Unit 10 Human Resource Management
Added on 2019-12-28
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UniversityHuman Resource ManagementByDateNameLecturer’s Name
Human Resource ManagementContentsPart I : Recruitment and selection................................................................................................................3Task 1:.........................................................................................................................................................3Part II: Employee Performance, Development and Reward.......................................................................10PART III: Employment relationship..........................................................................................................13Page 2 of 16
Human Resource ManagementPart I : Recruitment and selection Task 1:The workforce planning purpose and the importance of HR Manager in Woodhill College for resourcing and planning of workforceThe process of acquiring, training, compensating, appraising employees is known as Human Resource Management. This helps to motivate the employees to achieve both the organizational and individual goals(Setyowati, 2016). The nature of HRM has different management roles like: planning, directing, organizing and controlling. It also helps to achieve the organizational, individual, and social goals and objectives. The scope of HRAM refers to the activities that are done by the HRM and its professionals. Human Resource job analysis project, selection and recruitment, planning, development and training, induction and orientation, performance assessment, payment planning, compensation, developing business relations, motivation and health welfare, safety are the scopes of HRM. The best fit and best practice approaches differ in their meaning and aspects. This model highlights on the arrangement and significance of working on the various techniques of human resource management. The different human resource policies must fulfill the operational and cultural features and conceptual procedures of the organization. The best-practice model refers to the fact that there are certain universal human resource strategies that are applicable in every kind of company and helps the companies to achieve competitive advantage as well as improvement of production outcome that enhances a strong connection between the applications and performance of a business organization(Orrick, 2008). The Human Resource Management can be declared as easy and rigid representations. The soft business tool centrally highlights on a strategic outlook of the individuals’ regulatory behavior and place commitment of the management, reliance and own-direction. But in another Page 3 of 16
Human Resource Managementside the firm business tool puts on stress in strategic rationalized fits, and the places emphasizes on the management’s performance along the instrumental approach to the individuals of management.Workforce planning is a method that is aligned to meet up the demands and priorities of the business along with the workers that ensures to meet organizational objectives, production, regulatory, service and legislative requirements. Large corporate and firms consists of two kinds of the labor-power market as independent primary and subordinate primary. The peripheral or small scale industries have the crafts and skilled bunch of employees and secondary classed recruits who are the poor working class.The HRM department of Woodhill College emphasizes on the employment of new applicants where they have to face high workforce turnover. Their employment and selection planning including with receiving Curriculum Vitae following the step of interviews that a HR Manager decides. The applicants are taken interview in a panel of two-member from the educational department(Mead and Andrews, 2009).The Weaknesses and powers of different styles to employment and selectionThe techniques of employment and selection are essential methods or forming the team control.Recruitment process begins with the needs of an organization for engaging some moreemployees in a departmenteither the reason of the existing employees have gone or because theneed for the fresh staff.The process continues until the appointments are done. Selection is a procedure of differentiating among the applicants to identify and pick up the individuals with requisite qualifications and competence to fill the allocations in the job field. The strengths of this procedures are quick decision making of the internal recruitment. The procedures of Page 4 of 16
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