........................................................................................................................9The employment exit procedures used by two organisations and the usefulness of exit interview9Impact of the current regulatory and legal framework on the employee redundancies and dismissals and their recommendations............................................................................................................10CONCLUSION..................................................................................................................................10REFERENCES...................................................................................................................................112

INTRODUCTION Human resource management (HRM) is a function which is designed to enhance performanceof employees and potential in terms of fulfilling the employer's strategic objectives (Long, 2016).Human resource is an essential part of the organization. Blue Inc. is a chain of fashion retail storeswhich is operating across the United Kingdom. It is one of the largest menswear and women wearretailers in the country (Blue Inc, 2016). It has stores nationwide mainly in larger towns and cities. Thereports cover the human resource management, stages of human resource planning and companycontribution in the organizational goals. Moreover, the report also features the relationship betweenmotivational theories, performance appraisal system and cessation of the employees. TASKThe difference in applying personnel management and human resource managementThe difference in applying personnel management and human resource management are asfollows.Approach: Personnel management is a traditional approach of managing people in theorganization. On the other hand, human resource management is a modern approach ofmanaging people and their strengths in the organization. Focus: Personnel management focuses on personnel administration, employee welfare andlabour relation (Lattmann, 2013). But, HRM focuses on acquisition, development, motivationas well as maintenance of employees in the organization.Function: Personnel management is a routine function whereas HRM is a strategic function.Job design: In personnel management, job design is done on the basis of division of labour.Under human resource management, job design function is performed in group work/teamwork (Long, 2016).Decision -making: In personnel management, decisions are made by the top management asper the rules and regulation of the organization. On the other hand, in human resourcemanagement, decisions are made collectively after considering employee's participation,authority, decentralization, competitive environment etc. (Jiang and et.al., 2012).Employees: Personnel management emphasizes on increased production and satisfiedemployees. But, HRM focuses on effectiveness, culture, productivity and employee'sparticipation. Human resource management is the most appropriate approach because it assumes workforceas an important element and valuable resource for achieving desired output. Here, employees areprovided with training and development opportunities to enhance their skills. 3

The various human resource management functions which can be feasibly implemented and theirbenefitsThe various human resource management functions which can be feasibly implemented in theorganization can be as identified. The function of human resource management is part of organizationwhich is concerned with the people who are at work as well as also include their relationship within anenterprise (Armstrong and Taylor, 2014). HRM motivates employees which are essential for thecontinued growth of the Blue Inc. There are some functions of human resource management which arestaffing, training and development and compensation etc. and they are as follows:Staffing: It emphasizes on the recruitment and selection of human resources for anorganization. Recruiting is the personnel function which attracts qualified applicants to fill thejob vacancies. In the selection function, the most qualified applicants are selected which arehired by the recruiting function by their skills. It benefits the organization in recruiting skilledand talented employees for the organization (Bratton and Gold, 2012).Training and Development: Training and development enhances the skills and knowledge ofemployees to perform their jobs effectively. This program provides useful means of assuringthat employees are capable of performing their jobs at the acceptable levels. Tuition assistanceand tuition reimbursement programs are the example of the training and development. (Bullerand McEvoy, 2012). It benefits in developing performance capabilities of individuals. Theprograms helps in preparing employees for higher level responsibilities within the organisationCompensation: Human resource management provide rational method for determining howmuch employees should be paid for performing certain jobs. It is related to employeedevelopment in which it give incentive in motivating employees (Wang and et.al., 2013). Theincentives include higher levels of job performance and high pay from which they getmotivated and provides benefits to the organization. Evaluation of the roles and responsibilities of the line HR managers can performEvaluation of roles and responsibilities of the line HR manager are as follows. Line managersare an important source of organization which gathers information about worker satisfaction levelfrom their different strategies. these strategies are implemented by the higher management to take intoaccount in their organizational planning process (Rosemann and vom Brocke, 2015). Blue Inc hasstrategically integrated HR into their overall plans. Recruitment and management of employees arecarried out by the line managers. The roles and responsibilities are:Employee Engagement: The approach which line managers take in supervising theiremployees is the most critical factor in employee engagement. Line managers create4

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