Comprehensive Report: Managing Human Resources at Atos Consulting

This report provides a comprehensive analysis of human resource management (HRM) practices, focusing on Atos Consulting. It begins by differentiating between personal management and HRM, emphasizing the proactive and strategic nature of HRM. The report then explores various HRM functions, including recruitment, motivation, and performance management, highlighting their benefits to the organization. It evaluates the roles and responsibilities of line HR managers, analyzes the impact of legal and regulatory frameworks, and examines the importance of human resource planning. A comparison of recruitment and selection processes between Atos Consulting and Bearing Point is presented, along with an assessment of the link between motivational theory and reward systems. The report also delves into job evaluation, reward systems, performance appraisal alternatives, and employee exit strategies, including legal considerations related to redundancies and dismissals. The analysis provides insights into effective HRM strategies and their impact on organizational performance.

Managing Human Resource

TABLE OF CONTENTS
INTRODUCTION ..........................................................................................................................1
A) Difference between the personal management and human resource management ...............1
B) Various human resource management functions and its benefits to the organization...........2
C) Evaluation of roles and responsibilities of the line HR manager in managing human
resource.......................................................................................................................................2
D) Analysis of the impact of the legal and regulatory framework on managing human
resources and suggestions to change...........................................................................................3
E) Analysis of different reasons for human resource planning in organization..........................4
F) Comparison between the recruitment and selection process along with the proper
evaluation of the effectiveness of the processes of two organization.........................................4
G) Assessment of the link between the motivational theory and reward and recommendations
to improve workforce motivation................................................................................................5
H) Various reasons which highlight the importance of job evaluation.......................................6
I) Evaluation of the different reward system in different organizations and its effectiveness...6
J) Suggestions of various alternatives for the performance appraisal........................................7
K)Various reasons for employee exit from organization & recommendations to reduce
turnover.......................................................................................................................................7
L) Illustration of the employees exit procedure within different organizations and the
usefulness of exit interview.........................................................................................................8
M) Legal and regulatory framework impact of employees redundancies & dismissals over the
organization and recommendations.............................................................................................8
CONCLUSION................................................................................................................................9
REFERENCES..............................................................................................................................10

INTRODUCTION
Human resource management is an essential function of the organization which is
associated with the proper analysis of workforce in order to enhance their performance. There
are several policies related to human resource management which constantly influence the
performance of organization. Effective management of human resources helps in developing
dynamic work environment to grow and attain the organizational objectives. The present report
is focused on distinguished in between the personal and human resource management to analyse
the contribution of employees in order to attain the organizational goals. Along with this, roles
and responsibilities are properly evaluated to analyse the impact of legal and regulatory
framework on managing human resources. Effective planning is being carried out to adopt
different techniques for the recruitment and selection of employees. Further, proper evaluation is
being done to determine the reward system. Various methods will be examined to monitor the
employee’s performance. At last, different reasons are identified for employee cessation in the
organization. For better understanding of this report, Atos Consulting has been chosen.
A) Difference between the personal management and human resource management
Human resource management and personal management both are quite related concepts.
In the present era, human resource management is the new concept whereas personal
management is the older concept as it is associated with the traditional system. Human resource
management is related to the aspect to effectively manage and control the workforce (Armstrong,
and Taylor, 2014). On contrary, Personal management is associated with the administrative work
which is directly related to the workforce which is employed. Human resource management is
more effective as it incorporates different policies to strengthen the overall functioning of
organization. On contrary, Personal management is less impressive as it does not evolve
effective policies that strengthen the overall functioning of organization. Human resource
management provides clear vision to the employees as they are handled as a team within the
organization whereas personal management deals individually with the number of employees
present within the organization.
As per the market functioning, human resource management is considered as an effective
concept because it helps to incorporate different dimensions to enhance the working of the
employees at Atos Consulting. It helps in maximizing the performance of employees to reach the
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organizational goals. It is a proactive approach which helps in continuous development of Atos
Consulting as well as its employees and provides various growth options.
B) Various human resource management functions and its benefits to the organization
Managing human resource is that aspect with which the organization deals on the regular
basis in order to grow and expand within the work environment (Chuang, Chen and Chuang,
2013). Atos Consulting manages huge workforce to carry out different operations and control
the entire working in an effective manner. There are various functions that help in managing
human resources in an effectual way. These are discussed underneath:
Recruitment: Recruitment should be done in an effective manner so that right personal is
being selected to manage the entire working effectively within Atos Consulting. New joiners
must be competitive enough to perform the role that is assigned to them. Thus, this function will
benefit Atos Consulting in employing the right personal for the right post.
Motivation: To manage manpower effectively, it is essential that they should be
motivated properly so that they can enhance their performance and meet the goals of Atos
Consulting in an effective manner. This will build positive environment at the workplace.
