Human Resource Management in Business: A Comprehensive Report

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Human Resource Management in Business
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Table of Contents
Introduction....................................................................................................................................3
Assignment 1.................................................................................................................................4
Task 1............................................................................................................................................4
P1. Describe the internal and external factors to consider when planning the human resource
requirements of an organisation................................................................................................4
P2: Describe how the skills that employees require to carry out jobs in an organisation are
identified.....................................................................................................................................7
M1 Explain why human resource planning is important to an organisation...............................8
Assignment 2.................................................................................................................................9
Task 2............................................................................................................................................9
P3 Outline how an organisation motivate its employees...........................................................9
P4 Explain how organisations obtain the cooperation of their employees...............................12
M2 Compare the use of motivation theories in an organisation...............................................14
D1 Suggest, with justification, ways of improving motivation in an organisational setting.......16
Task 3..........................................................................................................................................18
P5 Explain how employee performance is measured and managed.......................................18
M3 Explain how the results from measuring and managing performance inform employee
development.............................................................................................................................19
D2 Assess the importance of measuring and managing employee performance at work.......20
Conclusion...................................................................................................................................21
References..................................................................................................................................22
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Introduction
The presented report helps to understand planning essentiality of human resources
management for the organisation. The HRM has to manage various essential
operations of the organisation like recruiting and managing workforces functions. The
management also ensures to develop the skills of employees through organising
training and other programs. The Mark and Spencer organisation is selected to
understand effective planning and role of HRM department. The mark and Spencer are
leading multinational retailer business organisation in fashion clothing and garments.
The report focuses on the working process of HRM management of Mark and Spencer
organisation in improving productivity. The report also focuses on different factors which
are considered in planning and the strategies implemented to evaluate and identifies
workforce’s skills. The report also focuses on various methods and theories
implemented by human resources management to motivate employees towards
improving their skills.
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Assignment 1
Task 1
P1. Describe the internal and external factors to consider when planning the
human resource requirements of an organisation
The requirement of human resource management is very essential for the efficient
working of an organisation. The department of managing human resources is essential
in an organisation to manage various functions related to workforces. The human
resources management has to manage functions like recruiting new employees,
allocating them work by providing initial training and providing details about the working
structure of the organization. The Planning of human resource management is affected
by various exterior and interior factors in recruiting new workforces for an organisation
(Noe, et. al., 2017).
Internal factors – These are factors which affect the planning process of HRM by
existing inside the organisation. These factors include affecting the managing of human
resources from inside the organisation. These types of factors arise due to constantly
changing services and products by its management system. Designing of new services
and products also demands some experts in the related field. In the context of Marks
and Spencer organisation of United Kingdom has grown their business by changing in
their working structure, it will include more new employees to fulfil the demands. There
are three internal factors which are included in the planning of hiring new employees by
the Homes management department (Albrecht et. al., 2015).
• The need for the organisation – Organisation needs are major factors which are
considered in the planning of HRM for recruiting new employees in the organisation. In
the context of Mark and Spencer organisation, there is a need for exploring retail
business worldwide and introducing new products to attract more consumers towards it
for increasing its economic value. Therefore the organisation HR management has to
hire new employees according to the requirement of the different department it includes
experts of technology, finances and strategy maker for brand promotion. The
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Management of HR can also reduce employees according to the need of an
organisation to maintain stable its economic value.
• The requirement of skills – Skills required in employees is also considered by the
human resource department of the organisation to bring improvement in the skills of
existing employees by providing proper training to employees. It also evaluates the
performances of new employees based on skills and qualification to use their potential
in increasing Mark and Spencer organisation productivity (Guest, 2017).
• Profiles for workforces – The profiles of workforces are based on gender, ability,
qualification and ages etc and many more to help HRM in deciding to use their skills in
the appropriate department. The organisation HRM department follows the workforce’s
profiles in recruiting new staffs by placing specified skills, gender groups and
qualification as according to the requirement in different groups (Albrecht et. al., 2015).
