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Assignment on Human Resource Management INTRODUCTION
Training and Development: Training helps to develop an employee's skill tremendously. A trained employee has better knowledge about their job role and performs more accurately. It helps employee to perform his current job effectively and efficiently and make them more aware about their future responsibilities. Organization is also benefitted by good level of profitability through superior performance results of its employees. Recruitment and Termination: When there is a vacancy the organization recruits talented candidate from outside or internally within the organization. Candidates hired from competitors business can deliver the valuable information about the competitors and get the competitive advantages. Internal recruitment works as a motivational factor for employees to perform his best level and increase his productivity. But by sacking an unproductive employee, the business can be run in a more profitable manner. Reward System: This practice is very effective to increase...
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Assignment: Introduction Human Resource Management
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Human Resource Management Assignment Sample
Author : Andy
Human Resource Management can be defined as handling the issues faced by employees in an organisation. This is one of the basic components of an organisation, hence it is important for students pursuing this course to write a Human Resource Management Assignment . Any future HR manager must study this course in order to understand the various elements that affect an employee and how to handle them. The most important component of HRM is its relativity to human nature, hence, handling employees and the issues faced by them is not an easy task. Students undertaking human resource management courses often resort to seeking online assistance for writing their assignments. The reason why this happens is because of various issues, such as the lack of adequate knowledge of the subject, not being aware of the correct methodology and procedure of writing an assignment, lack of time due to working part-time jobs in order to pay off student loans, and more. This is where we come in. My Assignment Services is an online assignment writing service that is reliable, affordable and capable of writing your assignment for you. You can check some of the online Human resource management assignment samples uploaded on our website and see how our experts write these assignments.
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Students often search for a human resource management assignment online sample so that they can know the correct procedure of writing their own ones. However, not every online service provider gives the best human resource management assignment writing help . My Assignment Services provides the most reliable services when it comes to academics. Take a look at this assignment written by our experts. You will get an idea of how to write yours on your own. This assignment required the analysis of several things about the Human Resource Business Partner model given by Dave Ulrich. The writer had to analyse literature and evolution of the application of this model. It was also required to draw a conclusion about the current practicality of the model in contributing towards sustainable businesses. The conclusions drawn out of this study were that according to the model, the role of Human Resource professionals is not just restricted to the conventional ones. In fact, the HR must now also coordinate with the various line managers and help in strategic planning for a long future of the business. It is vital for the business to not simply develop individual leadership, but instead develop collective leadership for better growth of the company.
- To analyse and discuss relevant scholarly literature on HR Business Partner model (Ulrich, 1997) Page 5 of 9
- Discuss how and why the application of the HR Business Partner model (Ulrich, 1997) has evolved over time
- Draw a conclusion about the current usefulness of the model in contributing to sustainable business outcomes
Learn how to acknowledge any source of information using the APA 7th style .
Analysis of the literature on the hr business partner model, evolution of the hr business partner model, benefits of our human resource management assignment help.
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A Short Review on Human Resource Management System for further development of any organization. Development of any system is necessary but before that, we need to identify the obstacle of that system. In this situation, HRM helps us a lot. Therefore at first, we need to know HRM first.
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- 1. Assignment On HRM Submitted By Name: Md Naim Hasan Towhid Student ID: LCDHKB158201833001 Module Name: System Analysis & Design Module ID: PGDICT-201 Submitted to Md. Mozammel Hossain Sazal Date of Submission: 14/02/2019
- 2. HRM (HUMAN RESOURCE MANAGEMENT) Concept of HRM: HRM is concerned with the human beings in an organization. “The management of man” is a very important and challenging job because of the dynamic nature of the people. No two people are similar in mental abilities, tacticians, sentiments, and behaviors. People are responsive, they feel, think and act therefore they can not be operated like a machine or shifted and altered like template in a room layout. They therefore need a tactful handing by management personnel like HRM. Human Resources Management is concerned with the “people” dimension in management. Since every organization is made up of people acquiring their services, developing their skills, motivating them to high level of performance and ensuring that they continue to maintain their commitment to the organization are essential to achieve organizational objectives. Definitions of HRM: There are two different definitions. The first definition of HRM is that “It is the process of managing people in organizations in a structured and thorough manner.”(1) This covers the fields of staffing (hiring people), retention of people, pay and perks setting and management, performance management, change management and taking care of exits from the company to round off the activities. This is the traditional definition of HRM which leads some experts to define it as a modem version of the Personnel Management function that was used earlier.
- 3. The second definition of HRM encompasses “The management of people in organizations from a macro perspective, i.e. managing people in the form of a collective relationship between management and employees.”(2) This approach focuses on the objectives and outcomes of the HRM functions. It means that the HR function in contemporary organizations is concerned with the notions of people enabling, people development and a focus on making the “employment relationship” fulfilling for both the management and employees. Nature of HRM: HRM is a management function that helps managers to recruit, select, train and develop members for an organization. HRM is concerned with people’s dimension in organizations. The following aspects constitute the core of HRM: HRM involves the Application of Management Functions and Principles. The functions and principles are applied for acquiring, developing, maintaining and providing remuneration to employees in organization. Decision Relating to Employees must be integrated. Decisions on different aspects of employees must be consistent with other human resource (HR ) decisions. Decisions made influence the Effectiveness of an Organization. Effectiveness of an organization will result in betterment of services to customers in the form of high quality products supplied at reasonable costs. (1) Online - Management Study Guide (http://www.managementstudyguide.com/) Article: Human Resource Management (HRM), P.20. (2) Ibid
- 4. Personal Objectives Functional Objectives Organizational Objectives Societal Objectves HRM functions are not confined to Business Establishments Only but applicable to non-business organizations such as education, health care, recreation and like. HRM refers to a set of programs, functions and activities designed and carried out in order to maximize both employee as well as organizational effectiveness. Objectives of HRM:
- 5. Personal Objectives: To assist Employees in achieving their personal goals, at least in so far as these goals enhance the individual’s contribution to the organization. Personal objectives of employees must be maintained, retained and motivated. Functional Objectives: To maintain the contribution of department at an appropriate level organization should fulfill the needs. Resources are wasted when HRM is either more or less sophisticated to suit the organizations demands. Organizational Objectives: To recognize the role of HRM in bringing about organizational effectiveness, HRM is not an end in itself but it is only a mean to assist the organization with its primary objectives organization. Societal Objectives: To be ethically & socially responsible for the needs and challenges of society while minimizing the negative impact of such demands upon the organization to use their resources for society’s benefits in ethical ways may lead to restriction.
- 6. Evolution of HRM: Figure: source: University of Groningen
- 7. Human Resource Management Union/ Labour Relations Compensation and Benefits Employee Assistance Organizational Development Trainning and Development Selection and Staffing Design of the Organization and Job Human Resource Planning Personnel Research and Information System Scope of HRM:
- 8. Administrative • Personnel practives • Legal compliance forms and paperwork Operational Actions • Managing employee relationship issues • Employee advocate Strategic HR • Organizational/business strategies • HR strategic or planning • Evaluation of HR effectiveness Role of HRM: Functions of HRM: i. Strategic HR Management ii. Equal Employment Opportunity iii. Staffing iv. Talent Management and Development v. Total Rewards vi. Risk Management and Worker Protection vii. Employee and Labor Relations Role of HRM
- 9. i. Strategic HR Management: HR effectiveness HR metrics HR technology HR planning HR retention ii. Equal Employment Opportunity: Compliance Diversity Affirmative Action iii. Staffing: Job Analysis Recruiting Selection iv. Talent Management and Development: Orientation Training HR Development Career Planning Performance Management v. Total Rewards: Compensation Incentives Benefits
- 10. vi. Risk Management and Worker Protection: Health and wellness Safety Security Disaster and Recovery Planning vii. Employee and Labor Relations: Employee rights and privacy HR politics Union Management Relations Importance of HRM: i. Social Significance: Proper management of personnel enhances their dignity by satisfying their social needs. This is done by: Maintaining a balance between the jobs available and the jobseekers, according to the qualifications and needs; Providing suitable and most productive employment, which might bring them psychological satisfaction; Making maximum utilization of the resources in an effective manner and paying the employee a reasonable compensation in proportion to the contribution made by him; Eliminating waste or improper use of human resource, through conservation of their normal energy and health; and By helping people make their own decisions, that are in their interests.
- 11. ii. Professional Significance: By providing healthy working environment it promotes team work in the employees. This is done by: Maintaining the dignity of the employee as a ‘human-being’; Providing maximum opportunity for personal development; Providing healthy relationship between different work groups so that work is effectively performed; Improving the employees’ working skill and capacity; Correcting the errors of wrong postings and proper reallocation of work. iii. Significance for Individual Enterprise: It can help the organization in accomplishing its goals by: Creating right attitude among the employees through effective motivation; Utilizing effectively the available goals of the enterprise and fulfilling their own social and other psychological needs of recognition, love, affection, belongingness, esteem and self-actualization.
