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15 Principles of Effective Human Resource Management and Their Applications

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Added on  2020-02-05

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15 Principles of effective Human Resource Management and their Applications Introduction 3 Part 1: Recruitment and Selection 3 Task 1: Knowledge 3 Workforce Planning and Role of HR Manager: 3 Approaches of Recruitment and Selection: 4 Task 2: Application 6 Job manager Role in the Education Sector and Job Advertisement along with Required Skills and Qualification: 6 Suitable Platforms to Place the Advertisement: 8 Job Specification and Person Specification: 8 Part 2: Employee Performance, Development and Reward 9 Task 3: 9 Difference between Training and Development: 9 Changes in Customer Experiences

15 Principles of Effective Human Resource Management and Their Applications

   Added on 2020-02-05

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1Principles of effective Human Resource Management and their Applications
15 Principles of Effective Human Resource Management and Their Applications_1
2Table of ContentsIntroduction......................................................................................................................................3Part 1: Recruitment and Selection...................................................................................................3Task 1: Knowledge......................................................................................................................3Workforce Planning and Role of HR Manager:......................................................................3Approaches of Recruitment and Selection:.............................................................................4Task 2: Application......................................................................................................................6Job Role in the Education Sector and Job Advertisement along with Required Skills and Qualification:...........................................................................................................................6Suitable Platforms to Place the Advertisement:......................................................................8Job Specification and Person Specification:............................................................................8Part 2: Employee Performance, Development and Reward............................................................9Task 3:.........................................................................................................................................9Difference between Training and Development:.....................................................................9Changes in Customer Experiences and Training need in Tesco:............................................9Identification of Training Needs:...........................................................................................10Benefits of a Structured Training Programme:......................................................................11Extent at which Training has achieved a Return on Investment:..........................................11Suggestion of Types of Approaches to Flexibility for Tesco:...............................................11Part 3: Employment Relationship..................................................................................................12Task 4:.......................................................................................................................................12Importance to Maintain Good Employee Relations and Influence on HR decisions:...........12Key Elements in Employment Legislations:.........................................................................13Conclusion.....................................................................................................................................14References......................................................................................................................................16
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3IntroductionIn the present competitive era, human resource management has become one of the significantconcepts of the success of the business organisations in the global industry. According to Frenchand Goodman (2012), the concept of human resource management assists the businessorganisations to develop skilled and knowledgeable workforce and employees in the organisationto achieve organisational goals and objectives. In today’s scenario, it is imperative for themanagers to attract, recruit and retain talented people for the long term benefits of the businessfirms. Currently, in this global world, due to the varied nature of people, management of man isa critical and challenging task for the organisations. At the same time, Berman (2015) arguedthat presently, most the organisations are highly emphasised on different approaches ofmanaging resources in the firm with talent and skills, which are appropriate to fulfil businessobjectives.This report explores the different principles of human resource management and their importancein the business world to attract, recruit and retain the talented employees and how to developlong term relationship with employee. There are three parts in the report. The first part exploresdifferent recruitment and selection approaches with the strengths and weaknesses to attract themost talented and skilled workforce and select the most adequate candidate as per the goals andobjectives of the company. Further, part 2 of the report presents the definition, purpose andimportance of training and development programmes to attain the company goals and objectives.At the next move, part 3 of the report is valuable to understand the importance of maintaininggood relationship with the employees and different elements of employee legislations and itsimpact on HR decisions.
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4Part 1: Recruitment and SelectionTask 1: KnowledgeWorkforce Planning and Role of HR Manager: According to the study of Curson, et al. (2010), workforce planning can be defined as the ideawhich is basically used to analyse and determine the needs of the organisation and making theemployee’s skills, capabilities synchronised with those needs and requirements. According to thegiven scenario of Woodhill College, the role of HR managers in the company is highly crucial.As the college management did not have any innovative approach of HRM and they relied on thetraditional concept of single recruitment method and advertising process, there is a huge scopefor workforce planning (Williams, 2012). In the firm, the role of HR manager is to anticipate the staffing and recruiting needs anddetermining the different satrapies that should be implemented to fulfil those needs. Further, HRmanager also ensures that workforce planning will enable the employees to provide theireffective contribution towards goal accomplishments. In regards to Woodhill College, thecompany need to recruit most talented and skilled people to manage the developing ambiance ofcollege and create a clear HR strategy for the fulfilment of further needs (Fadairo, 2013).Different functions of HRM such as recruitment and selection, induction programmes, trainingand development, compensation and benefits, etc. will help the firm to attract, retain and managea talented workforce and skills. In order to resolve the issues of Woodhill College, the HRmanager should adopt a different recruitment and selection approaches.Approaches of Recruitment and Selection:According to Jepsen and Grob (2015) in all the firm HR department and HR manager helps tofind a suitable person for a required job by detecting the skills and required qualities for that job.The HR manager develops different strategies and implements different types of approaches toinspect these factors within an individual, to boost and assist the person to focus on theorganisational goals and objectives. In Woodhill College, the HR manager should evaluate
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