...Human Resource Management Human Resource Management Lecturer Name : Student Name : Andrei Baneoti Student ID : hndb11686 Lecturer Name : Student Name : Andrei Baneoti Student ID : hndb11686 Executive Summary Human resource management is supposed to be the most challenging part of management system of an organization. It is the management system which is concerned about all the aspects of human resource of an organization. As such personnel management, human resource planning, recruitment, motivation, reward system, performance evaluation, cessation of employment all this functions fall under the broad concept of human resource management. Here all these activities of human resource management are presented with the analysis of human resource management at Harrods. Harrods is a popular brand name in the world of business. Here human resource management is discussed in the context of Harrods for understanding the practical application of human resource management. Contents Introduction 5 Understand the Difference between Personnel Management and Human Resource Management 6 1.1 Differentiate between Personnel Management and Human Resource Management 6 1.2 Assess the Function of the Human Resource Management in Contributing to Harrods Purposes 8 1.3 Evaluate the Role and Responsibilities of Line Managers in Human Resource Management 9 1.4 Analyze the Impact of Legal and Regulatory Framework on Human Resource Management 10 Understand How to...
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...How different reward strategies are in connection with general Human Resource strategy and policies In way to have a more clear concept about the connection among the all elements, it is important starting the analysis giving a definition of strategy and of the other elements to have an idea about what human resource strategy, policies and reward strategies are. A strategy is the direction and scope of an organization over the long term, which ideally matches its resources to its changing environment. It is the direction in which the organization is going in relation to its environment and it must have a strategic objectives and a plan of action. HR strategies sets out what the organization intends to do about the different aspects of its human resource management policies and practices in integration with the business strategy. The purpose is to guide the HRM (human resource management) development, it provides vision for the future actions required and how the vision should be realized: especially what need to be done and what needs to be changed. Human Resource strategies are vertically integrated with the business strategy contributing to business process, and it should plan with people in mind, taking into account the needs and aspirations of all members of the organization; it involves the formulation and the implementation of specific strategies in each area of HRM. Generally there are two basic types of human resource strategies: the overarching strategies...
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...Managing Human Resources HRD, Performance and Reward Management The current Coles regional store manager is currently underperforming in the role the company has assigned for them. As this position of regional store manager plays a key role in Coles achieving its organisational objectives through inspiring, engaging and leading a team of staff to embrace and demonstrate the above values. (Nanverkis, Baird, Coffey, & Shields, 2014) Suggest that human resources should review an organisations strategic direction before selecting recruits. All positions should be reviewed and aligned with the corporate strategy to ensure corporate goals are achieved. Human resource management is one of the most essential departments of an organisations success. The overall goal of this management team is to make sure that the organisations relations with their employees are satisfied. This includes attracting, developing and maintaining a quality workforce and developing performance objectives (Schermerhorn, et al., 2014). The human resource department is investigating one of the current regional manager’s performances. Reports have indicated that the regional manager is underperforming. Underperforming employee’s need to be addressed and handled by the organisation. Detailing several issues will help realign the employee with the organisations goals. The issues being addressed will actively engage and offer recommendations in assisting the regional store manager to effectively perform...
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...Human resource management Table of Contents Introduction 3 Task 1 3 1.1 Distinguish between personnel management and human resource management (P1) 3 1.2 Assess the functions of human resource management of Tesco (P2) 4 1.3 Evaluate roles and responsibilities of the line mangers of Tesco (P3) 5 1.4 Analyze impact of the UK legal and regulatory framework on human resource management (P4) 5 Task 2 6 2.1 Analyze the reasons for human resource planning for Tesco (P5) 6 2.2 Outline the stages involved in planning Tesco’s HR recruitments (P6) 6 2.3 Compare the recruitment and selection process of Tesco and Toyota (P7) 8 2.4 Evaluate the effectiveness of recruitment and selection techniques of Tesco and Toyota (P8) 8 Task 3 9 3.1 Assess the link between motivational theory and reward (P9) 9 3.2 Evaluate the process of job evaluation and other factors determining pay (P10) 9 3.3 Assess the effectiveness of reward systems in two different work contexts (P11) 10 3.4 Examine methods that being used by businesses to monitor employee performance (P12) 11 Task 4 11 4.1 Identify the reasons for cessation of employment with Tesco (P13) 11 4.2 Describe employee exit procedures of Tesco and Toyota (P14) 12 4.3 Consider the impact of the UK regulatory framework on employee cessation agreements of Tesco (P15) 12 Conclusion 12 Reference 13 Introduction Human resource management is way of directing and executing the workforces of the organization in...