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Human Resources Management Assignment
In an organization, employees are the ones who are responsible for carrying out work activities involved in operational process. It is the key job of managers and HR professionals to organize the employees in order to bring effectiveness in their performances. This can be done only if the employees are viewed as invaluable assets and not just machines. Considering employees as assets is an integral part of modern HRM and human capital management.
In the absence of good human resources, an organization cannot build a good team of working professionals. HRM’s prime functions comprise of recruiting, training, performance appraisals, employee relation , cultivating workplace communication, workplace safety etc. HRM advices the management how employees can be managed strategically as business resources.
1.1. Differentiate between personnel management and human resource management giving examples in two suitable organizations
1.2. Assess how human resource management functions help your chosen organization in achieving its purpose
The HRM functions practised at Harrods helps in achieving the organizational purposes by effectively distributing and controlling the various managerial and operational activities. This effectiveness of the functions can be assessed as:
Human Resource Planning: The HRM functions include identifying and assessing the current manpower inventory and forecasting future need for coping with purposes of Harrods and demands in market. According to this Harrods plan and organise activities such as recruitment, promotion and transfers etc to fill the requirements. (Anderson and Anderson, 2010)
Recruitment and Selection: after the skill shortage is identified, a recruitment and selection function is carried out by HRM where internal as well as external prospects are analysed. An alignment of responsibilities needed in proposed vacancy and skills required is made which helps to match the best talent in the fitting position to achieve outcomes for Harrods. Also when skills and needs are aligned then it ensures satisfaction and retention of talent resources saving cost for Harrods.
Reward Management: compensation management at Harrods is linked to performance of employees and is provided to value their contribution at work. These include pay packages, benefits such as insurance, medical, travel allowances etc. These contribute to achieve employee’s motivation and involvement at work to increase their productiveness. (Anderson and Anderson, 2010)
Payroll Administration: it is the HRM function to determine the job analysis and salary, benefits, tax deduction, leaves etc linked to employees. This helps to maintain proper administration of employees in Harrods with adequate reward management.
Performance Management: it includes monitoring, recording and assessing employee’s performance by observation, peer review, meetings etc against set parameters of Harrods. Those who are performers are apprised with incentives, higher responsibilities, promotion etc while those who lack are given training and mentoring to improve.
Training: this HRM function is provided for skill development of employees to cope with environment changes and new demands such as technology, customer trends. This helps to empower and build employee in Harrods to improve their productiveness.
Employee Relationship: this function of HRM helps to maintain strong working with leading people style between management and employees of Harrods to support innovative and integrative culture, cohesive teams and participation by maintaining fair policies, treatment and working conditions within Harrods. (Anderson and Anderson, 2010)
1.3. Evaluate the role and responsibilities of line managers in your organization and how it supports human resource management functions
The line managers at Harrods are assigned with various roles and responsibilities to manage the core level teams, monitor and control them to achieve the set organizational objectives. They support various HRM functions to delegate and supervise team activities. These are:
Routine work management: line managers at Harrods are responsible for performance management of team for which they plan regular activities, work coordination, observe and identify problems, suggest solutions and monitor everyday functions so that teams can achieve objectives.
Mentoring and Support: the line managers support employees in Harrods to fulfil their roles for which they provide assistance, technical and skill knowledge etc. If an employee has specific need then line managers also provide training by identifying problems and then designing solution. (Farndale, Scullion and Sparrow, 2010)
Delegation: line managers assess individual skills of employees and then delegate responsibilities to achieve best outcome from optimum use of talent management at Harrods. They also maintain flexibility at work by maintaining flexi work schedules, duty rosters etc.
Monitoring and performance management: line managers at Harrods monitor employees to record and observe individual performance at work. This helps to identify achieved levels and expected outcomes and then design rewards to appraise employee’s performance. Subsequently, it also helps to identify training needs of employees who are lacking and then supporting their development activities to motivate and deal with task management. (Farndale, Scullion and Sparrow, 2010)
1.4. Analyze how legal and regulatory framework impact on human resource management
To maintain effective goal fulfilment, performance and reputation of organization, certain laws and regulatory framework are maintained which helps to achieve effective outcomes and impacts positively on organizational policies. Some of the legal frameworks that are maintained in Harrods for effective employee and work management are:
Equality Act 2010: at Harrods anti-discrimination laws are practised to ensure fair treatment and equality of work for all irrespective of employee’s race, religion, age, gender, disability, nationality etc. Thus diversity of workforce is maintained at Harrods and equality is ensured based on merit.
National Minimum wage ACT 1998: this law helps to ensure fair treatment and compensation management at Harrods depending on nature of work and performance. It states that an employee above 21 years is entitled to minimum wage of 6.50 pounds daily working on an average of 8 hrs irrespective of gender. (Harzing and Pinnington, 2010)
Employment ACT 2008: this law ensures a structured payment, policies and entitled benefits for employees working in Harrods. Example, an employee is entitled to standardised pay, insurance, child care leaves, work time flexibility etc to ensure safety and job security.
Working time directive 1998: this law ensures that employee at Harrods are eligible to get 28 days paid leave annually, work 8 hours/day. Employers cannot force employees to work beyond working time and beyond 40 hours/week an employee is entitled to receive overtime payments.
Trade union and Labour Relation ACT 1992: this law states that strikes are legal if announced to observe trade disputes. Thus, in Harrods efforts are deliberately made to ensure strong employee relationship to avoid trade disputes and maintain a smooth running of organization.
Work and Families ACT 2006: this law states that in case of emergencies or illness an employee can avail 12 weeks paid leave annually and in case of maternity employees can avail 18 weeks of paid leave.
Data Protection ACT 1998: this law states that any company information, trade secret and personal information of employees or client is subjected to be confidential information to be used for purpose of trade only by Harrods. These cannot be disclosed to any employees and any attempt of misconduct is treated as offence without consent or authoritative rights. (Harzing and Pinnington, 2010)
2.1 Analyzing the reasons for human resource planning
Human Resource Planning is the function that determines current inventory of employees within an organization and forecasts future manpower needs to meet its established objectives. It also maintains the match between employee’s skills and job role so that employee’s expectations and desired outcomes are achieved smoothly. (Choi and Ruona, 2010)
Some of the reasons for Human Resource Planning are :
Forecasting need for manpower: as changes in labour market varies with retirement, termination, transfer, cessation or employee turnover, there arises need to predict future manpower need with changes in demand.
Uncertainty management: to manage sudden breakthroughs or uncertainty situations such as machinery breakdown, emergency, strikes etc human resource planning is maintained so that employee’s concerns are heard and dealt properly without any mismanagement.
Change Management: Human resource planning is required to tackle change management such as changes in labour market, new technology, market demands, customer changes or policy changes. HRP identifies and assess the changes and formulates plan to cope with them such as recruitment of new employees, training for development etc to manage changes efficiently. (Choi and Ruona, 2010)
Skill Management of employees: human resource planning identifies current skills and abilities of employees so that they can be developed in shortcoming areas to tackle changes or new challenges at work efficiently to improve their performance and productiveness. HRP designs Training and Skill Enrichment programmes to ensure skill development of employees.
Maintains balance of manpower: to meet with supply and demand of labour according to market changes and maintain the operational cost of organization without any deficit HRP ensures that a balanced flow of manpower is maintained through need assessment, hiring, promotion, transfers etc.
Employee Management: Human resource planning identifies and assesses the skills and performances of employees against set parameters to design structures of appraisals, salary revisions, promotions, rewards etc that helps to meet employee expectations and acts as motivational factor for their contributed efforts. (Choi and Ruona, 2010)
Budget Planning: human resource planning analyses the costs maintained against training, recruitment, operational functions etc and then formulates a budget for organizational planning.
2.2 Outlining the stages involved in planning human resource requirements
Human Resource Planning has three primary stages:
Forecasting: Human resource planning identifies the shortage or surplus of labour and changes in labour market by matching the current employee inventory and predicting future need. For this requirement of manpower HRP analyses the skill gap and the objectives to be achieved by determining shortage or surplus of labour due to transfer, promotion, resignation, staff turnover etc. After this is determined forecast of future manpower needs, strategic changes and development is planned to cope with change management and achieve organizational purposes. This change in labour market can also arise due to uncertainty of market factors like economy, politics, technology etc which influences manpower changes. (Goetsch and Davis, 2014)
Goal setting and Strategic planning: in this stage, human resource planning assesses the set objectives of organization and then assesses the skill requirement that has to be input to achieve those. After this is done, HRP plans recruitment, training and development, budget allocation etc to decide on organizational planning.
