Resource Management Report: Resource Management in Different Sectors

This report provides a comprehensive overview of resource management, examining its application across various sectors of the economy, including primary, secondary, and tertiary sectors. It explores the diverse resource requirements of organizations, focusing on the management of both physical and human resources. The report delves into the monitoring and management of physical resources, evaluating the impact of resource wastage and the costs associated with technical failures in procurement systems. Furthermore, it investigates the significance of human resource planning, motivation theories, and methods for monitoring and improving employee performance. The report also addresses the importance of ethical and sustainable resource use, offering insights into business cases for their adoption. It concludes with recommendations for enhancing efficiency in resource utilization and overall organizational performance.

RESOURCE
MANAGEMENT

Table of Contents
INTRODUCTION ..........................................................................................................................1
TASK 1............................................................................................................................................1
1.1 Description on differ resource requirements of organisation in various sector of economy.
.....................................................................................................................................................1
1.2 Key requirement relates to resource management in organization.......................................2
TASK 2............................................................................................................................................2
2.1 Define how physical resource monitored and managed.......................................................2
2.2 Evaluation on the impact of resource wastage......................................................................3
2.3 Define assess of cost of high profile technical failures on MOD procurement system........3
2.4 Description on business cases for the use of ethical and sustainable resources. ..................4
TASK 3 ...........................................................................................................................................4
3.1 Define the need of human resource planning in workplace..................................................4
3.2 use of motivation theories and explains what motivates people...........................................4
3.3 Evaluation on methods which monitors and improves performance of employee...............5
3.4 Explain effectiveness of reward system in differed context.................................................6
TASK 4 ...........................................................................................................................................7
4.1 Description on monitor the use of physical resources against performance measures and
procedures...................................................................................................................................7
4.2 Analyse the data as per performance of an employee...........................................................7
4.3 Effective use of human and physical resources....................................................................8
4.4 Recommendation to improvement in efficiency...................................................................8
CONCLUSION................................................................................................................................9

REFERENCES..............................................................................................................................10

INTRODUCTION
Resource management is the efficient and effective development of organisational
resources the time it needed (Bailey and et.al., 2018). It may be inclusive of financial resources,
inventory, human skills, production and information technology. This function will be inclusive
of planning so that right resources are assigned to right task.
The present report is based on three factors as are Environment, food and rural. In it,
main motive is to compares the management of physical and human resources in different
sectors. In addition to this, key requirement of differed sectors must be considered at the time of
managing the resources. Under it, it is essential to conduct evolution of physical resources and
how this all need to be monitored and managed so profitability and productivity can be
maximised.
TASK 1
1.1 Description on differ resource requirements of organisation in various sector of economy.
The number of sectors are there which are operating their business activities and it is
essential to full fill the requirements. With help of it, profitability and productivity of firm can be
maximised. It will be defined in below context as are-
1. Primary sector- It relates to agriculture based sector. In this, Health and safety is one of
core aspect in terms to have sustainable farming business. It is essential for farm business
management. In this sector, it is important to have improvement in productivity, good
morale and healthier workplace. Thus, better and efficient farming practice leads to
develop sustainable farming business.
2. Secondary sector- It relates with the secondary activities of an enterprise. In order to
maintain the function of environment of industry which is operating an engineering
business must have all kind of production based equipments. Thus, it is essential to have
all resources which support to manufacturing of lightweight panel system for ships and
rail cars. To get cure with it, Man, labour and capital must be required so that activities of
an enterprise can be conducted effectively (Brewster, 2017).
3. Territory sector- It is known as service sector which is concerned with employment
opportunities in rural areas. It provides services to both primary and secondary sector. In
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it, call centre is operating in territory sector and it provides professional telephone
answering service to businesses. This centre employs 100 telephonist and they should
have given 2 weeks training to be operational fully.
1.2 Key requirement relates to resource management in organization.
Under it, there are number of sectors and it have their own requirement to get full filled.
