Managing People and Organization

This document discusses the functions of human resource management, including recruitment and selection, job analysis and design, and employee relations. It also explores the impact of HRM on employees and performance through training and reward management. The role of line managers is illustrated through examples from Starbucks and Google. Overall, the document emphasizes the importance of effective HRM practices in achieving organizational success.

Running head: Managing people and organization
Managing people and organization

Managing people and organization
Table of Contents
Introduction......................................................................................................................................3
Functions related with human resource management......................................................................3
Recruitment and selection............................................................................................................3
Job analysis and design................................................................................................................3
Employee relations.......................................................................................................................4
Impact of HRM on employees and performance.............................................................................4
Line manager’s role with the example of two companies...............................................................5
Starbucks......................................................................................................................................5
Google Company.........................................................................................................................6
Conclusion.......................................................................................................................................7
References........................................................................................................................................8
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Managing people and organization
Introduction
It is analyzed that HR has a significant part in relation to the overall growth of the business. The
essential contributory area that relates with growth of the company is the employee’s
management. The organizational success in relation to the economy of market emphasizes on the
proper resource utilization like financial factor, material resources and with the employees. The
report will highlight different factors concerned with the human resources and it helps
organizations to achieve growth in market.
Functions related with human resource management
It has been stated by Bratton and Gold (2017), that HRM helps in contributing towards the
organizational success and it can be only done if emphasis is given on the various aspects.
Various functions like Job analysis and design, selection and recruitment and also the link of the
workers has essential role in enhancing the success of company in the market.
1. Recruitment and selection
It is known as the essential method that assists companies in achieving growth in the market. It
can be said that without talented employees, the organizations will fail to achieve growth
whereas it is stated that if the right employee at the right place is appointed then assist in
enhancing the efficient in relation to the assigned work. To recruit and select the efficient
workers can help in boosting the growth of the organization. There are various operations which
are considered of the workers at the time of choosing the right person for the job. Therefore, it is
necessary to emphasize on appointing the candidates who are capable enough to manage the
work of the company (Cohen, 2015).
2. Job analysis and design
It is necessary for workers to work according to job requirements as it can help them to give their
best in relation to the allocated task. If activities of the company are related with the experience
and skills then they will not be able to perform well and it can lead to low performance and also
adversely impact overall turnover rate. It is also said that the there are workers who demand
more and if their demand is not satisfied then it affect the growth ratio of the organization. It can
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Managing people and organization
is said that they also have the role in the process of decision making is boosted then it will assist
in enhancing the effectiveness in relation to the organizational activities (Morgeson, Brannick
and Levine, 2019).
3. Employee relations
According to Bailey et al., 2018, employee relation is one of the essential functions in human
resource management. The labor union exerts the powerful force on the employees and it also
affects the policies and procedures of the union workers. It is important for the human resource
management to focus on enhancing the employee’s relations but it can only be done when there
is proper understanding of the employee’s relations. But in relation to maintaining the relations
of the employees it can be said that it is the costly process for the companies. Therefore, relations
of the employees are known as the essential factor that can assist in enhancing the success of the
company (Marchington, 2015).
Effect of HRM on employees and performance Training
It is examined that the role of the HR is to provide training to its employees. It is considered as
method that affects workers performance. It is stated that training is the additional cost for the
organization whereas it is the essential aspect that enhance the workers performance. By
providing training the workers can have in-depth knowledge of the operations that are conducted
in the company and also it assist in boosting the employee’s skills in relation to the assigned
work (Banfield, Kay and Royles, 2018). The best practice of the HR is to emphasize on
organizations that offer training to the workers within the set budget. When the candidates are
selected for the job then it is essential for the HR team to boost the skills that are necessary for
conducting the particular work that is allocated by management. So, it is stated that the strategy
of training can help in enhancing the employee’s performance and also it will assist in adding
more value towards the organizational success (Vanhala and Ritala, 2016).
 Reward management
This is one of the aspects that impact the performance of the company and also boost the
retention rate in the workplace. The reward schemes are essential to be considered as it assists in
retaining and attracting the workers. In the present era, the challenge Hr face also focuses on the