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...well known approaches to human resource management. The 'best fit' perspective claims that HR strategy become more and more efficient when it is linked to its environment of the business. It explores the close link between strategic management and HRM by assessing the extend to which there is a vertical integration between an organisation business strategy and its HRM policies and practices. 'Best practice' school claims that certain 'best' human resource practices would result in enhanced organisational performance, manifested in improved employee attitude, lower level of absenteeism and turnover, higher level of skills for higher productivity, enhanced quality and efficiency. That is why the 'best practice' model is also referred as high commitment models. These two concepts are generally described within the literature but it is sometimes difficult to stretch the specifications of each approach. This essay will attempt to fill that gap. Section two compares these concepts according to human resource studies. It will highlight areas of agreement between each approach. Section three therefore stretches the differences between 'best fit' and 'best practice' approaches. We now try to discuss in section four the approach taken in this debate by the CIPD. Concluding elements are found in section five. The terms 'best fit' and 'best practice' are used in strategic human resource management literature. The 'best fit' approach to strategic human resource management (HRM) explores...
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...Problem Solution: Riordan Manufacturing Riordan Manufacturing is a successful organization looking to improve overall performance and position the company for future growth. The organization was initially founded in 1991 and has seen significant growth since its inception. Today Riordan Manufacturing is a global competitor in the plastics market with over 550 employees. Projected earnings exceed $46 million with a heavy focus in plastic beverage bottles, custom plastic parts, and plastic fan parts. The following review will analyze various issues impacting the organizations operations. Identified issues will be used to determine business opportunities while connecting improvements to key human resource management concepts. Key stakeholders in the organization will be identified along with the establishment of strategic end-state goals that will help guide improvements at Riordan Manufacturing. Major gaps in Riordan Manufacturing’s process will be analyzed using a standard gap analysis approach with accompanied alternative solutions that have a long-term focus. An optimal solution will be identified along with an implementation plan with meaningful end-state goals that support the vision of the organization. Situation Analysis Issue and Opportunity Identification Riordan Manufacturing has developed various processes and procedures to manage the business. The organization maintains a heavy focus on research and development with a strong sales force to help distribute the...
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...organization (Ajila and Abiola 2004). Both public and private sectors organizations are putting increasing attention on human resource management to maintain and motivate its most valuable and worthy assets, the employees. According to Catalini (2012), organizations are taking more of a proactive stance towards ensuring employees are satisfied with their place of employment and feel a level of commitment and connection to employers. Back then, employee satisfaction is often not a primary focus of an employer. Organizations routinely focus on finances, production, and pleasing customers and neglect the impact their actions or lack of action has on employee satisfaction. The consequences may be seen in products or services that are not up to standards and an increase in turnover and increase in cost for employers. Hence, finding the right balance between employee satisfaction and its enhancement of employee motivation and performance is imperative as it will have positive effects on several aspects of an organization, including lowering turnover rates and increasing productivity and profit. The use of rewards has been found over the years to be one of the management tools in the organization to increase job performance. Besides, it is common to offer employees attractive, lucrative and competitive remuneration packages. For example, an attractive reward packages has been a norm of any employment contract. These have a direct link or inter-related to improving employees’...