External factors – External factors are rather than internal factors which arise from the
exterior environment of the organisation. It includes policies of governments, impacts of
competition and demands of workforces in the planning of HRM of Mark and Spencer
organisation. Following external factors are considered during the planning of HRM
(sgobbi & Suleman, 2015).
• Labour supply – Labour supply is trends of labours and workforces in national, local
international markets. These factors are considered by the department of human
resources in Mark and spacer organisation. It helps in managing the future demands of
workforces for the organisation. It depends on the trend of labour in a particular region
(Fernandez & Rainey, 2017).
• Labour cost – It includes the cost of workers in a particular region, the management
focuses on the cost of labour according to their skills. There are minimum wages for
labours also fixed by the government sector.
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• Skills of workforces – It includes skills of workforces available in particular region of
the group. The organisation offer rewards and incentives to attract such workforces.
• The policy of the government - Mark and Spencer organisation follows government
policies of a particular region which are established for the improvement of labours.
• Expectations of employees – The HRM department also consider expectations of
workforces as providing offers to work from homes and allowances for overtime and
offers of part-time work (Guest, 2017).
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P2: Describe how the skills that employees require to carry out jobs in an
organisation are identified.
The skills of employees are very essential for increasing the profit of an organisation.
The organisation performances depend on the different skills of employees. The
organisation management plays an important role in managing and identifying the skills
of employees to use them more efficiently (Noe, et. al., 2017). The skills and
performance of the team can be analysed and evaluated based on two levels one is
individual and team level.
Individual-level – The management can compare the skill of individual employees with
the required skills for the work. The audit of skills can be managed by team manager by
taking skill test, evaluating qualifications and basis of interacting face to face. The
individual skills can also be identified by analysing by performances (sgobbi & Suleman,
2015).
Team level – The skills of team or employees can be identified by determining their
performances on the basis by assigning a new project. The team leader or an HR
manager can lead this evaluation process of identifying the skills of employees. The
team lead can evaluate individual employees to identifies skills of employees it may
include problem-solving skills, communication skills and other skills (Snell, et. al.,
2016).
Transferability of skills represents to transfer of skills from one source to another. The
HR department can transfer employees related to their skills departments. The
transferability of skills helps employees to provide them with their right places to shows
their skills. The process of conducting a skills audit also helps management in
evaluating employee’s performances (Tarhini, et. al., 2015).
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M1 Explain why human resource planning is important to an organisation
The role of planning of human resources is essential for a business organisation in
maintaining and fulfilling the requirement of workforces in various sectors of the
organisation. The HR management of Mark and Spencer organisation focuses on the
need for the requirement of employees according to specified required skills (Snell, et.
al., 2016). The Planning of Human resources management manages various concepts
of the organisation in the handling of different function like managing and evaluation of
employee’s performances by managing skill tests. The HR managing also plans
strategies of recruiting new workforces in according to profiles of workforces. It
manages different operations by understanding the requirement of the organisation. The
HR management of Mark and Spencer organisation has managed various operations
like providing initial training and developing and identification of skills of employees to
manage various operations. The HRM management also focuses on the strategy to
manage and attracting employees by introducing incentives, rewards and offers for
them. The role of the HR manager is also important to provide training to improve the
skills of employees to manage and bring increment profit in the performance of the
organisation (Fernandez & Rainey, 2017).
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Assignment 2
Task 2
P3 Outline how an organisation motivate its employees
The motivation of employees is very important for smoothly to meet the aim and
objectives of the organisation. The productivity can be improved by motivating
employees. The motivation helps individual employees to improve their potential to use
their skill in maximising the productivity of the organisation. The employees of the
organisation can improve their skills and try to give maximum productivity. The
management can try to motivating individual employees of the organisation by
implementing the strategy of communication. Motivating employees will improve
performances in making the organisation better. The motivation for existing employees
is important to improve the level of their working performances. The management can
helps organisational employees to improve their negative attitude to a positive attitude
by motivating them (Baum, 2015). The organisation can also help to stabilize the
workforces by motivating them. The motivation helps employees to earn the following
objectives-
• Achieving goals and objectives is easier for employees.