Program implementation and evaluation: in this stage, HRP implements the strategic human resource planning that is determined to achieve the goals sets. For this human inventory is assessed and if there is need of recruitment then it is planned. Also if there is need of skill development then training is planned for development of special skills in existing employee. Further budget is allocated after monitoring and assessing all costs included and finally a decision is made for implementation. Next, implementation is followed by evaluation to identify the success and loopholes of planning so that corrective measures can be done to achieve desired outcomes. (Goetsch and Davis, 2014)
2.3 Compare the current recruitment and selection process in the organization with another organization you recommending
The recruitment and selection process in our organization consist of two rounds:
- Telephonic interview: In this round potential candidate are asked basic questions regarding aspirations of life, individual description, prior experience etc to assess the general intelligence and emotional quotient of applicants. The shortlisted candidates are called for Face-to-Face interview.
- Face-to-Face interview: in this round the applicants are interviewed by senior managers who assess the competency level, technical know-how etc. This is followed by psychometric assessment where applicant’s core strengths, stability, attitude etc are assessed through verbal questions or stimulation exercises. The candidates are then tested on their aptitude before the final selection is made. (Snape and Redman, 2010)
The R&S process in Harrods consist of four rounds:
Application to jobs: the vacancy for potential jobs is announced in Harrods both in their stores and on their company portals. The applicants have to fill the online application where they need to answer few competency questions which are based on general topics, teamwork, customer service etc which helps to assess intelligence and eligibility of applicants.
Personality test: the shortlisted applicants are asked to take personality test where assessment of personal traits such as behaviour, aptitude, honesty, dedication, suitability to the job role is checked.
On job evaluation: the candidates who clear personality test are invited to Harrods store to perform real tasks or simulation exercises on various fields depending upon nature of job role such as handling customers, taking orders, preparing bills, complaint handling, store management etc. The candidates are then assessed on their scores, practical skills and aptitude to logical understanding.
Final interview: the candidates who are selected in evaluation test are invited for final face-to-face interview with operation manager where their technical expertise is assessed. The final selection is made in this phase and the candidate who is finalised is offered joining letter within 10 days to join Harrods. (Snape and Redman, 2010)
2.4 Evaluate the effectiveness is the organization recruitment and selection techniques with another organization you recommending
The recruitment and selection technique being followed in our organization maintains a simple process where telephonic screening is done to assess the communication and agility of applicants. It also helps to evaluate the listening ability of candidates. Finally, the face-to-face interaction helps to assess the expertise and competency of candidates. Thus this dual filter process applied in our organization helps to identify best fit for specific nature of job but it lacks proper human resource planning structure which helps to align right person for right task. (Ferguson and Reio Jr, 2010)
On the other hand, Harrods recruitment and selection technique is more structured to measure practical abilities, behaviour, attitude and personality of candidates. The application process helps to screen the applicants based on eligibility and thus eliminates surplus applications which are not suitable for job role. Then the personality test helps to examine personal traits and behaviour which followed by evaluation test helps to evaluate situation handling of candidates base on real practices on job. This helps to examine decision making and promptness of candidates to perform routine activities. Lastly the final interview call helps to examine conceptual knowledge and suitability of candidates to Harrods culture. Thus Harrods recruitment technique is more prominent to examine minutely the best of talent who can be more adaptive to various changes or challenges of industry as it includes more detailed elimination process to reach to right candidate who can hold the reputation and value of Harrods for long term. (Ferguson and Reio Jr, 2010)
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3.1 Assess the link between motivational theory and reward at Virgin Media or your chosen organization
Virgin Media has motivation instilled in its genes. The employees are spread all over the world and work in coordination because of effective teamwork. Virgin recognizes the importance and need of motivation that is prevalent amid the employees for achieving the objectives of an organization and thereby, Virgin provides a constant support to the desirable behaviours at work by the advantage of offering two bonus schemes. (Pearsall, Christian and Ellis, 2010)
There are various motivational theories but at Virgin, one can see the application of Maslow’s theory of motivation where five levels of needs are been emphasized. The first and basic need of an employee is the fulfilment of Physiological needs such as food, shelter, clothes etc. and the second stage covers the safety needs such as job security, integrity etc. The third stage of need is belonging needs which includes of friendship, family, recognition etc. and the fourth need is the esteem need such as sense of achievement, self respect, etc. The final stage is of the self-actualisation need where it is assumed that an employee has attained its maximal potential.
One can relate the physiological needs of an employee by providing various motivational benefits such with competitive wages, health benefits, educational support etc. as these are the very basic needs which must be fulfilled. Other motivational benefits for example training programmes, life insurance etc. can be linked to an employee’s safety needs. The need of belongingness at Virgin can be related to the workplace relations with co-workers and superiors, pay hike, discount lunch etc. further determining employees loyalty towards the company. By offering benefits like appraisals, paid vacation, stock purchase plan, bonus schemes etc. Virgin cultivates a sense of achievement within the employees which can be linked to the esteem needs. Motivational theory also stresses on establishing secure environment where employees’ contributions are recognized in the form of rewards. At Virgin Media, employees are furnished with both facilities and flexibilities thereby, fulfilling the norm of providing a safe and secure working atmosphere. In addition, reward in the forms of promotions and incentives are offered. Rewarding is not just an encouragement for a certain employee but is a motivation for the underperformers to work more hard. Winning a reward can be linked to the need of self-actualisation. (Pearsall, Christian and Ellis, 2010)
3.2 Evaluate the process of job evaluation and other factors determining pay at Virgin Media or your chosen organization
Gaining Acceptance: ahead of performing job evaluation, Virgin’s management must get a clear picture regarding to expectations, aims and objectives of all the positions eventually conveying it to the employees. (Snell and Bohlander, 2010)
Creating Job Evaluation Committee: the committee must comprise of the HR department, senior line managers, management and stakeholders like union leaders
Finding Jobs to be evaluated: at Virgin, all the positions available are evaluated except the jobs in IT department
Analysing and Preparing the Job Description: preparing the JD is the key role of the committee formed at Virgin. Every job is evaluated according to the management’s mandate which is further broken down in regard to the requirements, roles and responsibilities, optimal candidate details, allowance etc.
Selecting the method of evaluation: the best method for evaluating a job is comparing with competitors. Moreover, the evaluation can also be done by outsourced professional agencies or by observing the current market rates
Classifying Jobs: at Virgin, jobs are classified by bringing in together similar JDs and pay structures.
Installing the Program: at Virgin, this exercise is conducted through surveys, which is practiced as an annual routine and is further updated annually
Reviewing Periodically: it also is an annual exercise done for updating and modifying the existing pay structure
At Virgin Media, factors like seniority, experience, value added and employee motivation determine the pay. The pay range of the senior employees is different at Virgin. One can see that the pay scale of employees with a minimum 10 years of experience changes and their invaluable contributions are acknowledged and recognized. Furthermore, the pay structure of all employees are been altered repeatedly. The HR Manager in consultation with the management designs special pay packages for certain employees who are capable of playing multiple job roles. Moreover, the pay structure is designed by considering factors such as bringing change in workplace, inputs, employee’s prospective growth, their versatility towards changes, new roles, zest for taking risks etc. are the factors determining pay, which eventually is evaluated by the line managers and HR department. (Snell and Bohlander, 2010)
3.3 Assess in different contexts how effective is the reward systems at Virgin Media or your chosen organization
Reward systems and its effectiveness in Virgin Media It has been observed that the reward system at Virgin has been categorized into two key sections namely financial and non-financial
Non- Financial rewards
Effectiveness of rewards in Virgin Media
The key purpose behind initiating a reward system is to recognize and acknowledge the employees contributions in driving the business towards its desirable goals. Virgin provides its employees with monthly incentives added in the pay for reaching the given targets and ensures that hardworking employees are praised at work so that feel motivated and inspire the others. Virgin encourages healthy competition amid the employees for winning the rewards as it not only is related to a monetary value but also is a matter of pride for the employee. An employee, who is promoted for undertaking higher responsibilities, is also considered as reward and the employees feel promotion as a recognition which they are seeking to achieve. (Gittell, Seidner and Wimbush, 2010)
3.4 Examine the methods Virgin Media or your chosen organization use to monitor employee performance
Methods of monitoring employee performances at Virgin
Set clear policies on time and productivity: it is important to plan the tasks to be allotted in advance eventually providing employees with direction and an idea of the performance standards expected from them. (De Jong and Elfring, 2010)
Regular check-ins and reporting needs: it is important to ensure that check-ins and reports are not demanding but rather should be encouraging for both employees and management bringing them together on the same page. Moreover, evaluation of the work described in a report or while check-in must be done
Apprehending motivational levels: can be done with the surveys where employees can voice their opinions and concerns.
