logo

A review of the case study TASK 21

   

Added on  2021-01-01

8 Pages1865 Words109 Views
HRM CASE STUDY REVIEW

Table of ContentsINTRODUCTION...........................................................................................................................1TASK 2............................................................................................................................................12.1 Workforce planning..............................................................................................................12.2 Recruitment and selection.....................................................................................................12.3 Development and training.....................................................................................................22.4 Performance management and reward system......................................................................2TASK 3............................................................................................................................................23.1 Importance of employee relation and engagement...............................................................23.2 Flexible organisation and flexible work practices................................................................33.3 Employer of choice...............................................................................................................3TASK 4............................................................................................................................................34.1 Recruitment and the employment contract...........................................................................34.2 Discrimination and the equality act 2010..............................................................................34.3 Working time regulations and EU regulations......................................................................44.4 Health and safety...................................................................................................................44.5 Dismissals and the employment tribunal..............................................................................4CONCLUSION................................................................................................................................4REFERENCES................................................................................................................................6

INTRODUCTIONHuman resources practices are the essential aspects in organisational context to managethe human resources (What is human resource management, 2017). HRM is considered as aplanned approach which helps to manage people as per their efficiency and performance oforganisation. Evaluation of benefits and effectiveness of HRM practices are defined in thisreport. Evaluation of employee relations and engagement also defined in this context. Key areasof employment legislations also defined in this context. Brunswick House Vauxhall Restaurant isopted association to illustrate HRM practices.TASK 22.1 Workforce planningThis is the strategy which is used by employers to anticipate employee needs and evolveworker in more effective manner. It is required for employers of Brunswick House VauxhallRestaurant to plan short term and long term forecasting are considered in workforce planing.Short term forecasting contains as high volume roles, immediate requirements and hard to fillskills sets.Long term forecasting is mainly associated with future projects, strategic or businessgrowth and hard to fill skill sets with in the organisation. Allocation and appropriation of workmainly based on the skills and abilities of employees. With the use of workforce planningapproach managers of Brunswick House Vauxhall Restaurant be able to incorporate employeesin a single format and clear the career paths (Lengnick-Hall and et. al, 2011).2.2 Recruitment and selectionRecruitment: it refers the process of determining the potential candidates to apply theirJobs. It is also called as a positive terminology in terms of attracting and devising the plans forpossible for the vacant jobs. In this process the potential candidates are offered for best jobs andemployment. This is the initial stage of placement of employees with in the organisation.Selection: this is the terminology which is mainly associated with choosing thecandidates which are adequate as per vacant job. This also helps to fill the vacant position with inthe organisation. This is the process which mainly associated with placing the right person to theright designation in association. This is also considered as a negative process of elimination andrejection.1

End of preview

Want to access all the pages? Upload your documents or become a member.

Related Documents
HRM Practices for Profit and Productivity
|17
|5449
|3

Strengths and Weakness of Human Resource Management
|15
|3974
|233

Human Resources Management - Assignment
|12
|4224
|47

Human Resource Management on Tesco Sample Assignment
|15
|4275
|27

Analyzing Human Resource Management in Hotel Hilton
|12
|4465
|34

Functions of HRM for resourcing & workforce planning
|16
|3582
|21