• Employees get job satisfaction through motivation.
• Employees also focus on self-development
Motivation is also important for an organisation to successfully meet defined goals by
the management or higher authorities. The motivation helps the organisation in the
following terms-
• The organisation productivity is improved by motivating employees.
• The organisation can lead challenging and critical task by motivating employees.
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• The employee will improve personal contribution in teamwork which is profitable for
the organisation (sgobbi & Suleman, 2015).
The organisation can implement various methods and theories to motivate their
employees. The management can focus on the requirement of employees by
communicating. The strategy of communication helps the organisation to understand
the opinion of employees and helps to take their feedback about the policies of the
organisation (Tarhini, et. al., 2015).
There are two types of motivational factors used by management to motivate
employees to improve their performance are defined as non-monetary and monetary.
The management can implement a monetary and non-monetary procedure to motivate
employees. The monetary methods include various types of offers and rewards for
employees to enhance their performance (Baum, 2015).
The monetary methods include increment wages, providing bonus, incentives, sharing
of profit, promotions.
• Increment in wages – The organisation can improve the performance of their
employees by motivating them by increasing wages. The organisation can fix
employees’ wages and must pay on time.
• Bonus - Paying bonus to employees improves the organisation performance as it
motivates employees to provide more productivity
• Incentives – The organisation can start providing incentives like providing
travelling allowances, accommodation allowances, medical allowances and
providing some allowance for the family will motivate employees (Aguenza &
Som, 2018).
• Promotion – The management must promote hard-working employees to
increase their salary, based on tenure which will motivate other employees for
stability to get a promotion.
• Sharing of profit – Organisation can also motivate workforces to improve their
productivity by sharing a part of earned profit.
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• The option of stock – The organisation can improve the performance of their
employees by working towards improving their performance.
Non-monetary factors – These factors are apart from providing allowance to employees.
In the monetary factors of motivation, appreciation is given to a particular employee for
motivation. The non-monetary factors include the following terms
• Time of work – The organisation must set a fixed time of work so that the
employee can manage his life.
• Training and development – The organisation must follow Training and
development for employees to improve their personality development and to
increase their skills.
• Promotion – The organisation can provide a promotion to employees on seniority
and work performance basis to encourage employees.
• Recognition – The management must appreciate employees for their
achievements for encouragement.
• Job satisfaction – The organisation has to ensure job security and paying wages
on time to provide job satisfaction to existing employees.
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P4 Explain how organisations obtain the cooperation of their employees
The organisation needs engagement and cooperation of employees for smooth working
operations. The management of Mark and Spencer organisation focuses on getting the
cooperation of workforces. The cooperation of employees is very essential for an
organisation to achieve shared and individual goals. The better cooperation between
employees and management of the organisation helps in creating a healthy
environment in the organisation (Tarhini, et. al., 2015). There are various schemes
which help the organisation to bind worker like contract policies.
Contract policies – It is a legal document created by management and signed by
employer and employees. It defines lots of things like rules and regulations of the
organisation, in other words, it is a document which describes an agreement which is
followed by both parties. The contracts include the rules of working in organisations like
total working hours, wages and policies of the organisation (Aguenza & Som, 2018).
Synergy – The organisation must-tries to understand the behaviour of employees which
helps to create synergy at the workplace.
Persistence – Management must focus on encouraging the behaviour of collaborating
by making team achieve goals.
The organisation culture includes values and methods of interacting with employees,
assumptions and organisational beliefs. The culture of the organisation affects the
groups and people interacting with clients, stakeholders and each other. The
organisation also gets corporation of employees by offering them frees space of parking
of their vehicles, and providing them personal office space, chat and lunchrooms (Snow,
2019). Mainly there are four types of organisation culture
Clan – These are based on family-oriented culture. It includes nurturing, doing things
together and mentoring.
Adhocracy – It focuses on innovation, risk-taking with dynamic and oriented culture.
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