It has been discussed in below context as are-
The primary sectors cover the industries as are agriculture, mining, electricity, gas and
water supply (Kerzner and Kerzner, 2017). The requirement relates for production of crop as are
animal products, extraction of minerals from earth etc. Thus, supply of water, electricity, steam,
air conditioning and gas are requires so that operational function of firm can be conducted
effectively. In addition to this, the primary sector deal with agriculture based industry that are
occupied with extraction of the natural resources and production of the raw materials.
In secondary sector, industries are relates with manufacturing of usable and finished
products. In this, skilled labours are need to be present so that they can able to operate business
function systematically. In it, the key requirement as are heavy machineries which consumer
large quantity of equipments. It is essential to have the resources which helps to perform
business functions effectively.
In order to deal with territory sector, services are provided by businesses to fulfil
customers needs and requirement. However, activities of this industries is based on good
produced from primary and secondary industry. It provides 70% of employment opportunities to
individuals. Due to increment in number of the industries the major focus is putting over
territory sectors.
TASK 2
2.1 Define how physical resource monitored and managed.
This is essential and it can be done with the four kind of elements such are as-
Use of physical resources- with help of effective identification of the resources firm can
analyses trends' and developments. This can also help to affect choice of resources.
Obtain physical resource- with help of the elimination of the cost and potential benefits firm
need to select only those resources which will be helpful in order to attend desire profitability.
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Ensuring availability of suppliers- The resources is need to be checked so that quality of the
product can be ensured effectively. This will help to know that suppliers are meeting agreed
standards or not.
Monitoring physical resources- The resources is need to be monitored so that the firm is able
to provide qualified services to customers. This will helpful to maintain standards of
commodities and services.
2.2 Evaluation on the impact of resource wastage.
The global environment problems is causing due to overexploitation of resources. It will
be inclusive of fuels, bio diversity, minerals, lands and waters. Thus, wastage of natural
resources works as to extraction and utilisation of natural resources in manner which eliminates
recurrence and potential future use. Moreover, it can be said that continue changes in can also
bring results as devastating changes in livelihood of people. Wastage of resources happens due to
expansion of cities so forest land are need to cleared so that can be use for residential and
commercial purpose. and its cut down to facilitate the construction (Hoff, 2017). In order to
cope up with it legal authorities should takes initiatives and takes immediate action towards it. It
is so immense and it cannot be ignored. Thus, proper utilisation of natural resource is essential or
potential for future uses. The resource wastage will create harsh impact over social and
economic tension.
2.3 Define assess of cost of high profile technical failures on MOD procurement system.
The technological failures impact the working of an enterprise in large manner. As per
the example of Taylor reach group Inc. a call centre due to high technical failure the working if
newly started firm has been affected badly. This firm fails to seek guidance and expert advice. In
this organisation has only selects technologies which is need to be replaced and removed within
months and they build and shutter the centre locations due to staffing issues, deliver degraded
service sue to the issue in setting the budget and its hampered by staff and leadership with skills
competent and training (Shackleton and et.al., 2017).
Being the call centre the firm is facing high technical failure so it is essential to
implement E-procurement tools will be inclusive of features for creating and managing
requisition, purchase order management, receiving and reconciliation and its allows the
enterprise to monitor and controls spends. Moreover, E- procurement software is one of viable
option for an enterprise to increment in process and having improvement in bottom lines.
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It is essential to implement E-procurement software. It is automated system which helps to lower
the cost so that there can be greater visibility into spend, improved security and having overall
reduction in cost (Tai and et.al., 2017).
2.4 Description on business cases for the use of ethical and sustainable resources.
In this, business ethical provides potential analytical framework with help of which
management practice can be evaluated effectively. There are few companies which is adopting
sustainability strategy and goals during its annual shareholder meeting. In it, PepsiCo has
adopted it to identifies and disclose climate change, water scarcity and public health issues as
core sustainability (Tang and et.,al., 2017).
The another company is Coca-Cola, it has taken various initiatives to have improvement in
efficiency of its water by 20% and its helps to identify the third party evaluation with water
management approach.