Planning growth: Proper planning will enhance the growth aspect that is associated with
the overall development of Atos Consulting. Effective planning will help employees to attain the
goals and objectives in an effectual manner (Romiszowski, 2016). This will benefit Atos
Consulting to grow over the wider perspective with the professionals that are being hired.
Performance management: Managing workforce in an effective manner will result in the
managing the performance of the employees. With the effective management of the performance
aspect is closely monitored and reviewed by the higher authorities to manage the entire work
process. This will benefit Atos Consulting in attaining its overall objectives in more effectual
manner.
C) Evaluation of roles and responsibilities of the line HR manager in managing human resource
There are different roles and responsibilities of the line HR manager which need to be
evaluated in an effective manner to order manage the entire workforce within the organization.
These different roles and responsibilities help managers to allocate work effectively in order to
accomplish it within the time frame (Noon, Blyton and Morrell, 2013). Proper evaluation helps
in determining the roles and responsibilities of line HR manager in managing human resource at
Atos Consulting. These responsibilities as well as roles are discussed below:
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 It is their major responsibility to manage the entire working in an effective manner. This
can be done with the effective management of day to day working of the employees
which are being hired to perform various business operations at Atos Consulting.
 With proper training of the employees different operations are carried out in an effective
manner which helps in managing the working of the workforce (Stokes, Baker and Lichy,
2016). This result in the effective allotment of the different operations to the specific
employee as per their potential at Atos Consulting.
 Effective monitoring and review of the performance of the employees of Atos Consulting
helps in providing effective feedback for managing the performance aspect that result in
proper management of the workforce (Ulrich, 2013). This help in measuring the overall
performance and managing the human resources in an effective manner.
 Appropriate policies provide the proper framework to carry out the entire working in an
effective manner at Atos Consulting. This will result in the attainment of the goals and
with effective performance the manpower can be effectively managed.
D) Analysis of the impact of the legal and regulatory framework on managing human resources
and suggestions to change
Legal and regulatory framework has the greater impact on managing the human resource.
This framework needs to be followed by the employees of Atos Consulting to enforce effective
working. Proper analysis will regulate the entire operations with the proper follow up of the rules
and regulations that are well defined for the welfare of the employees (Kruppe, Rogowski and
Schömann, 2013). The framework is very effective as Atos Consulting follow different law
which are as follows:
Equal Pay Act: Atos Consulting ensures that the equal pay to the men and women in
respect to built up of the healthy work environment without any sort of discrimination is
essential (Kruppe, Rogowski and Schömann, 2013). This induces professionalism into the work
behaviour which is followed by the employee’s working at Atos Consulting.
Discrimination Act: This act focuses on avoiding discrimination among the workforce
over the various grounds at the workplace in terms of gender, their marital status and nationality
and many other as well. In accordance to carry out the respective operations of Atos Consulting,
it is being considered and followed up by each personal engaged in the entire functioning.
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Employment Act: This act is being framed to develop the effective solutions for the
disputes which are hindering the entire functioning of Atos Consulting. This act determines
beneficial provisions in order to resolve the disputes among the employer and employee (Lewis
and Sargeant, 2013).
E) Analysis of different reasons for human resource planning in organization
Human resource planning is the aspect which ensures that organization comprises of the
right workforce to manage the entire working in a right form. Different reasons needed to be
analyzed to ascertain the aspects that the organizational goals are attained in an appropriate
manner (Kerzner, 2013).
Atos Consulting is a big consulting firm which require effective planning to manage the
work. Therefore, effective workforce needs to be obtained to carry out the various operations.
Effective human resources planning helps to meet the demand to hire the right employee which
suites within the work frame of Atos Consulting. Moreover, forecasting about the training needs
of the employees will ensure that effectual performance of the employees after training. Human
resource planning helps to analyze the work standards to ensure the effective qualities of the
workforce to attain the organizational goals by developing the appropriate strategies are per their
suitability.
F) Comparison between the recruitment and selection process along with the proper evaluation
of the effectiveness of the processes of two organization
Recruitment and selection is an effective process for attaining the right personal and
manage the entire working in an appropriate manner but it differs from organization as per their
size and working patterns. The comparison is made between Atos Consulting and Bearing Point
which are the well know consulting firms that provide the services to the clients as per their
requirement (Lim and Ling, 2012). Atos Consulting adopts the online application in order to
recruit employees to fill up the vacant position within the organization. In contrast, Bearing Point
draws open applications from the people in order to fill up the vacant place within the
organization. Atos Consulting do the proper screening and determine the eligibility of the people
as per their requirement before conducting the interview. Whereas. Bearing Point directly
conducts the face to face interview to select the personal.
