Report on HRM: Evaluating Requirements and Preparing Contracts

This report provides a comprehensive overview of Human Resource Management (HRM), focusing on the evaluation of human resource requirements and the preparation of both employee and service contracts. The report begins by emphasizing the importance of HRM in managing and improving employee productivity, highlighting key functions such as recruitment, training, and performance appraisal. It then delves into the reasons for the necessity of HRM within an organization, including fostering good industrial relations, creating organizational commitment, adapting to changes in political philosophies, and meeting the demands of a changing business environment. The report further elaborates on the need to adapt to technological advancements and changing employee expectations. A significant portion of the report is dedicated to the creation of an employee contract, detailing essential components such as employment terms, position responsibilities, compensation, benefits, probation periods, performance reviews, termination clauses, non-competition agreements, and legal considerations. This detailed analysis aims to provide insights into effective HRM practices and the legal frameworks that govern the employer-employee relationship.

MANAGING HUMAN
RESOURCES

Table of Contents
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
Part A: Evaluate Human Resource Requirement........................................................................1
Part B: Prepare an Employee Contract........................................................................................3
TASK 2............................................................................................................................................9
Part A: Prepare a Service Contract..............................................................................................9
Part B: Prepare Human Resource Management Plan................................................................10
CONCLUSION..............................................................................................................................13

INTRODUCTION
Human Resource Management is designed to manage and improve employee
productivity in a business enterprise. The main function of human resource management service
is to retain and attract workers of highest quality. Mainly HR Department is accountable for
overseeing workforce recruitment, training and development, staff benefit design, reward system
and performance appraisal (Batt and Colvin, 2011). HR Managers focuses on governing the
human capital and implementation of various processes and policies. Along with this, HR
Department deals in managing the amenities and working condition of the firm such as health,
social and medical services. This assignment is based on managing human resource services in
an organisation. This report identifies the requirement of human resource and prepare service and
employee contact in order to accomplish overall objective of the firm effectively and efficiently.
TASK 1
Part A: Evaluate Human Resource Requirement
Human Resource Management is the process of controlling human behaviour in a
systematic way. Success of every business enterprise rely upon the capabilities ans skills of their
personnel. It helps to generate good rapport between their subordinates and management. HR
Manager mainly handles the issues related with employees compensation, performance
management, benefits, wellness, motivation, training and development and safety etc. HR
Professionals also create opportunities for their workforce which enables them to grow
personally and professionally (Bloom and Van Reenen, 2011). HRM plays a significant role in
achieving various goals and objective of a company constructively. Following are the reason
which depicts the requirement of human resource management in an organisation are described
as:
 For Good Industrial Relation: There are various factors that creates gap or distance
among management and worker such Part B: Prepare an Employee Contractas trust factor
issues, different expectation of workforce , increasing militancy in labour union etc. In
such cases both management and worker blame each other which gives rise to conflict
among them. Due to lack of co-operation and co-ordination in the company, performance
of employees is affected adversely, thus the need for HRM arises.

Human Resource Management is a process that maintains proper understanding between
management and worker. HR Manager focuses on providing training and development to its
workforce which enables them to achieve higher organisational and individual objectives. The
personnel are required to know that diverse managerial activity aid them in attaining their overall
organizational goal effectively.
 Create Organisational Commitment: Human Resource Management of a company
focuses on enhancing the quality and efficiency of their workers which results in gaining
competitive advantage for them at an international level. HR Department helps to
generate sense of satisfaction or pride among workforce which enables them to achieve
their specific goal more constructively (Buller and McEvoy, 2012). Currently, every
business enterprise is working globally which enables them to employ such workers or
staff members that help in attaining the overall organisational goal effectively. Human
Resource provides adequate training and development to personnel according to the
requirement of the company which improves their overall productivity.
 Change in Political Philosophy: Human Resource is entitle to use various political
philosophies that has go through a substantial modification all across the globe. For
instance in India, Government has formed isolated ministry in the form of Human
Resource Development which deals in providing adequate skills to their labours. Various
countries initiated the Skill India Program which focuses on improving the abilities and
skills of people (Purce, 2014). This shows that Human Resource Development is
important for every organisation. Company's have HR Department which deals in
managing their workforce.
 Meeting the Changing Environment: In Today's era where Business Conditions are
changing rapidly, leads to create an urge for business organisation to adapt themselves
with the changing environment. Various technological improvements and introduction of
automation has modified the production process of an organisation which improves their
overall productivity and profitability. Human Resource Management are required to cope
employees with the changing situation so that they can adapt themselves accordingly.
The role of HR manager is provide adequate training to their personnel in terms of
dealing and handling new technology which increases their operational efficiency. Such