In this selected company as stem of primary sector can improvise its agriculture activities with
adopting sustainability in effective manner.
TASK 3
3.1 Define the need of human resource planning in workplace.
In this, human resource planning is strategy which works as to indemnifying future and
current need of an enterprise to achieve their goals. It works as to link between the overall human
resource management and strategic plan which helps to carry business activities in systematic
mode. It is process which helps to forecast requirement of human resource in organisation. In it,
it can be said that human resource planning is continuous and never ending process. It is
procedures which helps to have proper identification between current and future needs of human
resource in enterprise. It is strategic plan which derives success to the enterprise (Mone and
London, 2018).
3.2 use of motivation theories and explains what motivates people.
Motivating people is essential to bring the desired success in an enterprise. With help of,
cognitive evaluation theory there are two kind of motivation system that is intrinsic and extrinsic.
It will be discussed in below context as are-
Cognitive evaluation theory-
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 Intrinsic motivators- Under it, intrinsically motivates individuals to performs their work
for their own achievement and satisfaction. In this, if people feels that they are doing
same work due to working conditions and for some another extrinsic reason they start to
loose interest in work they are performing. In this, factors like, achievement,
responsibility and competence and motivation comes from actual performance of the task
performed by people.
 Extrinsic- In it, presence of extrinsic motivator can work as to reduce intrinsic motivation
of worker. In this, factors as are pay, promotion, feedback, working conditions affects in
large manner.
Hygiene factors- This theory identified ten maintenance and hygiene factors and this are not
intrinsic part of jobs its relate to condition with help of which job has to be performed
(Shackleton and et.al., 2017). This as are technical supervision, security, working condition,
salary, job security etc. Under it, motivator factor will be inclusive of Achievement, recognition,
possibility of growth and responsibility etc.
3.3 Evaluation on methods which monitors and improves performance of employee.
Human resource leaders should works as to advises supervisors, managers and directors
with relates to performance of employees. Thus, monitoring of employees need to be done in
variety of ways so it can be successful without causing unnecessary office friction and it should
be goal of any effective manner. The methods has been discussed in below context as are-
Addressing external factors affecting performance- The supervisors and manager should
adopts regular feedback from their employees so that issues can be resolved. The leaders and
manager of firm must provide behavioural focused training so that their can be enhancement in
interpersonal skills, aid to compartmentalizing personal matters and it enables employees to
focus over job performance.
Skill, training and professional development- If employees skills set poorly matched to job
duties than poor performance can creates domino effect and that leads to low job satisfaction
(Kerzner and Kerzner, 2017), employee morale and engagement. To cope up with this, it is
essential to improvise selection and recruitment process. Any gap between performance of
employees indicates the need of training. In addition to this, training is need to be conducted so
that things can be improvised in better manner.
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Performance improvement plans and disciplinary actions- The areas for improvement is need
to be identified so that poor performance can be measured. In this, performance measurement
plans are need to be drawn. It aids to employees to learn and growth with the enterprise and to
understand the strength and weakness in better manner.
3.4 Explain effectiveness of reward system in differed context.
Employee reward programs demonstrate to employees that their contribution and
professional attitudes are both recognized and appreciated by management. It is program which
have positive impact on workplace environment which motivates other to improve their sales and
fostering company's loyalty. In this, Type of rewards will be discussed in below context as are-
Extrinsic rewards- It helps to tied certain employee behaviour, skills, time and role in
organization. It tangible and visible reward which given to an individual or an employee for
achieving something valuable (Hoff, 2017). It driven by external rewards as are money, fame,
praise and grades. With help of it employees feel motivated in short period and performs their
best.
Intrinsic award- This directly relates to performance of job as successfully task automatically
produces it. It is tangible reward and includes as pay raises, bonuses and benefits. In addition to
this, it can be said that it comes from job to itself. In it, employees feel good for the work they
have done or efforts they use to put to be effective.
TASK 4
4.1 Description on monitor the use of physical resources against performance measures and
procedures.