Along with this, proper evaluation is needed to ensure the effectiveness of the recruitment
and selection process to manage the entire working in an appropriate manner (Romiszowski,
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2016). The following aspects need to be considered to ensure the right personal is being hired to
carry out the entire functioning:
 Proper identification of the vacancies should be done in designing the effective eligibility
criteria so that the right personal is being recruited to carry out the different operations in
both the companies.
 Proper job specification and job description should be designed which provide the clear
image about the need and requirement about the vacant place within both firms (Stokes,
Baker and Lichy, 2016).
 Effective methods for making the selection need to be adopted so that the right person is
placed at a right place as per their qualities and as per their competencies.
However, effective recruitment and selection process will provide the accurate manpower
to render effective services to manage the entire working and attain the goals and objectives.
G) Assessment of the link between the motivational theory and reward and recommendations to
improve workforce motivation
Motivation is the aspect which influences the working of the people to perform and
achieve the goals and objectives that are defined as per their job roles. This aspect is closely
related to the reward factor which influences the behaviour of the individual to attain the defined
goals and objective with their effective performance.
There are different theories which are adopted by Atos Consulting to enhance the
working as well as their motivational level. To be more competitive, Atos Consulting adopts
Maslow's Need Hierarchy Theory to motivate the employees to perform and meet the desired
goals and objectives of the organization (Maslow hierarchy of needs theory, 2009). The high
level of authority should properly identify the needs and provide effective opportunities so that
the employees can enhance their performance. Moreover, motivation and reward have the direct
link with the performance aspects of the employees within the organization.
Basically, the motivational level of the employees can be enhanced by providing the
various rewards and recognition which induces effective working spirit among the employees.
Atos Consulting provide bonuses to the employees that act as the motivators for the employees
to enhance their performance and improve their satisfaction level of working within the
organization. Moreover, Atos Consulting provide incentives to the employees for their
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outstanding performance which enhance the motivation level of the employees and they work in
more effectual manner.
H) Various reasons which highlight the importance of job evaluation
Before doing the job evaluation, it is necessary to highlight the various reasons which are
important for determining the various perspectives associated with the job (Bratton and Gold,
2012). The job evaluation perspective deals with different dimensions which are related to the
job that the employee hold within the organization as per their characteristics.
The major important reasons behind the job evaluation are to highlight the following
characteristics which are discussed below:
Skills and Knowledge: The skill and knowledge of the person need to be evaluated in an
effective manner so that employees may effectively use it to attain the organizational goals in an
effective manner. They define the competencies of the employee to manage the entire working in
an appropriate manner (Kruppe, Rogowski and Schömann, 2013).
Leadership quality: It is the factor which induces the right use of the abilities to manage
the work and carry out the entire processes of Atos Consulting very smoothly. Leadership quality
is ascertained by the level of experience which the employee have in performing the job and
meet the objectives in an effective manner.
Relationship with employees and customers: Effective relationship with employees and
customers build up healthy work environment at the work place. With the proper evaluation and
assignment the completion of the task is done in much easier form. Hence, it help in enhancing
the market position of Atos Consulting.
I) Evaluation of the different reward system in different organizations and its effectiveness
Pay is not the appropriate reward for the employees to motivate and encourage them to
perform their job in more effective manner (Shields and et. al., 2015). Basically, reward system
comprises of two forms for the different organization which are present within the work
environment of Atos Consulting. Reward system act as motivator for the different employees
who are engaged to carry out the several operations and tasks which are assigned to them. It can
be provided in various forms as it is not necessary that it is given in the form of pay (Breslin,
2012). The different forms of reward system are discussed underneath:
Intrinsic Reward: These are the non-financial rewards which are provided to the
employees in the form of praise, recognition, promotions that act as the motivators for the
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employees. The effectiveness can be measured by the performance of the employees with these
reward allocation the employees enhances their role performance in more appropriate manner.
Extrinsic Reward: They are the financial reward which is provided by Atos Consulting
to employees to motivate them so that the performance factors are enhanced in an effective
manner. The reward is provided in form of bonuses, increment in the salary which the employees
are paid for their working and commissions etc. However, the performance of the employee can
be measured with the help of the employee’s performance graph which evaluate the efficiency of
the employees (Ranjan, Chatterjee and Chakraborty, 2016).
J) Suggestions of various alternatives for the performance appraisal
There are different alternatives that help in measuring the performance of the employee
in an effective manner. Proper evaluation and monitoring is needed for the appraisal of the
employee at Atos Consulting. There are various alternatives through which the performance can
be evaluated and effective appraisal can be done of the employee.
Self evaluation: With the self evaluation the employees of Atos Consulting are asked to
evaluate themselves as per the predefined categories that are related to the job role assigned to
them (Ulrich, 2013). This is a sort of self feedback that is attained by the employer from the
employees to determine that aspect which is associated to their overall performance.
