Beruflich Dokumente
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Individual assignment
Contents
1.0 Introduction ...................................................................................................................................... 2 2.0 Different Between Personal Management & Human resource Management ................................. 3 2.1 Distinguish between personnel management and human resource management ..................... 3 2.2 Asses the function of the human resource management in contributing to organizational purpose ............................................................................................................................................... 5 2.3 Evaluate the roles and responsibilities of line managers in human resource management........ 6 2.4 Analyze the impact of legal and regulatory framework on Human resource Management ........ 8 3.0 Recruit Employees ............................................................................................................................ 9 3.1 Why organization needs Human resource planning? .................................................................. 9 3.2 Outline the stages involved in planning human resource requirements .................................. 10 3.3 Compare the recruitment and selection process in two organizations...................................... 11 3.4 Evaluate the effectiveness of the recruitment and selection techniques in two organizations ... 13 4.0 Reward employees in order to motivate ........................................................................................ 15 4.1 Asses the link between the motivational theory and reward.................................................... 15 4.2 Evaluate the process of job evaluation and other factors determining pay.............................. 17 4.3 Assess the effectiveness of reward system in different context ............................................... 19 4.4 Examine the methods organizations use to monitor employee performance ........................... 20 5.0 Cessation of employment .............................................................................................................. 22 5.1 Identify the reasons for cessation of employment within organization .................................... 22 5.2 Describe the employment exit procedures used by two organizations .................................... 23 5.3 Consider the impact of the legal and regulatory framework on employment cessation arrangements .................................................................................................................................... 25 6.0 Conclusion ....................................................................................................................................... 27
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1.0 Introduction
This report consists about Human Resource Management and how the Knowledge Ltd and Future Ltd use the Human resource practices. This gives a good understanding about human resource management to the readers. Though out the report it explains about how the organization motivates, recruits and how they give rewards to the employees. This consists all about HRM.
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Human Resource Management (HRM) The HR department is helping to achieve business objectives and planning and how to achieve those objectives. The HR department is acting as adviser to line managers. HR also always consider about motivating the employees. The Human Resources Management function includes a variety of activities. They are to hire employees to fill these needs, recruiting and training the best employees, ensuring they are high performers, dealing with performance of the employees, and ensuring personnel and management practices.
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Difference between HRM & PM Personnel management deals with employees, their payroll and employment laws. On the other hand, Human Resources Management deals with the management of the work force, and contributes to an organizations success. HRM basically deals with developing personnel management skills. It is Human Resources Management that develops a team of employees for an organization. While Personnel management is considered to be reactive, Human Resources Management is stated to be proactive. Personnel management focuses on administrating people or employees. On the other hand, the prime focus of Human Resources Development is to build a dynamic culture. Personnel management is independent from an organization. On the contrary, Human Resources Management forms an integral part of a company or an organization.
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2.2 Asses the function of the human resource management in contributing to organizational purpose
HRM always consider in encouraging continuous job performance and improvement which is linked to as gain sharing schemes, good profit and individual enticement plans. They always considers about team work. They always think about the relationship of the employees. HRM creates a new draw near towards job design such as job rotation. HRM makes leaders who are transformational. This leadership style motivates business objectives to be shared by employees and management. In HRM leaders only pay attention to more on people-oriented and importance on rules and regulations are eliminated and replaced with: Corporate culture and missions Trust and flexibility Shared vision
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2.3 Evaluate the roles and responsibilities of line managers in human resource management
Line managers are the people who play a huge role in an organization. They must control & complete all the tasks and responsibilities in an effective way and should give away tasks perfectly to the suitable employees. So they are having a huge responsibility in the educational institute. Role of Line Managers in practicing HR activities
Guidance role Guiding & recommending employees in all the activities Control & auditing role Relates to all performance evaluations Wages costs
Service role Providing good services for internal customers. Payroll systems Employee information
Managing operating cost Checking quality of the service Allocating the work among employees in an effective way. training the employees in the correct path Dealing with customer complaints in an effective way
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Line managers are the people who are responsible for a group of employees in an organization. They sometimes act as a leader too. They also have a huge responsibility towards the organization as handling with employees. They also can call as the lower level managers of an organization. These are some responsibilities of line managers
Activities to be fullfilled as Line managers in Human Resource Management Acquiring human resource Planning for organizations jobs Building individuals & organizational performances in an effective way Rewarding and motivating employees Checking the performances of the employees Identifying the needs & wants of the employees All recruitment and selection processes Identifying the weakness of the employees and giving training programs.