Virgin Media can adopt a trimester appraisal system in order to evaluate the employees’ performances further enabling the management in cutting down the costs of the process of evaluation. Tom Mockridge, CEO, Virgin Media has stated that the company’s current process of performance evaluation is too costly when compared with the outcomes and thereby, for reducing the burden a plan must be made for implementing the structure. Practice of a trimester appraisal system is very effective for Virgin as it allows the employees to keep a track on their performances thrice in a year enabling them to avail the opportunities to improve and work attentively around the year. (De Jong and Elfring, 2010)
4.1 Identify the reasons for termination of Faisal’s employment contract with The Chicken Master and generally explain other reasons for cessation of employment
The owner of Chicken Master, Bob Jones takes into consideration multiple reasons ahead of terminating an employee further allowing the restaurant to keep its position safe. Ahead of terminating an employee, Bob Jones ensures that it has enough evidences and valid reason to proving that the action was legitimate in case the employee drags Chicken Master to the tribunal. Moreover, Bob gets involved on a personal level in every activity whether it is recruitment or termination, to ensure that any kind of reprehensible practice is not exercised in the restaurant and that all the processes are executed in adherence to the employment laws of UK. (Guest, Isaksson and De Witte, 2010)
Faisal, the restaurant manager at Chicken Master was laid off because of his bad behaviour and performance at work. Faisal although having 15 years of work experience in a restaurant failed in maintaining cleanliness in the restaurant’s kitchen and never stocked the store which raised problems while serving the customers. Moreover, he would often take out the restaurant’s equipment for his personal use without the knowledge of Bob, which was a violation of the policies mentioned in the employee handbook which he signed while joining. On investigating Bob found that Faisal would regularly watch pornography, emailing his wife and helping his daughter with her homework, even designing his own restaurant which was misbehaviour and violation of the restaurant’s policies. All these factors eventually lead to his termination on the grounds of unethical behaviour at work. (Guest, Isaksson and De Witte, 2010)
Reasons for cessation of employment
Shrinking Budget: continuous low profits or lack of funds from shareholders gives rise to situations where an organization becomes helpless in maintain the employees and are forced to lay off employees for maximizing their budgets.
Attendance: although employers understand the need of taking a time off citing illness, relatives death, holidays etc. an employee who is habituated in remaining continuously absent at work is subjected of getting terminated as it negatively influences on the company’s overall productivity, profits and morale. (Castilla and Benard, 2010)
Performance: employees with poor performances such as failure in achieving the given targets, missing deadlines, negligence at work etc. despite of multiple opportunities of improving themselves can face termination
Attitude and Behaviour: an organization expects the employees of maintaining a certain standard of respect at workplace with employer, co-workers, vendors and customers. Behaviours like misbehaving with customers, stealing office accessories or leaking secret information, maligning company’s name, drug and alcohol abuse etc. might result into employees’ termination. (Castilla and Benard, 2010)
4.2 Describe the employment exit procedures used by The Chicken Master and another organization of your choice
Employment exit procedure of NHS
Employment exit procedure of Chicken Master: Chicken Master’s employment exit procedure is quick and is eventually is related with the overall growth of the business while a financial crunch. Termination linked to employees’ performance is low and can be related to training, growth opportunities and the reward structure. Employees are given a minimum of 2 months time to look out other job and often at times gives references or when a background check is processed, the Bob gives a positive respond. In case an employee resigns, an interview is organized where the employee gives valid reasons behind the decisions. However, in case an employee is terminated on the grounds of unacceptable behaviour a fast processing is employed without indulging into many formalities. (Kramer, 2010)
4.3 Consider the impact of the legal and regulatory framework on employment cessation arrangements with an organization such as The Chicken Master if Faisal’s claim was proven to be true
There can be a considerable effect on Chicken Master while managing and adhering to the legal and regulatory framework during employment cessation as it is mandatory to adhere to the regulations. One can evaluate the employment cessation with the help of various prospects like annual and sustainability report of the restaurant. On the basis of the study, one can say that the restaurant has been particular with its employment cessation arrangements which might be considered as a sterile exercise by its competitors but Bob ensures that there is zero impact on the restaurant’s performance in terms of costs resulted because of non compliance of the regulatory framework for employment cessation. Comprehensively, the employment cessation arrangements at Chicken Master are steady at large under the legal and regulatory frameworks. It has been observed that Bobs has adopted numerous measures for ensuring that employees’ growth and productivity remain unaffected and are in accordance to the job requirements. Moreover, Chicken Master has never attempted of overseeing the employment laws and its related provisions. (Rubery, 2010)
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At the end, we conclude that the HRM is very important to be practiced in an organization for achieving a long-term success. The report highlights any organization overcomes the various challenges it faces while executing the policies and strategies of HRM. The report also analyzes the importance and role played by HRM as an organization keeps growing in terms of size. The execution of HRM is a planned process, which tends to evolve over a period of time can be analyzed through various aspects like personnel management, recruitment and selection process, reward system, employees motivation and employment termination and cessation. HRM ensures that an organization employs a proactive approach at work further resulting into an improved workforce planning and utilization along with an enhanced opportunities of growth for the employees.
Armstrong, M. and Taylor, S., 2014. Armstrong's handbook of human resource management practice. Kogan Page Publishers. Anderson, D. and Anderson, L.A., 2010. Beyond change management: How to achieve breakthrough results through conscious change leadership. John Wiley & Sons. Choi, M. and Ruona, W.E., 2010. Individual readiness for organizational change and its implications for human resource and organization development. Human Resource Development Review, p.1534484310384957. Castilla, E.J. and Benard, S., 2010. The paradox of meritocracy in organizations. Administrative Science Quarterly, 55(4), pp.543-676. De Jong, B.A. and Elfring, T., 2010. How does trust affect the performance of ongoing teams? The mediating role of reflexivity, monitoring, and effort. Academy of Management Journal, 53(3), pp.535-549. Farndale, E., Scullion, H. and Sparrow, P., 2010. The role of the corporate HR function in global talent management. Journal of World Business, 45(2), pp.161-168. Ferguson, K.L. and Reio Jr, T.G., 2010. Human resource management systems and firm performance. Journal of Management Development, 29(5), pp.471-494. Gittell, J.H., Seidner, R. and Wimbush, J., 2010. A relational model of how high-performance work systems work. Organization science, 21(2), pp.490-506. Goetsch, D.L. and Davis, S.B., 2014. Quality management for organizational excellence. Guest, D.E., Isaksson, K. and De Witte, H., 2010. Employment legal contract , psychological contracts, and employee well-being: an international study. Oxford University Press.
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Human Resource Management Sample Assignment
Human resource management hires the best employees from thousands of applicants. It provides training facilities and motivates the employees in such a way that they remain with the firm for a longer period of time (Boxall, P. and Purcell, J. 2009). In this report, the human resource management practices of Tesco will be observed. Human resource management of this company facilitates policies for developing the current skills of the employees. The ultimate goal of the human resource management department in line with the core goal of the organization which is maximizing the value of the organization by increasing the value of shares of the company. Human resource management contributes to increasing the value generation capacity of the employees so that they can help the organization to create value.
LO1 Explain the purpose and scope of Human Resource Management in terms of resourcing an organisation with talent and skills appropriate to fulfil business objectives
P1: the purpose and the function of human resource management.
Human Resource Management (HRM)
Human Resource Management has some specific purposes for recruiting the best employees to holding them to the company for a longer period of time. Human resource management facilitates actions for developing the level of skills and capacities of the employees (Mondy and Gowan, 2005). Human resource management contributes to increasing the value generation capacity of the employees so that they can help the organization to create value. Some specific functions of human resource management are: recruitment function, hiring and selecting function, training and developing function and managing function. In order to complete these functions appropriately, the management has to do some other functions.
Purpose of Human Resource Management
As a human resource manager of Tesco, I have to follow certain actions based on my purposes. The most relevant purposes are given below:
- The human resource management department ensures better facilities to the employees so that they can do their best job of achieving the organizational success. It provides training facilities based on the demand comes from the changing environment. As the employees are the most important resource for the company, they should be managed properly otherwise the ultimate goad of the company which is maximizing the value of the company may not be achieved (Gennard and Judge, 2010).
- There are some specific laws and guidelines that should be maintained properly from time to time. The human resource management focuses on identifying the gap between current laws and regulations and the company’s activities with the human resources. There are some laws protecting the human resources’ rights. For example Age Discrimination in Employment Act 1967, Equal pay act of 1963 etc.
- The human resource management seeks the ways for developing the employees current level of skills by providing them enough care and support (Armstrong, M. 2002). The management believes that if proper communication can be built employees, their problems can be captured and proper feedback can be given timely. The overall performance of the employees actually helps the organization to achieve its goals.
- If a proper communication channel can be created, the communication gap among the employees can be eliminated quickly. As the human resource manager maintains a diverse workforce, it is very necessary for them to create an environment where the employees can share their ideas freely.
The function of Human Resource Management in Tesco
The achieve the purposes, the management follows these functions that are given below:
- It observes the department goals and provides sufficient human resources to achieve these goals so that the ultimate goal of the company can be achieved (Grensing-Pophal, L. 2010).