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...Critically discuss how human resource policies are designed in order to assist organization achieve their strategy Introduction Human resource polices are used to identify outstanding employees for enterprises, not only to find good employees, more important is to train the employees. Until every employee can contribute to the corporate development and then they can further assist the company achieve the corporate strategies in the most suitable positions in the company. Meanwhile, the human resource polices are also should conducive to create positive, united and dedicated working environment and improve efficiency in all aspects. Nevertheless, the human resource policies also differ with different corporate cultures in different organizations. Such situation also poses competitive challenge to the human resource policies. There is no fixed pattern for the human resource policies in the organization. In different organizations, different social circumstances human resource policies also in different patterns. The role of human resource policies should be give full play in the corporate development process. Human resource managers need to bring the initiative into play in order to enable enterprises face a high growth stable development trend in the future. Therefore this essay argues that the human resource policies are designed to assist organization achieve corporate strategy. This essay aims to explore and discuss how the human resources policies are designed in order...
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...Human Resource Management Human Resource Management Job Analysis Looking over the previously submitted job analysis I would not change anything. The job analysis is vital in order to assure that all aspects are determined before anyone is recruited selected and hired in order to assure the best fit for the company and also the employee. In order to do so KSA’s and task statements have to be evaluated. The steps for identifying and then formulating the job analysis include gathering information, identifying critical job duties, documenting rating criteria, and linking job tasks to specific KSAs and/or competencies. Not only is it important to identify job duties, skills, and knowledge, but also the human requirements since this is a very vital point in assuring the job analysis is formulated in accordance with what kind of employee is sought after. In addition the job analysis will be helpful in appraisal of employee performance and job evaluation, such as pay increases and/or bonuses and also will give the organization indicators if additional training is needed. Job Ad A job advertisement would be the next step after the job analysis has been formulated in order to start the recruitment process. The job ad should include relevant information in accordance with the previously created job analysis. The media at which recruitment will take place should be also identified in order to give the most available coverage. Many different venues can be utilized such as the...
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...Human Resource Management Unit Code: k/601/1264 Lecturer: Siham Aboujanah Submission Date: 29/07/11 QCF Level 5 Submitted by: Acknowledgement I wish to begin by thanking lecturer, Mr.Siham Aboujanah, thank you for the wisdom, understanding, and compassion that you have imparted to me and my ideas. I am grateful to my parents, brothers and sisters for their extreme moral support, encouragement and patience during the course of studies as well as throughout my academic career. No personal development can ever take place without the proper guidance of parents. Contents Topic | Page No. | Introduction | 4 | 1.1 Human Resource Management and Personal Management | 4 | 1.2 Functions of Human Resource Management | 5 | 1.3 Role of Line Managers in HRM | 6 | 1.4 Impact of Legal and Regulatory Framework | 7 | 2.1 Human Resource Planning | 8 | 2.2 Stages in Human Resource Planning | 8 | 2.3 Recruitment and Selection process change | 9 | 2.4 Effectiveness of Recruitment and selection techniques | 12 | 3.1 Link between Motivational Theory and reward | 13 | 3.2 Job Evaluation | 13 | 3.3 Reward Systems | 13 | 3.4 Monitoring Employee Performance | 14 | 4.1 Reasons for Cessation of Employees | 15 | 4.2 Exit Procedures | 16 | 4.3 Legal and Regulatory Framework | 18 | Conclusion | 18 | References | 19 | Introduction People are the important resource of organization. Managing them well can improve the performance and efficiency of organization...
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...|. | | | |[pic] | | | | | |Module | | | |Managing your People | | | | | | | | ...
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...Introduction………………………………………………………………………………………………………….…..2 LO1: Understanding the differences between personnel management and human resource management..............…...3 P1.1: Distinguishing between personnel management and human resource management...…………………………...4 P1.2: Assess the functions of the human resource management in contributing to organizational purposes……………………………………………………………………………………………………….…………………………………………………….…….5 P1.3: Evaluate the roles and responsibilities of line managers in the human resource department……………………………………………………………………………………………………………………………………….………….…..………6 P1.4: Analyze of the impact of legal and regulatory framework on Harrods human resource management..........…...7 LO 2: Understanding how to recruit employees…………………………………………………………………………………………………………8 P2.1: Analyze the reasons for human resource planning at Harrods………………………………………………………….………………9 P2.2: Outline the stages involved in planning human resource recruitment…………………………………………….………….….10 P2.3: Compare the recruitment and selection process in …………………………………………………………………………………………………………..…………………………………………………….……………..11 P2.4: Evaluate the effectiveness of the recruitment and selection techniques in the organizations……………………………………………………………………………………………………………………………………………...……………12 LO 3: Understanding how to reward employees in order to motivate and retain them……………………………………………13 P3.1: Assess the link between motivation theory and reward ..............................................................................…...14 P3.2: Evaluate...