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2.4 Analyze the impact of legal and regulatory framework on Human resource Management
Equal Pay Act 1970 It was intended specifically to prevent discriminations as regards terms and conditions of employment between men and women Sex discrimination Act In UK there are 2 main pieces of legislation deal with inequality of 1995/97 opportunity by reason of sexual and racial discrimination. They are sex discrimination and race relations act. Employment Act 2004 relations Workers now have statutory protection against being offered inducements by their employer not to be or to be a member of a trade union.
Previous legislation on disability focused narrowly on securing Acts employment for disabled people, without addressing the issue of discrimination. This is an act of the parliament of UK which tainted pre-existing law to medication supposed problems in the laws operation to do with dispute resolution and to conform to updated case law on trade unions. Employment tribunals are tribunals non-departmental public bodies in England and Wales and Scotland which have statutory jurisdiction to hear many kinds of disputes between employees and employers.
Employment tribunals
Work and Families This act sets out the framework for the latest array of family Act 2006
National Wage
Data 1998
protection
Act The processing of the data on identifiable living people. It is the main piece of legislation that governs the protection of personal data in the UK.
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To get the right people for right job To get effective use from the resources As to manage and go along with the new technology To identify the skills of the employees Reduce the labor turnover To motivate and train the weak employees
Because of this reasons human resource plan is very important. This helps the organization to take good decisions in order to success in their future goals.
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SITUATION ANALYSIS
FORECASTING DEMAND
ORECASTING SUPPLY
SURPLUS
SHORTAGE
CLOSING GAP
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o Selections are done through interviews o The received applications are checked to identify the most suitable applicants for the vacancies. Applicants who selected are informed for the interview. o step 1 - Personality of the applicant is examined o step 2 The candidate is interviewed o Best performers of the 3rd interview will be receiving the letter of appointment. o Candidates who have been appointed for the job will be informed for the training programme and will be given the job. Selection process in Future Ltd
o o o o
Step 1- Selections are done through recommendations Step 2- The selected candidates are called for the organization Step 3- Test is given to the candidates Step 4- Then the managers decides and selects the best candidates and informed them for their first training.
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3.4 Evaluate the effectiveness of the recruitment and selection techniques in two organizations
The recruitment and selection techniques used by the Knowledge Ltd
The recruitment and the selection method used by this organization are by using interviews. When they want to select new employees the organization advertizes the job opportunities on the news papers and call upon the candidates who have applied. This is done because, o To evaluate personality of applicants o To agree terms of employment; o To provide candidates with more information about the institute
The managers in each department are in the panel to interview the candidate. They observe the candidate by asking several questions and observing the past educational details of the candidate. They select the most talented candidates and let them know later that they have been selected to the job. This is the normal procedure this organization uses when recruiting and selecting a new employee to the organization.
This
organization
recruits
and
selects
new
employees
through
recommendation that they get. They contact those candidates and talk with them and give them a test to check their knowledge in working. Through this test they select the candidate who scores the most. This way the Future organization selects the
employees for their organization. They mostly use this way in recruiting and selecting new employees to the organization.
When comparing both the ways of recruiting employees. The best way is used by the Knowledge Ltd. Interviewing is the best practice in selecting new employees as the organization can observe the candidates clearly and know how they deal
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with the questions they ask. Through exam, tests the managers only can know their knowledge, but they cannot know how they behave, communicate etc. So the best practice is used by the Knowledge Ltd when comparing these two organizations recruiting and selecting methods.
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Motivation in simple words may be understood as the set of forces that cause people to behave in certain ways. It is a process that starts with a physiological deficiency or need that activities behavior or a drive that is aimed at a goal or an incentive.
The concept of motivation occupies a central place in the discipline of Organizational Behavior. It is a concept, which has received the maximum attention from the academicians and researchers alike. Since a motivated employee is highly productive and highly quality oriented, the managers are also interested the concept of motivation.
Most people understand the concept of intrinsic satisfaction or intrinsic motivation, i.e. when an activity is satisfying or pleasurable in and of itself. Naturally, these activities are things we like and want to do. For most of us, intrinsically enjoyable activities are things like eating, resting, laughing, playing games, winning, creating, seeing and hearing beautiful things and people, being held lovingly, having sex, and so on. To do these things we don't need to be paid, applauded, cheered, thanked, respected, or anything--commonly we do them for the good feelings we automatically and naturally get from the activity. Intrinsic rewards also involve pleasurable internal feelings or thoughts, like feeling proud or having a sense of mastery following studying hard and succeeding in a class. ones life. It is an attention getting and effect producing mechanism. Money, has therefore tremendous importance in influencing employee behaviour. Seventh, money is easily vulnerable to manipulation. Finally, money will be a powerful motivator for a person who is tense and anxious about lack o money. But behavioural scientists think otherwise. They downgrade monetary rewards as a motivator. They prefer, instead, other techniques such as challenging jobs, goals, participation in decisionmaking and other non-monetary rewards for motivating employees.