- Another function of the company is to retaining the best employees and providing them attractive compensation plans so that they remain with the company for a longer period of time.
- The human resource management listens to the opinions of the human resources so that they can provide better supports and feedbacks which is necessary for increasing the employees’ motivations and skills (Harrison, R. 2000).
- Another important function of human resource management is preserving the employees’ rights so that any potential conflicts can be minimized.
P2: Strengths and Weaknesses of Different Recruitment Approaches
In order to select the best employees from thousands of applicants, the human resource management has to follow some different types of recruitment approaches (Boxall and Purcell, 2009). For example: interviewing the candidates, having selection parameters, giving promotion to the best employees, considering employee referrals, arranging campus recruitment etc. However, following these recruitment processes has both strengths and weaknesses of the management which are given below:
Strengths and Weaknesses of Promotions
- The employees of Tesco become motivated when they see that better skills really pay-off to them. So, they are trying to increase their current level of skills to achieve this.
- The employees do their best on the job. As a result, better performance may come from the employees.
- The return from the training program can be significant as the employees of Tesco take it seriously.
- Most of the elderly people from Tesco don’t like this approach as the chance of getting a promotion is lower for them (Gennard and Judge, 2010).
- Sometimes the biased and subjective judgemental approach of management may hinder the chance of getting promotion of the talented employees.
Strengths and Weaknesses of Employee Referrals
- Employee referrals provide the right employees for the right job as the current employee already know the required skills and knowledge for the job (Mondy and Gowan, 2005).
- As the current employee is liable for the new employee’s performance on the job, the human resource management department can ask the existing employee if any gap created.
- The current employees may be biased for recruiting their near and dear ones. So, unskilled employees may be hired for the vacant position.
- The benefits from the diversification of the workforce may be reduced by this approach.
Strengths and Weaknesses of Direct Recruitment
- In this approach, Tesco can get the best employees for the current job from a diverse source of the workforce.
- In this approach, the employer can get the right employee for the right job.
- Under direct cost recruitment, the cost of the selecting the best employees is high.
- The employees are not familiar with the current tradition of the organization. For this reason, the management has to waste some time for giving practical knowledge to them.
Strengths and Weaknesses of Campus Recruitment
- The new employees collected from campus recruitment are technically advanced. So, they don’t have to incur that much cost for training them.
- Huge level of employees can be collected at a little time. So, it requires fewer efforts for the company.
- The employees do not have practical experience about the organization. So, proper training facilities are required for them (Mondy and Gowan, 2005).
- The new employees may shift from one job to another job. So, the cost of training of the employees may lose.
LO2 Evaluate the effectiveness of the key elements of Human Resource Management in an organisation
P3: benefits of different hrm practises.
The benefits of different HRM practices are given below:
Conflicts Solution: Conflicts may arise in the Assignment of business. The practices of HRM reduces the potential conflicts among the employees. For example, the human resources of Tesco are compensated on an objective basis so that any conflicts related to compensation can be minimized.
Reduce Employee Turnover: The human resource management of Tesco follows some policies for minimizing the Employee turnover by proving them better care and support. If the employee turnover ratio is high, the cost of firm related to hiring and training the employees will be high and the performance of Tesco will be low.
Improve Employee Performance: The performance of the employees is a vital source of competitive advantage of Tesco. Ongoing training facilities and feedback increase the overall job performance of the employees (Armstrong, M. 2002). The human resource management of Tesco provides newer and updated information and training facilities to its employees so that their contribution to the firm increases.
Help to Control Budget: A proper Human resource management policy also contributes to controlling the budget. The budgetary plans of Tesco are finally executed by the employees (Mathis and Jackson 2003). As the employees control other resources, they are provided with better facilities so that they use these resources perfectly.
P4: Effectiveness of Different HRM Practises in Terms of Raising Organizational Profit and Productivity
- The Effectiveness of Different HRM Practises of Tesco in Terms of Raising Organizational Profit and Productivity are given below:
- Tesco provides ongoing training facilities and supports in different forms so that the employees can do their best in the respective jobs. For example Tesco provides real-world scenario of the current problem, simulation training using sophisticated tools, the information about the test and preference of the customers and the business environment, new ways for increasing the productivity etc (Boxall and Purcell, 2009). These facilities increase the organizational productivity and profitability.
- Tesco provides different varieties of compensation plans and benefits so that it can retain the employees in the organization for a longer period of time (Gennard and Judge, 2010). So, the cost of hiring new employees and providing training to them can be minimized which will actually increase the company’s profits by minimizing the cost.
- The human resource management of Tesco set goals to the individual employees and team members (Harrison, R. 2000). The compensation packages are updated from to time by analyzing the current scenario of the business environment. The employees of the organization become motivated to work hard and follow the training program seriously.
- In Tesco, the human resource management manages and organize the employee in such a way that in enhancing the relationship among the employees (Grensing-Pophal, L. 2010). As the employees share their ideas to others, it creates an opportunity to increase the knowledge in the related fields.
LO3 Analyse internal and external factors that affect Human Resource Management decision-making, including employment legislation
P5: the importance of employee relations with respect to influencing hrm decision making.
Employee relation is crucial for Tesco as the employee finally execute the plans. However, before making any final HRM decision, the human resource management should contact with employees so that the execution of the decision become successful. A proper environment of trust and care should be developed between the employer and the employee to engage them in the decision-making process (Mondy and Gowan, 2005). The employees will be motivated to take part in the execution of different HRM practices if they understand that they are considered in the decision-making process.
Having a proper balance of employee relation is a tough task as it requires continuous understanding, trust and belief between the employer and the employees. So, the employer should need extra care and support to manage the status of employee relations in the organization. When there is a good employee relationship existed in the organization, the HRM policy implementation becomes successful. Tesco company makes different HR policies to remain competitive with the other firms by utilizing its most important resources which is human capital.
As employee relation management has a lot of complex issues, the management always focus on these issues because it will increase the working environment in the organization. The workers are coming from different sources, so the probability of miscommunication and conflict is very high. So, the management should work on this are so that there is a peaceful environment in the business. If the level of relation among the employees increase, they will help one another in any cases. And, the overall performance of the business will be increased from this practice.
P6: Key Elements of Employment Legislation and the Impact They Have on HRM Decision Making
There are some laws and regulations that help the common employees to become a part of any organization in where they can contribute by providing their services (Armstrong, M. 2002). These laws and legislation reduce the discrepancies in selecting the employees for the job. Tesco company also follow these laws and legislation in making HR policies. These laws include the following:
- Equal Pay Act. 1963
- Privacy Act. 1974
- Uniform Guidelines for Employee Selection Procedures 1978 etc.
- Race Relations Act 1992
- Sex Discrimination Act 1995
- Race Relations Amendment Act 2000
- Equal Pay Act 1970
- Disability Discrimination Acts 1995
- Employment Act 2008
- Work and Families Act 2006
- Employment Relations Act 2004
- Data Protection Act 1998
Tesco follows these laws in making a decision regarding HR policies. There are some special orders from the provincial government for the HR policies that also taken into consideration (Mathis and Jackson 2003). For example It is stated that the employer should recruit a number of people from underdeveloped areas. So, Tesco has to follow this guideline while recruiting the new employees.
LO4 Apply Human Resource Management practices in a work-related context
P7: application of hrm practices in a work-related context.
The HRM practices are applied in every part of business process. Technologies are increasingly used to apply the HR practices effectively. Some possible application of HRM practices are given below:
Social Media Recruitment: Social media recruitment becomes very common for every organization (Armstrong, M. 2002). Like other business, Tesco uses LinkedIn and Facebook profile to get the idea about its new candidates. Interview through video calling is also done to reduce the cost both of the employer and the employee.
Tracking System of the applicant: By using this tool, the recruiter of Tesco can easily track the required applicants by scanning the resumes provided by them (Gennard and Judge, 2010). This tool is very much useful for the employer as it needs little time and effort for selecting the best employees from thousands of resumes consisting a variety of information.
Mobile Recruiting : Mobile recruiting is a useful tool for the recruiter of Tesco, as it is very common device and almost all of the candidates use this device (Harrison, R. 2000). Under this system, the potential employees can be tracked easily. The common tactics under this tool are mobile browser, mobile apps, text via mobile phone etc.
There are some other tools and techniques of HRM that contributes to the proper implementation of policies and practices in the organization (Grensing-Pophal, L. 2010). For example Tesco has child care facilities in its premises. For this facility, the employee can work continuously without any disruption. Tesco also provides flexible working hours for its employees. As a result, the employees can choose their desirable working hours and perform their activities perfectly. These HR practices increase the employee’s loyalty to the organization.