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...Business Report on Fitright Human Resource Management (IADB) A BUSINESS REPORT ON FITRIGHT REPORT Title: Business Report To : CEO of ‘Fitright; INTRODUCTION This is a business report for the Fitright Company based on an Organizational scenario. It is an auto parts supply Company located in Beijing, China. The CEO wants to know the best guidelines for the recruitment and selection process and competent procedures in place of Guanxi practices. The aim of assignment is to provide a practical recommendation to CEO of Fitright for the HRM Activities advantages in response to the questions given in the task areas. As a resource person of HRM, I have mentioned my opinions as an advice to follow best procedure Fitright would achieve and maintain a substantial competitive advantage to become a successful organization. About Human Resource Management (HRM) What is HRM? Human Resource Management (HRM) is an activity of the people who work in the organization. It can be performed by the management and link managers within the organization. It is different organizational functions to be used simple and easy way to employee management solution. The aim of the HRM is to develop the people in a competent way through work. What is Strategic Human Resource Management (SHRM)? Strategic Human Resource Management (SHRM) is an organizational functions joining the people about the HRM strategies to the organizational...
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...Professor Name: Course/code: Date: Performance Management: Linking Rewards to Performance The goal of this project is to provide Human Resource Professionals with useful guidelines for developing and implementing performance management through rewards. Performance Management are the strategies and techniques that emphasizes on performance of employees as a way of achieving managerial goals and objectives (Murlis p.78). Performance management also refers to perfecting, harmonizing and promoting quality of employee work to ensure customers satisfaction thus leading to high return to stockholders. Performance management foster clarification of task and expectations, improvement of individual and organizational productivity and provides a basis for making employee-related decisions (Shippmann p.605). In conclusion Performance Management uses Human Resource strategies such as reward systems and performance Appraisal to motivate employees towards performance. Performance management can be viewed as a tool to improve on employee motivation for high performance (Cokins, p.58) With the view of finding out the impact of rewards I conducted an interview with the Human Resource Manager, Mr Brandon Jefferson of Coca Cola Kenya branch. Mr. Jefferson said that Coca Cola performance largely depends on employee inputs and outputs. He said that their employees are rewarded annually through intrinsic and extrinsic rewards. He noted that at the beginning of the year the company records its highest...
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...Strategic Management of Human Resources Section A: (Take around 15 minutes to answer each question, 1 or max 1.5 pages for each question) 1. What do we mean by the terms ‘Best fit’ and ‘Best practice’ to describe SHRM (Strategic Human Resource Management). Which is better? Use any short case examples to illustrate your discussion? Answer: By Definition ‘SHRMis that approach of HRM that refers that how all the aims and the objectives of the organization can be achieved through the people of the organization itself. It is a very critical approach of HRM. These objectives are realized by the employees of the organization, where each employee is given some objectives to achieve. Through this the employee also showcases his performance and thus grows.’ Two approaches of SHRM are: 1) Best Fit 2) Best Practice Discussing both here below, Best Fit Approach: takes into consideration all the circumstances that the organization is facing and hence create a best fit of strategies to best solve the problems. These circumstances that the approach takes into account could be internal as well as external to the organization. The people working in the organization become the center to the approach and it is these people that help is sort out the circumstances. The strategies thus developed under this approach focuses on the needs of the organization and the people. This approach is said to be important and one of the best practices because it keeps into consideration the...
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