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MANAGING HUMAN CAPITAL AND LEADERSHIP INTRODUCTION 3 TASK 13 Critically analyze HRD and recruiting relation

   

Added on  2020-11-12

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MANAGING HUMAN CAPITALAND LEADERSHIP

Table of ContentsINTRODUCTION...........................................................................................................................3TASK 1............................................................................................................................................3Drawing on relevant models, analyze the approach of the company .........................................3TASK 2............................................................................................................................................5Critically analyze the recruitment and selection relation to strategic human resource initiatives.....................................................................................................................................5TASK 3............................................................................................................................................6Discuss its approach to HRD and explain how this could be improved.....................................6TASK 4............................................................................................................................................8Critically evaluate classical theory of motivation and their effective way of performing the task. ............................................................................................................................................8TASK 5............................................................................................................................................9Discussing the characteristics of effective leaders Drawn on relevant models to justify your analysis .......................................................................................................................................9CONCLUSION .............................................................................................................................10REFERENCES .............................................................................................................................11

INTRODUCTIONManaging human resource is the complex process for the company organization in orderto meet the needs of the employees needs. It is the necessary process for each and everyorganization in order to grab the attraction of their talented employees. Apart from that, it is theoverall process under which company take care the needs of their employees who is the onlyreason of company success. Present study based on Managing human resource and leadership.For that Hilton Hotel will be taken into action. It is the most popular organization. It will becover the all important aspects of the human resource management. How management managethe working of the company or their employees. Further, it will critical the recruitment andselection process. Moreover, the study outcome is that to generate the awareness of managinghuman resource management and it will discussion it will conclude that, employees are theimportant source of management. TASK 1Drawing on relevant models, analyze the approach of the company Human resource management is among the most important and essential and necessaryfunction of the organization. This function has been followed by the company with some greatpractices and theoretical – methodological research. It is a natural situation generated mainly bythe following variables. It is all based on human resource through which all company functionshas performed in more systematic manner (Arena and Uhl-Bien, 2016). There are four majormodels of human resource management which helps to perform better human resource practicesin Hilton. Specially, in hospitality sector human resource play a very essential role in differentmanner such as to escort clients, to provide good behavioral manner of welcoming the guest. Itgives new opportunity and growth in order to meet the needs of the organization. Everyorganization provides analytical framework for HRM. It gives better performance level in orderto meet the needs of the organizations. It is the most complex process in the organizations tomaintain their best practices. Mainly there are cover four models of HRM that is The Fombrun,Harvard, The guest and The Warwick. These models will help to Hilton to understand employeesin more effective manner. The Fombrun ModelThis model of HRM has being the first that emphasizes four functions and theirrelatedness. Moreover, this model of HRM covers most essential functions or practices that aremost required and necessary such as selection, appraisal, development and rewards. For whichindividual person can easily attract towards the better performance. This will help to discover thenew changes and ideas from positive environment (Bidwell, Won and Mollick, 2015). Apartfrom that, it will also discover the new things which have been motivated and effective for theorganization. These four constituents have given large impact on the employee’s behavior. Thishas been given more advantage to the company behavior. The Fombrun model is incomplete as it

focuses on only four functions of HRM and ignores all contingency factors to remove allnegative impacts. The Harvard ModelIt is another model of HRM who helps to make understand and social challengingbehavior that really needs better environment and challenging behavior. Apart from that,according to Harvard Model they claims to be comprehensive in as much as it seeks to comprisesix critical components of HRM such as Interests, stakeholders, situational factors, HRM policychoices, HR outcomes, long term consequences and back loop (Boon, Eckardt and Boselie,2018). All these certain dimensions provoke the nature of HRM. All the outcomes will flow onthe floor according to the needs and wants of the organization. More apart, there explanation ofsome critical dimensions of Harvard model. Stakeholder Interest: stakeholders are the most influential and effecting factors to theorganization. Sometimes due to some circumstances they directly affect business activities andgrowth. Along with that, it will also help to consider the growth management and influencingfactor. Apart from that, it will also help to motivate another matter of fact. There are someelements such as shareholders interest, management, employee groups, government andcommunity. HRM policies: HRM policies directly relate employees with the company positiveenvironment. Apart from that, it wills also playing some more enlarging and good effectivepolicy making. HRM helps to influence individual employee. Moreover, organization shouldintroduce best productive HRM policies in order to get the best outcomes from employees(Cascio, 2018). Every employee thinks to work with great organization who having greatexposure for them. Such influencing factors are Employee influence, human resource, Rewardssystem etc. apart from that; it will also help to get the new working ideas and innovation fororganization growth. HRM Outcomes: HRM outcomes has given goof employee faith and loyalty given votein order to beat the best employee attraction. Apart from that, there are so many outcomes comeout that are most beneficial for the organization. Commitments, Competence, Congruence andcost effectiveness approach. Apart from that, every organization should be very much loyal andimpressive in terms of very good nature of thoughts. Long term Consequences: According to Harvard these factors are largelyaffecting and effective according to get the best source of income for the organizations. HRMpolicies have given great impact on business activities. Such as individual behave in moreeffective manner (Chadwick, 2017). Organizational effectiveness and social well being nature ofgrowth. It gives long term effective in term of making good things possible and making taskoriented goods and services. Apart from that, employee retention should also very seriousconcern for the organization for which they needs to make good HRM practices. Guest Model: it is another model of HRM this model of HRM has been given bythe David Guest in 1997. It has been observed that, it is the most superior model from others. Itrefers that HR of the company should adopt the best strategies for their employees according to

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