Human resource management plays a vital role in achieving the organization’s goals. It identifies the best employees from thousands of applicants. It provides necessary training facilities and motivates the employees in such a way that they remain with the firm for a longer period of time. In this report, the human resource management practices of Tesco have been observed. From the above discussion, it is clear that the policies of human resource management are widely used in every aspect of the organization (Boxall and Purcell, 2009). Several aspects of human resource management of this company has been considered. Employee relation, different types of HR policies are evitable for the organization’s success. Human resource management contributes to increasing the value generation capacity of the employees so that they can help the organization to create value.
Boxall, P. and Purcell, J. (2009). Strategy and human resource management.
DeCenzo, D., Robbins, S. and Verhulst, S. (2013). Human resource management. Hoboken, NJ: Wiley.
Dertouzos, J. and Garber, S. (2006). Human resource management and Army recruiting. Santa Monica, CA: RAND.
Fisher, C., Schoenfeldt, L. and Shaw, J. (2006). Human resource management. Boston, Mass. [u.a.]: Houghton Mifflin.
Foot, M., Hook, C. and Jenkins, A. (2016). Introducing human resource management. Harlow: Pearson.
Grensing-Pophal, L. (2010). Human resource essentials. Alexandria, Va.: Society for Human Resource Management.
HR policy and practice. (2007). London: Incomes Data Services.
Ivancevich, J. and Konopaske, R. (2013). Human resource management. New York, NY: McGraw-Hill Irwin.
Mathis, R. and Jackson, J. (2003). Human resource management. Mason, Ohio: Thomson/South-western.
Mondy, R., Noe, R. and Gowan, M. (2005). Human resource management. Upper Saddle River, N.J.: Pearson Prentice Hall.
Mondy, R., Noe, R. and Premeaux, S. (2012). Human resource management. Upper Saddle River, NJ: Prentice Hall.
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Zhu, C. (2005). Human resource management in China. London: RoutledgeCurzon.
Armstrong, M. (2002). Employee reward. Wimbledon: Chartered Institute of Personnel and Development.
Baker, H. (2007). Employee training. Chandni Chowk, Delhi: Global Media.
Gennard, J. and Judge, G. (2010). Employee relations.. London: Chartered Institute of Personnel and Development.
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- Introduction of HRM
Introduction Of HRM (Human Resource Management ) - Detailed Explanation
The content is for students who are pursuing a Management or MBA degree or Diploma from Singapore University and have to study Human resource introduction, Singapore is known for its management studies and universities like Monash stand in the top 100 universities in education. This content may help students of Monash or other Universities of Singapore . Here our expert assignment writers are giving you a brief about what is HRM with a simple definition. This is an in-depth guide prepared by Human resource management assignment writers
Human resources management (HRM) is a management function concerned with hiring, encouraging and sustaining people in an organization. It focuses on persons in organizations. Human resource management is scheming management systems to safeguard that human talent is used efficiently and proficiently to achieve organizational goals.
HRM is the employees’ function which is concerned with procurement, progress, reward, integration, and maintenance of the personnel of an organization for the purpose of contributing towards the accomplishments of the organization‘s objectives. Therefore, personnel management is the planning, organizing, directing, and controlling the performance of those operative functions.
HR Practice and Company Performance
HRM supports a company to achieve its objective from time to time by creating a positive attitude among workers. Reducing wastage and making maximum use of resources etc. Due to proper HR practices, workers are skilled well and this makes them ready for future raises. Their capacity can be employed not only in the company in which they are presently working but also in other companies which workers may join in the future.
Healthy HRM practices can comfort the organization to maintain a co-ordinal relationship with the unions. Efficient HR practices teach individuals to work in a team and making adjustments to improve efficiency. After constant training, the company is also able to identify potential employees who can be promoted in the future for top-level jobs. HRM increases the performance of the company by recruiting the right people.
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Goals of hrm.
The goal is to make strategic planning for the organization so it may increase effectiveness. The main goals are:
- a) The attainment of the organization’s goals and objectives,
- b) Financial profitability,
- c) Positioning to create advantages for the short-term and long-term, and
- d) To create a sense of social responsibility.
Characteristics of HRM
- HRM involves management functions like planning, organizing, directing and controlling
- As it is management driven so involves procurement, development, maintenance of human resource
- It helps to achieve individual, organizational and social objectives so
- HRM is a mighty disciplinary subject. It includes the study of management psychology communication, economics, and sociology.
- It involves team spirit and teamwork.
- It develops and maintains the quality of work-life
- It believes that people should be treated as assets (human capital)
Theoretical Perspective to understand what is HRM
According to the behavioral view the favorable and appropriate concepts, techniques are used to improve the behavior to achieve objectives
The resource-based theory of HRM draws attention to the strategic value of the workforce and to the issues of workplace learning. Thus, it appears to embrace a soft view of HRM.
The political view of the theory of HRM manage their human resources according to recurrent trends and changes in socio, economic political situations
Hard HRM and Soft HRM
The hard model is based on ideas of i) tight strategic control, and ii) an economic model of man,.On the other hand, the soft model is based on i) managing human resource through commitment and ii) through cohesion. The hard model belongs to the traditional view of management and it aims to make a regulator environment in the workplace by constricted rules and regulations, order, authority, strict supervision, etc The hard model reflect human resource as an economic resource or commodity or like new technology.
Henceforth, the performances or out-put are expected through using tight regulator policies like rules, regulations, more supervision and disciplinary actions, etc. While Soft model aims to make an encouraging and potential work environment that persuades people/human resources to work efficiently. In this model, people or workers are encouraged to work. Commitment and contribution are highly expected in the workplace within this model.
Naturally, people tend to work and behave without any supervisory order or authority, knack or force within this model. The soft model sees employees as valued assets and as a basis of competitive advantage through their commitment, adaptability and high level of skills and performance. The three key features of soft HRM model are, first various forms of flexibility; second-team building, empowerment, involvement and the third, culture management.
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Best Fit / Contingency Model:
“HR policies become well-organized when it is linked to its adjacent context or environment of the business. There are two elements in this model:
- External Fit – the fit is linked to process strategy/marketing strategy etc. that is, the competitive policy of the overall business. It talks about the connection between competitive advantage, employee behaviors and practices.
- Internal Fit – HR policies and practices must be comprehensible. Policies that work in the opposite direction should be avoided. For example, inspiring teamwork but rewarding teamwork
This theory is about to attain the best ” fit” between what the organization is and wants, technology, size, structure, the people, its employees and its outside environment and what the organization achieves and how it is structured and the processes, procedures, and practices it implements. It suggests a situational viewpoint that enables any organization to face any challenging circumstances and opportunities.
In this theory, it is supposed that there is no collectively accepted practice or principles in managing human resources. It is a contrasting viewpoint to universalistic theory. According to this managers are supposed to act according to environmental factors both internal and external to the organization.
Therefore the advocates of this theory are classified as contingents or situation lists and their philosophy as ‘best fit theory or contingency theory of HRM. The Underlying philosophy of the theory is the complicated relationship that exists between the alteration and the durability and it is an admixture of both.
Harvard Analytical Framework for HRM.
Most of the later theories in HRM were propounded on using certain elements of this Harvard Analytical Framework. Consequently, it could be well-thought-out as the brainchild of other models and theories of HRM. The basics in later theories like investor interests, the internal and external environments, policy choices, vision and strategies, certain soft views are rooted in this Analytical Framework. This idea transports us to a team approach. The main qualities and characteristics of Harvard Analytic Framework are
- Bears stakeholder perception
- Shared cooperation and commitment
- As an alternative supervisory style, seeing HRM an employee influence
Therefore, this model is composed of elements like mutual respect, mutual commitment, mutual obligation and it depends on teamwork spirit and certain elements in soft view of HRM. Harvard Analytic Framework is the descriptive theory of HRM which originates the wholesome coverage of HRM functions or their essentials. Harvard Analytic Framework seems to be similar to HRM functions as micro-minute forces, emphasizing the usefulness and interrelationships.
Features of Harvard
- It identifies a wide range of stakeholder interests and related factors that influence HRM
- HR policy choices result in outcomes of organizational obligation, competence & cost-effectiveness and, in turn, have long term consequences for individuals, enterprise and society.
- HRM is integrated with general, line management. There is still a role for HR experts, while all managers are seen as responsible for HRM.
- The main focus is the enterprise, or firm, as the unit of analysis
- People are viewed as social capital. HRM is seen as an investment in human capital
- A mutual fit between organizational policy and human resource strategy is seen as vital. The top-level of management integrates HR policy and strategy
Resource-based Principle of HRM
The resource-based opinion of HRM explores the ways in which an organization’s human resources can deliver a sustainable competitive gain. It can be best explained by the VRIO framework:
This principle supports the ensuring the potential value of outputs is maximized and that they fully meet the needs of the customers for whom the product or service is intended organizations requirement to consider how the human resources function can generate value; it is quite common in organizations to reduce costs through HR such as the lessening in headcount and the introduction of flexible working practices etc., but it is also important to consider how they might increase revenue.
