Human Resource Management Neha Cangi

Added on - 16 Sep 2019

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Unit 3 Human Resource Management Neha Cangi0570916Unit 3Human Resource Management0
Unit 3 Human Resource Management Neha Cangi0570916Table of ContentsScenario 1: Restructuring Human Resource Department..........................................................21. 1.1 Purpose and Functions of HRM...................................................................................21.1.2 Appropriate Talent and Skills from HRM....................................................................21.1.3 Approaches to Recruitment and Selection....................................................................31.1.4 Strengths and Weaknesses of Approaches....................................................................3.1.5 Strengths and Weaknesses of Approaches (Example)....................................................41.2.1 Benefits of Different HRM Practices............................................................................41.2.2 Different Methods used in HRM Practices...................................................................41.2.3 Effectiveness of Different HRM Practices....................................................................51.2.4 HRM Practices and Application....................................................................................51.3.1 Employee Relations and Approaches............................................................................61.3.2 Importance of Employee Relations in HR Decision-Making.......................................61.3.3 Employment Legislation and Impact on HRM Decision-Making................................61.3.4 Employee Relations Management and Employment Legislation and Impact on HRM................................................................................................................................................7Restructuring Suggestion.......................................................................................................7Scenario 2: Recruitment and Selection Process.........................................................................82.1.1 Job Description Design and Person Specification........................................................82.1.2 Tailored CV...................................................................................................................92.1.3 Preparatory Notes for Interviews..................................................................................92.1.4 Job Offer........................................................................................................................92.2.1 Rationale for Recruitment and Selection Process used.................................................92.2.2 Employee Relations and Application of HRM practices..............................................9References................................................................................................................................111
Unit 3 Human Resource Management Neha Cangi0570916Scenario 1: Restructuring Human Resource DepartmentThe company that has been selected for the assessment is the one in which the author havefew months of internship experience. The paper is concerned with the assessment of thevarious aspects of the human resource department. The purpose is to restructure the humanresource department based on the findings of this report. The effectiveness of the humanresource function will be reviewed and assessed throughout this section. The selectedcompany has 150 employees that are handled and managed by the human resourcedepartment.1. 1.1 Purpose and Functions of HRMThe purpose of the HRM is to ensure that the right candidate is hired to the company,employees are well compensated and design of the work is such that none of the employeeget overworked and stressed (Need, 2006). The human resource managers conductassessment of the expected employee requirement within the organization in the days to comeand based on that, they prepare the recruitment and selection drive. The recruitment andselection is followed by the training of the employees concerning particular division. Duringthe training of the employees, line managers accompany to impart practical knowledge aboutthe work aspects. Moreover, the classroom training is followed by on the job training. TheHRD also takes care of the appraisal of the employees periodically. The appraisals arefollowed by training or firing.1.1.2 Appropriate Talent and Skills from HRMThe human resource management helps in identifying the talent gap within the organizationand then employing right recruitment methods to bring in the appropriate talent and skills.The HRD helps in keeping track of the rate of attrition within the company and employs right2
Unit 3 Human Resource Management Neha Cangi0570916environmental factors to retain those who are talented and can add to the organization. Apartfrom this, it also helps in aligning the workforce according to the business objectives. Thegoals and objectives of the organisation is the key driver behind the type of the candidatehired within the organization (Meyer and Smith, 2000). If the one of the objectives of thebusiness is to grow in the field of technology, then it is the responsibility of the HRM to hireright candidate from that field of interest.1.1.3 Approaches to Recruitment and SelectionThere are multitude of approaches to the recruitment and selection. The approaches widelyused within this company are employee referral and advertisements in the weeklyemployment newspapers. The employee referral within the organization has been theappreciably successful method to bring in the candidates who are already aware of theorganizational culture. The employee referral has been the reliable source as the existingemployees are aware of what type of individual can sustain in this organizational climate andthus refer only such employees (Deshpande and Golhar, 1994). This makes the job of theHRD easier. The employment newspapers have been the reliable source for most of theemployment seeking candidate and therefore the company gives advertisements. Theresponses have been mild but still good number of candidate pay visit to the company.1.1.4 Strengths and Weaknesses of ApproachesThe employee referral is the most preferred method for the selection of the candidate even inthe large sized organizations. The reason behind such preference is the ability of this methodto provide quality candidate to the company. In most cases it happens that the employee whois referring a candidate unknowingly sends one similar to the referrer. This reduces the effortof the human resource department in looking at the cultural fitment of the candidate and onlymajor skills become the point of assessment (Fernandez and Casilla, 2001). Employee3
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