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Managing people and organization
determining the employees pay and also to reward the workers but in high level of competition it
is important for the HR to focus on providing rewards so that performance can be enhanced of
the workers. Financial rewards that are provided to workers include various aspects such as
financial and non financial rewards (Guest, 2017).
When employees earn the rewards then it boost their motivation level and create positive mindset
towards the work. It is examined that reward management method is considered by HR team and
it is implemented in the workplace so that it could be easy to maximize the efficiency of the
employees. According to the graph, it can be examined that 66% of the employees focuses on
competitive compensation and 55% emphasizes on bonuses and merit based rewards (Willyerd,
2019). This simply states that reward management is known as the essential plan that can assist
to boost the value of organizations and also enhance growth opportunities for company.
(SOURCE: Willyerd, 2019).
Line manager’s role with the example of two companies
1. Starbucks
The HRM strategies focuses on the role that helps to achieve the success ratio of the company
can be elaborated with the example of the successful organizations that have aligned the
strategies with the overall corporate goals. Starbucks is the American Coffee house chain that
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Managing people and organization
has attained growth in the market. It is observed that the activities of the company are managed
in more 30,000 locations and it has also maintained the large customer base that prefers the
products and services. The company attained success in relation to the dedication level of the
employees who built good relations with the customers at the time of offering products and
services. In relation to the HR strategy of the company, the workers are known as partners and
they are offered different perks and advantages (Market Insider, 2019).
Starbucks has focused on implementing the HR policies in which different benefits are offered to
the workers such as Life insurance, retirement plans, hotels offers, holidays that are paid and also
training facilities. By considering these policies, the line managers ensure that they have created
good relation with the employees and can easily retain the workplace for long time. Retaining the
employees for the long time is important for the overall success of the company. The line
managers emphasizes on improving the skills of the employees by offering Barista Basics
training programs which they are provided with skills and development benefits to its barista to
boost the overall capability. By these practices, the managers focuses ensures that the workers
are ready and also give their best in maintaining the high quality coffee products. This strategy
considered by the company states that how effective HR policies can help in attaining success
and also in expanding its activities on the global platform (Market Insider, 2019).
2. Google Company
Google LLC is known as the American multinational technology organization. It can be said
that there are effective strategies that are considered by the organization to induce and retain the
talent engineers and Google also won the title of “best place to work” (Fortune, 2017). There are
different perks which are offered by the company and it also caters the requirements of the
employees which boost creativity. For instance: Free lunch, long maternal leaves, transportation
facilities and unlimited sick leaves are provided to the workers. The line managers in the
company permit the workers to work on their personal projects at the time of office hours which
enhances the creativity among the employees. The growth has been attained by the company due
to active involvement in the disruptive services that are introduced in the market. In order to
attain goals, the effective HR practices that help the organization to focus on requirements of the
workers which can also help in retaining for the long time (D’Onfro and England, 2015).
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Managing people and organization
Conclusion
Concluding part states that HRM has important role in enhancing the efficiency of workers.
There are organizations who achieve success if the emphasize on the different functions such as
job analysis, employees relation and recruitment and selection. There are different operations of
the HRM that impact employee’s performance such as training and offering rewards. The
essential role played by the line managers is elaborated in the examples of the company such as
Google and Starbucks. Therefore, it can be stated that the operations should be controlled in a
proper manner so that the growth can be attained.
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References
Bailey, C., Mankin, D., Kelliher, C. and Garavan, T., 2018. Strategic human resource
management. Oxford University Press.
Banfield, P., Kay, R. and Royles, D., 2018. Introduction to human resource management.
Oxford University Press.
Bratton, J. and Gold, J., 2017. Human resource management: theory and practice. Palgrave.
Cohen, D.J., 2015. HR past, present and future: A call for consistent practices and a focus on
competencies. Human Resource Management Review, 25(2), pp.205-215.
D’Onfro, J. and England, L., 2015. An Inside Look at Google's Best Employee Perks. [Online]
Available at: https://www.inc.com/business-insider/best-google-benefits.html [Accessed on 26
April 2019].
Fortune., 2017. Google.[Online] Available at:
http://fortune.com/best-companies/2017/google/[Accessed on 26 April 2019].
Guest, D.E., 2017. Human resource management and employee well‐being: Towards a new
analytic framework. Human Resource Management Journal, 27(1), pp.22-38.
Marchington, M., 2015. Human resource management (HRM): Too busy looking up to see
where it is going longer term?. Human Resource Management Review, 25(2), pp.176-187.
Market Insider., 2019. Starbucks Celebrates Global Milestone with 30,000th Store. [Online]
Available at: https://markets.businessinsider.com/news/stocks/starbucks-celebrates-global-
milestone-with-30-000th-store-1028036568 [Accessed on 26 April 2019].
Morgeson, F.P., Brannick, M.T. and Levine, E.L., 2019. Job and work analysis: Methods,
research, and applications for human resource management. Sage Publications.
Vanhala, M. and Ritala, P., 2016. HRM practices, impersonal trust and organizational
innovativeness. Journal of Managerial Psychology, 31(1), pp.95-109.
Willyerd, K., 2019. What High Performers Want at Work. [Online] Available at:
https://hbr.org/2014/11/what-high-performers-want-at-work [Accessed on 26 April 2019].
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