The suggestion of the resource-based view is that if Human Resources desires to be a ‘strategic partner’, they need to know which human resources contribute the most to supportable competitive advantage in the business, as some human resources may provide greater influence for competitive advantage than others. It explores how an organization’s resources can provide a sustainable competitive advantage by focusing on promoting sustained competitive advantage via developing human capital.
It is also concerned with the relationships between internal (HR) resources, strategy, and firm performance. HR can provide a competitive advantage if they are unique and cannot be replicated. Overall this emphasizes not only on behavior but also on skills, knowledge, attitudes, and competencies
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Michigan model ensures ways to achieve the organizational objectives is the application of five major functions of HRM very effectively. According to this model, this process is totally dependent on the HRD policies and programs of the organization.
It is believed that the whole of HRM is a recurring process in which every function is symbiotic hence the value of each function is very identical for acceding the organizational objectives. The work and contribution of properly selected human resource has to be evaluated in using appropriate techniques.
Some kinds of rewards have to be obtainable on the basis of results of an appraisal and the performances of employees. In this model, it tries to encapsulate all key functions of HRM and to utilize it in a more comprehensive manner. Therefore, the underlined ideology of this model could be termed as a descriptive theory of HRM
According to Guest'” HRM theory has three categories like strategic theory, descriptive theory, and normative theory. This model belongs to strategic theory must have two important viewpoints viz. assimilation and accommodation.
Assimilation implies the organization attains experiences from both internal and external environments and in the process, it should formulate probable strategies. Conversely, in accommodation, the organization should apply those strategies and its environment undergoes change as per the demands of the model.
Mostly views and ideas of contingency theory have some traditionalism with the strategic theory. As the descriptive theory describes HRM more inclusively by classifying the whole content of HRM functions. In this theory, the whole HRM process is considered as one element and the proponents assume that every aspect such as aims, objectives, vision, missions, policies and procedures, stakeholders, etc belong to the organization as ingredients for achieving the desired objectives.
This model was developed by two researchers, Hendry and Pettigrew of the University of Warwick (hence the name Warwick model). Similar to other models, the Warwick proposition centers around five elements
- Outer Context (macro-environmental forces)
- Inner Context (firm-specific or microenvironmental forces)
- Business Strategy Content
- HRM Context
- HRM Content
This model takes cognizance of business strategy and HR practices (as the Guest Model), the external and internal context (unlike the Guest Model), in which these activities take place and the process by which such changes take place, counting interactions between changes in both context and content.
The strength of the model is that it identifies and classifies important environmental influences on HRM. It plots the connection between the external and environmental factors and explores how HRM adapts to changes in the context. Apparently, those organizations achieving alignment between the external and internal contexts will achieve performance and growth.
Storey distinguished between the hard and soft HRM management system. He suggested that the management of a Hard HRM system is based on obtaining value by managing the people in a strategic way in order to have competitive advantages.
According to this model, the employees and the human resources who are working in an individual manner or collective manner have been suggested as the valued assets. It defined the HRM system as a coherent approach in managing these assets. This version of HRM has been concentrating on measurable criteria, control, and qualitative performance management. Storey also recommended that the soft HRM has been focusing on the employees as valued assets.
The adaptableness, higher quality, the commitment of the employees is the main concern in this version. Storeyspecified that the personnel management is to manage the employees in complying with rules as per the requirement of the owners of the business. Payrolls, employment laws, etc are mainly focused on personnel management. It can be thought of as a bureaucratic approach in human resource management.
Ulrich Business Partner Model
The model is well known for introducing mainly the aspects of Human Resources with the highest value-added. Ulrich is considered a pioneer in HR. He defined the most common HR Roles model, which generally used in the market.
The main contribution of David Ulrich’s HR Model was to start the movement from the functional HR orientation to the more partnership organization in HRM Function. Business Partnering is not possible to implement without a foremost shift in the HR Organization.
The benefit was a more responsible and flexible organization of Human Resources, which allowed many HR Professionals to become real respected business partners.
The HR Model defined by Ulrich brings for the main criteria:
- strategic partner
- change agent
- employee champion
- administrative expert
Strategic Partner is about the alignment of HR activities and initiatives with the global business strategy and it is the task of the HR Management and HR Business Partners.
Change Agent is a very important area of this model. It is about supporting the change and transition of the business in the area of the human capital in the organization. The role of Human Resources is the support for change activities in the change effort area and ensuring the capacity for the changes.
Administrative Expert changes over the period of time. In the beginning, it was just about ensuring the maximum possible quality of delivered services, but nowadays the stress is put on the possibility to provide quality service at the lowest possible costs to the organization.
Employee Champion is a very important role in Human Resources. The employee advocate knows what employees need and HRM should know it.
HRM and Organizational Effectiveness
It concerns how an organization will compete, and how would an organization be able to assess the effectiveness of its strategic plan. Indicators of effectively-crafted strategic plans include creating advantages that are sustainable over a long period of time.
To find the effectiveness the plan organization should know
- d) Creating a sense of social responsibility.
Challenges in the Future
As the business environment is rapidly changing therefore the need to update knowledge and skills by looking at the organization‘s needs and objectives is increasing.
The important challenges for HR in the future in a dynamic global environment are
- Managing the Vision
- Creating a conducive environment
- Changing Industrial Relations and managing relationships of employer and employees
- Building Organizational Capability
- Understanding the Job Design and Organization Structure in changing and demanding global scenario.
How we can help you in making HRM Assignments & Projects
HRM principally deals with manpower for an organization. If you are also a student of HRM and concerned about the assignments making then you can consult with our assignment writers and take paid assignment writing services by management experts.
Native Writers from Singapore may also assist you with essay writing, PPT creation or any other format of assignments. These are some sub-branches of HRM in which experts are available; 1. Recruitment, e-recruitment 2. Training & Development 3. Employee Engagement and placements process 4. Performance Management 5. Compensation & Benefits 6. Back office Processing 7. Professional associations 8. Compensation and benefits managers. 9. Human resources information system (HRIS) analysts. 10. Employee assistance plan managers. 11. Labor relations
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- HRM – Introduction
- HRM – HR & Business Strategy
- HRM – Planning
- HRM – Talent Management
- HRM – Training & Development
- HRM – Performance Management
- HRM – Employee Engagement
- HRM – Employee Performance
- HRM – Compensation Management
- HRM – Rewards & Recognition
- HRM – Organizational Culture
- HRM – Workplace Diversity
- HRM – Industrial Relations
- HRM – Dispute Resolution
- HRM – Ethical Issues
- HRM – Audit & Evaluation
- HRM – International HRM
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HRM - Introduction
Human Resource Management (HRM) is an operation in companies designed to maximize employee performance in order to meet the employer's strategic goals and objectives. More precisely, HRM focuses on management of people within companies, emphasizing on policies and systems.
In short, HRM is the process of recruiting, selecting employees, providing proper orientation and induction, imparting proper training and developing skills.
HRM also includes employee assessment like performance appraisal, facilitating proper compensation and benefits, encouragement, maintaining proper relations with labor and with trade unions, and taking care of employee safety, welfare and health by complying with labor laws of the state or country concerned.
The Scope of HRM
The scope of HRM is very wide. It consists of all the functions that come under the banner of human resource management. The different functions are as follows −
Human Resources Planning
It is the process by which a company identifies how many positions are vacant and whether the company has excess staff or shortage of staff and subsequently deals with this need of excess or shortage.
Job Analysis Design
Job analysis can be defined as the process of noticing and regulating in detail the particular job duties and requirements and the relative importance of these duties for a given job.
Job analysis design is a process of designing jobs where evaluations are made regarding the data collected on a job. It gives an elaborate description about each and every job in the company.
Recruitment and Selection
With respect to the information collected from job analysis, the company prepares advertisements and publishes them on various social media platforms. This is known as recruitment .
A number of applications are received after the advertisement is presented, interviews are conducted and the deserving employees are selected. Thus, recruitment and selection is yet another essential area of HRM.
Orientation and Induction
After the employees are selected, an induction or orientation program is organized. The employees are updated about the background of the company as well as culture, values, and work ethics of the company and they are also introduced to the other employees.
Training and Development
Employees have to undergo a training program, which assists them to put up a better performance on the job. Sometimes, training is also conducted for currently working experienced staff so as to help them improve their skills further. This is known as refresher training .
After the employees have put in around 1 year of service, performance appraisal is organized in order to check their performance. On the basis of these appraisals, future promotions, incentives, and increments in salary are decided.
Compensation Planning and Remuneration
Under compensation planning and remuneration, various rules and regulations regarding compensation and related aspects are taken care of. It is the duty of the HR department to look into remuneration and compensation planning.
Features of HRM
Human Resource Management as a discipline includes the following features −
It is pervasive in nature, as it is present in all industries.
It focuses on outcomes and not on rules.
It helps employees develop and groom their potential completely.
It motivates employees to give their best to the company.