training program also provides opportunity to worker to grow personally and
professionally (Choi, 2011).
 Meeting Research and Development Requirement: With technological innovation and
advancement, company focuses on hiring such employees who can easily deal with
upgraded technology. Thus, demand for higher skilled person arises who has better
knowledge and skills in terms of changing environment (Ployhart and Moliterno, 2011).
HR Team is required to adopt new policies and approaches in order to find out such
capable people for a firm.
 Enhanced Pressure On Employees: Technological advancement makes easier for firm
to use machines in a sophisticated way. Company's require high skilled personnel who
carry out activities related to the innovation of new technology such as installation,
maintenance, monitoring and controlling etc. This creates an urge among employees to
improver their skills and competency according to the changing environment but at the
same it creates pressure on the existing workforce as now they have to work hard in order
to increase their overall productivity (Clark and et. al., 2016).
Part B: Prepare an Employee Contract
Employee Contract defines as a legal agreement held between individual and company
which states all important elements regarding the joining of the employee.
Employment Agreement
This Legal Agreement creates as of Wednesday of 29 November 2017 between James a
corporation integrate under the supervision of laws and regulation of Province of Australia and
having its head office at Studer Group and James of Sydney in the province of Australia.
Whereas the worker desire to attain the welfare of services provided by the Studer Group,and
James desires to furnish services as per the company's terms and condition.
IN BEHOLDING the promises related to valuable and good consideration both the parties
agrees as described below:
1. Employment
The worker agrees to perform faithfully and industriously towards putting their best

performance. Personnel use their skills and competences fully that achieves overall
organisational goal. Company clearly state the roles and responsibilities to the employee which
enables them to show their talent and skills. Company can further carry out policies and
procedure either orally or in written. It also agreed and understood by the employee that their
concerned roles, duties and responsibilities might change or alter which may lead to termination
of the contact between the employee and employer.
2. Position Title
As a Marketing Manager, the worker is required to carry out following roles and responsibilities
that undertake by Employee in an executive way.
a) Developing Operational Strategies
b) Serve faithfully
c) Co-ordinating with other employees
d) Build Competitive Intelligence
3. Compensation
a) As total compensation for the work done by the employee shall be salaried at different rate
of 500 dollars.
b) All the reasonable expenditure generate during the course of employment will be reimbursed
by the company at the end of accounting period.
4. Vacation
Employees working under Studer Group entitled to the number of a 25 vacation during the
financial year.
5. Benefits
Studer Group benefits of Health plan that may currently change from time to time.
Incentives and Rewards are entitled to employees on the basis of their performance.
6. Probation Period
It is agreed and understood at the end of EMPLOYEE part that they are constitute on the period
of ninety days during which the performance of the employee is evaluated. This period might
lead to terminate the employee without giving them any advance cause or notice.
7. Performance Reviews
Employees are evaluated on the basis of their performance at least once or twice per year
depending upon the potential of their performance level.

8. Termination
The Employee may whenever fire this understanding and his work by
giving at least two weeks composed notice to the Employer.
The Employer may fire this Agreement and the Employee's work at
whenever, without notice or instalment in lieu of notice, for adequate
reason.
The Employer may fire the work of the Employee whenever
without the necessity to indicate adequate reason according to (b) above,
given
the Employer pays to the Employee a sum as required by the Employment
Models Act 2000 or other such enactment as might be in actuality at the
time of
end. This instalment might constitute the representatives whole
qualification
emerging from said end.
The representative consents to restore any property of
___________________________
at the season of termination.3

9. Non-Competition
(1)
(2)
It is additionally recognized and concurred that following end of the
representative's work with ________________ for any reason the worker
might not contract or endeavour to procure any present workers of
_________________.
It is additionally recognized and concurred that following end of the
worker's work with ________________ for any reason the representative
might not request business from current customers or customers who have
held
________________ in the half year time frame quickly going before the
representative's
end.
10. Laws
This understanding might be administered by the laws of the Province of
Ontario.

11. Free Legal Advice
The Employee recognizes that the Employer has given the Employee
with a sensible
chance to acquire free lawful exhortation as for this
understanding, and that either:
(a)
(b)
The Employee has had such free legitimate guidance preceding executing
this understanding, or;
The Employee has enthusiastically picked not to acquire such guidance
and to
execute this understanding without having acquired such guidance.
12. Whole Agreement
This understanding contains the whole assertion between the gatherings,
superseding in all regards any
and all earlier oral or composed assertions or understandings relating to

the work of the
Worker by the Employer and might be corrected or altered just by
composed instrument marked
by both of the gatherings hereto.
13. Severability
The gatherings hereto concur that in the occasion any article or part
thereof
of this understanding is held to be
unenforceable or invalid at that point said article or part might be
struck and
all residual arrangement might
stay in full power and effect.4
IN WITNESS WHEREOF the Employer has made this assention be
executed by its appropriately approved officers and the Employee has set
his hand
as of the date first above composed.
Marked, SEALED AND DELIVERED within the sight of:

________________________________________
[Name of employee]
________________________________________
[Signature of Employee]
________________________________________
[Name of Employer Rep]
TASK 2
Part A: Prepare a Service Contract
Format of Service contract:
29th November, 2017
James Mathew
Australia
Subject: Appointment for post of Assistant Manager
Dear James,
We are pleased to offer you. The position of Assistant manager with Studer group on the
following terms and conditions.
1. Commencement of employment