360 degree evaluation: This is the evaluation which is being adopted by the employer to
evaluate the performance of the employee over different perspective (Bernardin. and
Wiatrowski, 2013). All the aspects which are associated with the performance of the employee
are closely monitored so that the proper appraisal is being done.
K) Various reasons for employee exit from organization & recommendations to reduce turnover
There are different reasons which are associated with the employee who exists from the
organization and result in the poor performance (Kumari, 2013). These reasons describe the
redundancies of the employees from Atos Consulting are as follows:
 Poor relationship with the higher authority is the major reason due to which the
employees exit from the organization.
 Ineffective work environment also result in the exit procedures of the employees as they
are not provided with the different work opportunities.
 Inappropriate work culture also hinders the performance of the employee as they are
discriminated from their co-workers and result is in form of leaving the organization.
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Hence, Atos Consulting can avoid the exit procedures by building healthy work
environment so that the employees are not discriminated. Appropriate opportunities should be
developed so that the employees have ample amount of work to perform. Therefore, the turnover
would reduce to a certain extent.
L) Illustration of the employees exit procedure within different organizations and the usefulness
of exit interview
The exit procedure is the process which comprises of the simple steps that are adopted by
the employees to leave the organization where they are presently working (Kumari, 2013). Atos
Consulting employees adopt the following stems to leave and those are,
 Employees give a prior notice before resigning from the job which they perform at Atos
Consulting.
 After the submission of the notice, exit interview is being conducted to identify the
reason behind resigning from the job.
Whereas, at Bearing Point, the simple procedure is conducted through which the
employees leave the organization without providing prior notice to the higher authority (Pecker
and Fine, 2015).
All the aspects are thoroughly reviewed during the exit interview so that the employees
can be motivated to stay within the organization and serve over the large span of time. This will
help Atos Consulting to retain competent employees to manage the entire working.
M) Legal and regulatory framework impact of employees redundancies & dismissals over the
organization and recommendations
Different organizations have different legal and regulatory framework in order to avoid
the redundancies and dismissals. Effective legal and regulatory framework determines the
employees are not terminated from the job without the fair reason (Nolan and Garavan, 2016).
This is designed in order to reduce the redundancies & dismissals of the employees as they are
the essential elements which enhance the performance of Atos Consulting.
The redundancies and dismissals should be done on the statutory ground and reasons
should be defined so that the employee also justifies the reason behind their poor performance.
The employer must give notice to the employee before terminating them from the job as they
need to follow the legal procedure if the job is provide on contract basis.
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CONCLUSION
From this report, it can be concluded that human resources need to be managed in an
effective manner so that the employees stay within the organization for a longer duration of time.
Beside this, it can also be concluded that the proper recruitment and selection should be done so
that performance of the organization is not impacted by it. All the aspects are considered as the
act of motivating others to enhance the performance of the employees.
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REFERENCES
Books and Journals
Armstrong, M. and Taylor, S., 2014. Armstrong's handbook of human resource management
practice. Kogan Page Publishers.
Bernardin, H. J. and Wiatrowski, M., 2013. Performance appraisal. Psychology and Policing,
257.
Bratton, J. and Gold, J., 2012. Human resource management: theory and practice. Palgrave
Macmillan.
Chuang, C. H., Chen, S. J. and Chuang, C. W., 2013. Human resource management practices and
organizational social capital: The role of industrial characteristics. Journal of Business
Research. 66(5). pp.678-687.
Kerzner, H. R., 2013. Project management: a systems approach to planning, scheduling, and
controlling. John Wiley & Sons.
Kruppe, T., Rogowski, R. and Schömann, K., 2013. Labour Market Efficiency in the European
Union: Employment Protection and Fixed Term Contracts. Routledge.
Kumari, N., 2013. Role of separation systems and exit interviews. International Journal of
Management, IT and Engineering. 3(7). p.465.
Lewis, D. B. and Sargeant, M., 2013. Employment law: the essentials. Chartered Institute of
Personnel and Development.
Lim, L. J. and Ling, F. Y., 2012. Human resource practices of contractors that lead to job
satisfaction of professional staff. Engineering, Construction and Architectural
Management. 19(1). pp.101-118.
Nolan, C. T. and Garavan, T. N., 2016. Human Resource Development in SMEs: A Systematic
Review of the Literature.International Journal of Management Reviews. 18(1). pp.85-
107.
Noon, M., Blyton, P. and Morrell, K., 2013. The realities of work: Experiencing work and
employment in contemporary society. Palgrave Macmillan.
Pecker, G. and Fine, S., 2015. Using exit surveys to assess counterproductive work behaviors: a
case study 1. Psychological reports. 116(1). pp.89-96.
Ranjan, R., Chatterjee, P. and Chakraborty, S., 2016. Performance evaluation of Indian Railway
zones using DEMATEL and VIKOR methods. Benchmarking: An International Journal.
23(1). pp.78-95.
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