It is all about people at work, as individuals as well as in groups.
It tries to put people on assigned tasks in order to have good production or results.
It helps a company achieve its goals in the future by facilitating work for competent and well-motivated employees.
It approaches to build and maintain cordial relationship among people working at various levels in the company.
Basically, we can say that HRM is a multi-disciplinary activity, utilizing knowledge and inputs drawn from psychology, economics, etc.
HRM Introduction | Human resource Homework Assignment Help | HRM Homework Help | HRM Assignment Help
HUMAN RESOURCE MANAGEMENT
Human Resource Management is a task in organizations, intended to expand worker execution so as to meet the business key objectives and goals. It is primarily concerned with the management of the organization. HR manager manages the human capital by implementing various HR policies. HRM Is a process of attracting, selecting and retaining the employee.
This tutorial includes brief info about the HRM and the new innovations which help HRM grow. This also covers the challenges faced by management in managing the vast workforce.
AUDIENCE: This tutorial will be valuable for the management people who seek to get familiar with the essentials of Human Resource Management. Experts, particularly HR directors, paying little respect to which area or industry they have a place with, can utilize this instructional exercise to figure out how to apply the strategies for Human Resource Management in their individual venture situations.
REQUIREMENT: The readers of this tutorial need to have the essential knowledge about the unpredictable projects an HR manages without wasting the assets.
Human Resource Management is a task in organizations, intended to expand worker execution so as to meet the business key objectives and goals. HRM is the process of managing the workforce of the company. This covers the field of staffing, retaining, training the employees. HRM also includes fairly compensating the employees after evaluating their performances with the help of various performance appraisal methods. They also keep up appropriate relations with workers and trade unions, by agreeing to work laws of the state or nation concerned.
HRM Tutorials Topics
- Business Strategy
- Talent Management
- Training and Development
- Performance Management
- Employee Engagement
- Employee Performance
- Compensation Management
- Rewards and Recognition
- Organizational Culture
- Workplace Diversity
- Industrial Relations
- Dispute Resolution
- Ethical Issues
- Audit and Evaluation
- International HRM
- Small Scale Units
HRM Assignment Topics
- Conflict Management
- Employment and Unemployment
- Human Capital
- Human resources
- HR management Homework Help
- Organizational culture
- Reward System
- Recruitment and Selection
- Bureaucracy and Adhocracy
- Communications management
- Consensus decision making
- Cross-functional team
- Employee research
- Fraud deterrence
- Group dynamics and Group think
- Hawthorne studies
- Human Relations Movement
- Industrial and organizational psychology
- Labor relations
- Labor and Wage
- Management effectiveness
- Managing change and change management
- Organizational behavior and commitment
- Organizational learning
- Organizational studies and development
- Theory X and theory Y
- Time management
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NPTEL Introduction to Machine Learning Assignment 6 Answers 2023
Hello NPTEL Learners, In this article, you will find NPTEL Introduction to Machine Learning Assignment 6 Week 6 Answers 2023 . All the Answers are provided below to help the students as a reference don’t straight away look for the solutions, first try to solve the questions by yourself. If you find any difficulty, then look for the solutions.
NPTEL Introduction to Machine Learning Assignment 6 Answers 2023 Join Group👇
Nptel introduction to machine learning assignment 6 answers 2023:, q.1. when building models using decision trees we essentially split the entire input space using, q.2. in building a decision tree model, to control the size of the tree, we need to control the number of regions. one approach to do this would be to split tree nodes only if the resultant decrease in the sum of squares error exceeds some threshold. for the described method, which among the following are true, q.3. suppose we use the decision tree model for solving a multi-class classification problem. as we continue building the tree, w.r.t. the generalisation error of the model,, nptel introduction to machine learning assignment 6 answers join group👇, q.4. having built a decision tree, we are using reduced error pruning to reduce the size of the tree. we select a node to collapse. for this particular node, on the left branch, there are 3 training data points with the following outputs: 5, 7, 9.6 and for the right branch, there are four training data points with the following outputs: 8.7, 9.8, 10.5, 11. the average value of the outputs of data points denotes the response of a branch. the original responses for data points 1along the two branches (left right respectively) were response _left and, response_right and the new response after collapsing the node is response_new . what are the values for response_left , response_right and response_new (numbers in the option are given in the same order), q.5. consider the following dataset:.
Which among the following split-points for the feature 1 would give the best split according to the information gain measure?
Q.6. For the same dataset, which among the following split-points for feature2 would give the best split according to the gini index measure?
Nptel introduction to machine learning week 6 answers join group👇, q.7. in which of the following situations is it appropriate to introduce a new category ’missing’ for missing values (multiple options may be correct), about nptel introduction to machine learning course:.
With the increased availability of data from varied sources there has been increasing attention paid to the various data driven disciplines such as analytics and machine learning. In this course we intend to introduce some of the basic concepts of machine learning from a mathematically well motivated perspective. We will cover the different learning paradigms and some of the more popular algorithms and architectures used in each of these paradigms.
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View HRM Assignment (Introduction).docx from BUSINESS ABDM3283 at Tunku Abdul Rahman University College, Kuala Lumpur. Introduction Human resources management (HRM) as known as a central of many
Training and Development: Training helps to develop an employee's skill tremendously. A trained employee has better knowledge about their job role and performs more accurately.
INTRODUCTION Regardless of the size of an organization or the extent of the resources available, one must have human resources in order to survive through the turbulent times occurring in their business. Human Resource Management is required for managing and maximizing the capabilities as well performance of such people in an organization.
View Hrm Assignment 1.docx from MGMT 4153 at Allied American University. Subject: - Introduction to HRM Assignment: - 1 Submitted To: - Aitzaz Khurshid Submitted By: - M.Salman (L1F18BBAM0003) M.ZAIN
Human resource management aims at optimising the performance of the workforce of business organisations by providing the employees with a better work environment and by establishing better employee-employer relations [ CITATION Hen121 \l 1033 ].
Introduction - assignment - Introduction Human resource management (HRM or simply HR) is the - StuDocu Collective Bargaining and Collective Labour Law 503 (JMLV503) BER chapters 1-3 notes - Summary Business law GGH3701 Assignment 1 Sem 1 2022 Feedback PEN1501 PORTFOLIO My Modules FAC1502-21-S1-17E Online Assessment Introduction - assignment
The most important component of HRM is its relativity to human nature, hence, handling employees and the issues faced by them is not an easy task. Students undertaking human resource management courses often resort to seeking online assistance for writing their assignments.
Human Resources Management Assignment 1 Introduction Human resource management plays very significant role in ensuring the success of the organisation and also helps to improve its brand image which in turn helps the company or the organisation to sustain in the market for long.
A Short Review on Human Resource Management System for further development of any organization. Development of any system is necessary but before that, we need to identify the obstacle of that system. In this situation, HRM helps us a lot. Therefore at first, we need to know HRM first. Md Naim Hasan Towhid Follow
HRM is a wide process which helps in the achievement of goals as well as going beyond the boundaries and creating opportunity for the business. "Human resources are like natural resources; they're often buried deep. You have to go looking for them, they're not just lying around on the surface.
Human Resources Management Assignment Introduction In an organization, employees are the ones who are responsible for carrying out work activities involved in operational process. It is the key job of managers and HR professionals to organize the employees in order to bring effectiveness in their performances.
HRM Assignment 1 (WITH References) ESSAY DOCUMENTS. ABOUT ORGANIZATION, EMPLOYESS. HOW ORGANZATION WORKS University Universiti Teknologi MARA Course Introduction to Human Resource Management (HRM533) Academic year2020/2021 Helpful? 00 Comments Please sign inor registerto post comments. Students also viewed Reflective Essay HRM - Grade: B
Introduction. Human resource management hires the best employees from thousands of applicants. It provides training facilities and motivates the employees in such a way that they remain with the firm for a longer period of time (Boxall, P. and Purcell, J. 2009). In this report, the human resource management practices of Tesco will be observed.
HRM involves management functions like planning, organizing, directing and controlling As it is management driven so involves procurement, development, maintenance of human resource It helps to achieve individual, organizational and social objectives so HRM is a mighty disciplinary subject.
Human Resource Management (HRM) is an operation in companies designed to maximize employee performance in order to meet the employer's strategic goals and objectives. More precisely, HRM focuses on management of people within companies, emphasizing on policies and systems.
INTRODUCTION: Human Resource Management is a task in organizations, intended to expand worker execution so as to meet the business key objectives and goals. HRM is the process of managing the workforce of the company. This covers the field of staffing, retaining, training the employees. HRM also includes fairly compensating the employees after ...
Hello NPTEL Learners, In this article, you will find NPTEL Introduction to Machine Learning Assignment 6 Week 6 Answers 2023.All the Answers are provided below to help the students as a reference don't straight away look for the solutions, first try to solve the questions by yourself. If you find any difficulty, then look for the solutions.