Your employment will be effective , as of 01 December,2017
2. Job title
Your job title will be Assistant manager, and you will report to Mr. Rahul Badsra, Manager of
Studer group.
3. Place of posting
You will be posted at Jaipur, Rajasthan. You may however be required to work at any place of
business which the company has, or may later acquire.
4. Salary
Your salary and other benefits will be as set out in Schedule1. Hereto.
5. Hours of work
The normal working days are Monday to Saturday. You will be required to work for such hoyrs
as necessary for the proper discharge of your duties to the company. The normal working hours
are from 9.00 a.m. to 6p.m and you are expected tp work not less than 54hours each week, and
if necessary for additional hours depending on your responsibilities.
6. Leave/Holidays
You are entitled to casual leave of 15 days.
You are entitled to 10 working days of paid sick leave
Signature of candidate Signature of manager
Studer group

Part B: Prepare Human Resource Management Plan
HRM Plan tends to define worker responsibilities and roles, organisational charts,
training requirement, how much resources and time required throughout the entire project.
Basically this plan outlines the aim of company towards attracting, selecting, training, assessing
and rewarding their workforce. It aims at getting right people at right job. Here the chosen firm is
Studer Group which is a healthcare consultancy firm deals in recognizing birthdays of their
employees (Daley, 2012). Following are the steps that are required in making human resource
planning are described as follows:
(Source: Human Resource Management, 2017)
 Analysing Organisational Objective: Here the objective of Studer Group is to
recognize birthdays of their employees and provide them gift card. Their main aim is to
provide satisfaction to their employees. Studer Group focuses on motivating their
Illustration 1: Human Resource
Management Plan

employees as they believes that motivated and satisfied employees leads to generate more
profits for the firm. Along with this, Studer Group engage their workers in various
decision making process which makes them feel contributed towards the company.
Studer Group connects workers personally to their mission (Fine, 2012). Leaders and
supervisors sends handwritten note to their co-worker for their brilliant performance
which ultimately leads to motivate the employees.
 Inventory of Present Human Resources: Currently there are 216 employees working
Studer Group. The cited company is focusing on recruiting more personnel in the
following year. Studer Group is mainly focusing on recruiting their workers internally.
Though they are also using external source of recruitment but their main emphasise is on
internal recruitment. They motivated their staff and make them feel contributed towards
the organisation which helps to increase their retention rate (Meredith Belbin, 2011).
 Forecasting Demand and Supply of Human Resource: At this stage, Studer Group
estimate the demand and supply of their human resource according to the requirement of
different position. In order to achieve company's goal more effectively, it is required to
have balance relationship that exist between job specification and job description. Studer
Group ensures putting right people at right job, thus it analysing the competencies of their
employees so that they can fix them on the basis of their skills and knowledge (Glick
Stein and Edelson, 2011).
 Estimating Manpower Gaps: Manpower gaps generally determined by the surplus or
deficit of demand and supply of human resources. Surplus constitutes termination
whereas deficits represents new recruitment. Studer Group focuses on attaining Deficit
rather than surplus. Because they are generally emphasise motivating employees rather
than terminating them. Studer Group mainly recruit from the internal sources, any surplus
in terms of human resource might lead to decrease the morale of their staff members.
Further termination leads to generate the vacancy of personnel. In order to avoid surplus
situation, Studer Group are required to provide adequate training and development
programmes to its personnel (Gruman and Saks, 2011).
 Formulating the Human Resource Action Plan: This step further proceeds after
knowing the surplus and the deficit factors. Action plan generally deals with recruitment
of new personnel and their training and development part. Different programmes can be

made according to the surplus and deficit factor. For instance, Studer Group initiate
various schemes of voluntary retirement and redeployment that deals with surplus and for
dealing with deficit they are arranging training and development programmes which
improves their productivity (Kehoe and Wright, 2013).
 Monitoring, Control and Feedback: This step includes implementation of human
resource management services action plan. Studer Group allocates employees according
to the requirement. Further the action plan, has been monitored by the HR Managers or
Professionals so that they can determine any error or detect and take corrective measures
accordingly (Jiang and et. al., 2012). Action Plan is considered generally as the outcome
of implementation of actual human resource plan. Feedback has been given by Studer
Group to its employees so that they can improve their performance which results in
achieving overall productivity.
CONCLUSION
As per the above report it can concluded that Human Resource is considered as an
important part of business organisation which aims at managing the behaviour of human. HR
manager aims at comparing different needs of firm with the want and needs of workers. Human
Resource Management helps to build competitive advantage of the firm. HR Managers generally
focus on providing adequate training and development to their personnel which yield higher
retention and workforce productivity. Human Resource Management Services focus on retaining
the quality of their worker. HR Management motivates the employees by effectively
communicating with them. Open communication entitle employees to discuss their issues with
other co-workers and mangers. Along with this, HR Department emphasis on engaging
employees in the company's decision making process which makes them feel contributed
towards the organisation.

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