In this, resource management can be derived as deployment of organisational resources
when and where it needed. Thus, physical resources is that which uses to feel, move and smell
etc. The resources which made by man its very helpful to do daily activities in much quicker and
easier manner. In addition to this, physical resources as are manufacturing equipment, tools,
production, inventories, distribution facilities and assembly etc.
Monitoring the use of physical resources means takes the responsibility that how
resources are need to be utilised. In addition to this, it can be said that resources are used
efficiently with less impact over the environment. Moreover, to know when to bring alteration in
plans or to improve the use of monitoring against the performance indicators sets in original
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plans. Under this, it is essential to compares actual performance against planned performance. If
there is differences that it is necessary to identify it. Furthermore, there is need to have
implementation of strategies to adapt the performance and alter operational plans of an
enterprise.
4.2 Analyse the data as per performance of an employee.
In order to consider assessment of employee performances, employee performances evaluation
systems designed to use properly. It is essential for effective functioning at workplace. Main
contribution is to considered multidimensional approach which is Data Envelopment Analysis to
measure performances and efficiency (Wohner, 2017). This approach helps to remove several
weaknesses with traditional system for performance evaluation. In this regard, input variable
using in model with motivational factors such as salary, working conditions and benefits. Output
from this aspect has been assessed indirectly on the basis of performances with work motivation,
job satisfaction and organisation commitment (Mone and London, 2018). Compliance testing
applied with non-parametric methods which helps to test mean value with stated hypotheses.
Feedback system also assists to create two way street to accomplish productivity and
goals in successful manner. With the help of innovative ideas and effectiveness, it can be stated
that work process and measurement systems among employees identified in successful
consideration. Self-evident feedback designed into work process and measurement in positive
consideration.
4.3 Effective use of human and physical resources.
It involves planning of HR activities and deployment in way which enables organisation
to achieve their goals. Thus, human resource activities such as recruitment, selection, training
and rewarding employees by keeping in mind the company goals and objectives. Without
effective human support organisation cannot able to perform their activities effectively. It plays
the strategic roles in terms to managing people of the enterprise so that workplace culture and
environment can run smoothly. Without human efforts success of an enterprise cannot be
determined.
The physical resources of an enterprise inclusive of manufacturing tools, inventories,
production , assembly, storage, facilities of distribution and equipments etc. (Kerzner and
Kerzner, 2017). It is responsibility of manager to understands it's value and to use it in effective
manner. In this, it is essential to give provide the information for use of physical resources. The
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plans are need to be drawn and it need to be present in front of relevant people in appropriate and
timely manner. Moreover, it is crucial to continuously monitor quality of physical resources.
4.4 Recommendation to improvement in efficiency.
The effectiveness of organisation is relay over efficiency of business. It is essential to
focus over improving effectiveness of an enterprise. On this basis of this, following
recommendation has been discussed in below context as are-
1. In this, collaboration, encouraged communication, feedback between departments as well
staff of any sector as primary, secondary and territory results in terms to have more
productivity.
2. The basic factor of productivity is technological advancement as its helpful to speed up
the work and its upgrade whole system entirely. Organisational effectiveness can come
up with better framing of business strategy as it designed to improves efficiency of an
enterprise without reduction in quality of product and services.
3. The entity should motivates professional to perform their work towards specific goals and
compartmentalizing the work as per their skills, knowledge and capability.
CONCLUSION Based on the above notions it can be affirmed that Resource
management is process with help of which firm can manage various
resource effectively. In this present report, three firm sector has been
selected as are primary, secondary and territory. The most important
function of the human resource manager is inclusive of the things like
employee relation, payroll, development and training and employee
engagement policy etc. In this report, main motive has been discussed as
managing the resources of firm effectively so that operational function can
be conducted smoothly.
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REFERENCES
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Online
Wohner, N., 2017. How to Monitor Employee Performance. [Online] Available through:
<https://bizfluent.com/how-5831433-monitor-employee-performance.html>.
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