P1- Purpose and the Functions of HRM
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Added on 2020-11-12
P1- Purpose and the Functions of HRM
Added on 2020-11-12
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INTRODUCTIONHuman Resource Management is a process of an organisation of selecting, Recruiting,giving training to employees. It also includes the functions like benefits, appraisals, incentivesand rewards. The last function is maintenance which involves commitment and loyalty ofemployee to organisation. In this report there many approaches and functions of HRM. They areresponsible for maintaining proper relations with employees and developing rules andregulations regarding employee safety and health (Albrecht and et.al, 2015). HR managementmaintain workforce, develop and implement policies or procedures. HR Management has basic 4functions with respect to organisation management and development: Staffing, training anddevelopment, motivation and last maintenance (Jackson, Schuler and Jiang, 2014). Staffing is arecruitment process in which HR select top ranked potential candidates for company throughinterviewing, applications, networking etc. TASK 1P1- Purpose and the functions of HRMHRM plays a significant role in any business in terms of skills and abilities i.e. HRM isresponsible for managing all work within an organisation successfully.According to Edwin Flippo “Human Resource Management is defined as planning,leading, organizing, controlling of acquisition, improvement, integration, maintenance andtermination of human resources to the end that individual, organisational and objectives can beachieved”.Nature of human resource management is that the HRM is combination of managementfunction of any organisation like planning, directing, organizing and controlling. It involvesdevelopment and maintenance of human resources to achieve organisational objectives. HumanResource Management is a continuous process which work for team spirit and team work. The Human Resource overall purpose is to achieve the goals and objectives of companyThey hire right person with high potential for the company. The selected candidate should beprovided proper training and giving intensive orientation to know his assigned duties and hisexact job description and job role. Later, t assessment of employees’ performance should be donein order know whether the employee work as per the standard set or not (Cooke, Saini and
Wang, 2014). Deserving employee should be rewarded or paid for the great job they did for theorganisation. The HR management should implement the safety or security measures foremployees and see that they are strictly followed. Maintaining healthy relationship betweenemployee and management avoids conflicts between them which will affect the performance ofan organisation.There are two approaches of Human Resource Management (HRM) for planning andresourcing: Soft and Hard. In Hard HRM management, manager treats employee simply asresource like machinery or buildings. In this a strong business planning of corporate can be donei.e. what resource do we need? Cost of resource, how to approach resource. The focus of HRM ison fulfilling the need of business and recruit and manage human resource accordingly(Fagerström, Lønning and Andersen, 2014). In Hard HRM is no surety of management whichshort-term changes of employees. The pay scale is according to business where operationalefficiency and cost are primary objective of Hard HRM. Appraisals of employees can be done onthe basis of performance of staff. Hard HRM is hasher approach where low wages, minimumtraining, close supervision and monitoring, appraisals and rewards are very low. Whereas in SoftHRM employees are treated as important resource for business. Employees are treated asindividuals and their needs are planned accordingly. Unlikely Hard Soft HRM focus onemployee needs and their roles, appraisals, rewards, motivations. The strategic plan of soft HRMis long-term workforce. In Soft HRM employees are encouraged for taking responsibilitieswhich create confidence among them. This gives the business high productivity, performance,adaptability and level of commitment because of happy employees is working which increasesthe efficiency and profitability of business.P2- Strength and Weaknesses of the various approaches of recruitment and selectionInterior Sources: Internal sources are within the organisation means when vacancies arethere existing employees are promoted or transferred. The employee who already on pay-roll canbe appointed for the post that implies promotions, transfer and some exceptional case demotion(Wehrmeyer, 2017). Employees are motivated for hard work when a higher post is given to anydeserving candidate. The post is given according to performance of employees. By Internaladvertisement employees are informed for such vacancies.Methods of Internal Sources:
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