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the overall performance of the business by using employees as a vital resource which needs to be nurtured and not just developing and implementing control systems to fix short term problems.
There are other incentives to reward employees, other than financial such as appraisals. Appraisals can prove to be an effective means for looking at human resources, as they allow to Ensure that the abilities and energies of individuals are being used effectively. Allow employers to identify better uses of individuals talents and experience. Training needs can also be identified. Future decision making as data of abilities can be kept on file for future reference.
Team briefings - Management tell sub-ordinates what needs to be achieved, this opens up the lines of communication, and makes everyone aware of what needs to be done. Team buildings - Employees are taken on outings to pursue some systematic group exercises led by a trainer or time spent on social activities. The logic is to enthuse a team working ethic. Quality circles - Regular meeting sessions where a group of employees discuss quality related issues.
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It can be said that if managers are to be successful, they must focus on strategies that improve the overall performance of the business by using employees as a vital resource which needs to be nurtured and not just developing and implementing control systems to fix short term problems.
4.2 Evaluate the process of job evaluation and other factors determining pay
Job evaluation Job evaluation is ranking of a specific position with other positions in the same organization. To succeed in this result, job performance is collected and evaluated according to different individual factors and in relationship with other positions in order to confirm objective results. Job evaluation process
Aspects of Jobs
Evaluation of Jobs
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Performance of the employees Demand for the service in the exsisting market Experience of the employees Comparative wages Ability to pay or not Workers capability and age limit Cost of living
Hence job evaluation is done once six months in the Knowledge Ltd. According to the factors pointed out above the organization determines the salary. First a fixed amount is given for all the employees in the organization, according to the persons performance and the experience the increment will be given.
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Reward system in knowledge Ltd In any organization salary is the amazing reward for the employees. The Knowledge Ltds always tries to give rewards by increasing the salary as to the performance of the employees as to motivate them to work hard and to keep them in the organization for a long time.
Other rewards which are given by the Knowledge Ltd are mentioned below:
Transportation Bonuses- paid twice a year Promotions Training programs Paying over time Food & Beverages Additional Bonus
Advantages of providing reward system Employees are highly motivated and they will be encouraged to work hard. The performance of the business will be increased because of hard work of employees and it will help to reach the goals. More experienced employees are encouraged to join this company from other organizations because of the additional benefits provided by this company. Employee satisfaction- Employees need and wants will be fulfilled by giving rewards to them so they will be happy working in the organization.
High cost to the organization and time consuming- as the money is spent on all the reward systems, it will cost high to the organization.
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Performance appraisal system Application of Appraisal is well known as the performance appraisal. There are reasons in appraising the performance of the employees. These appraisals provide information about the employees performance, knowledge and experience. And it helps to identify the weaknesses of the employees. Normally in any organization this performance appraisal is done at least once a year. Appraisal will help to:
Figure 06 Performance Appraisal There are two methods that Knowledge Ltd can conducting performance appraisal to their employees. 1. Performance appraisal by forms 2. Performance appraisal by interview
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Performance appraisal by forms Usually the Knowledge Ltd conducts a performance appraisal once every 5 months. This will help to classify how employees are performing. This will also help to identify the strengths and weakness of the employees, and conduct training programs to overcome the weaknesses. The performance appraisal forms at this institute are too long because employees will have to write about themselves very clearly in each and every perception.
Performance appraisal by interview They also interview the employees to see their performance. So if they have any doubt with the forms they can clarify it in the interview. The reason of the conducting the performance appraisal is to make employees aware of the company goals, objects, mission, vision. Employees gets training in the end of each appraisal. In this way employees will be motivated as well.
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What is an exit interview? Simply an exit interview can be defined as an interview with leavers about their reasons for resigning; sometimes there is a problem for the employees in telling the true reasons. But also exit interviews can be an advantage for both organization and leaving employee. Organization gets the leavers knowledge and they can make it useful for them, while leaving employees can leave their mark in the organization. Benefits of exit interviews
Clarify the pay and issues. Obtain information about management practice connected with the employee execution. Discuss and clarify the reason for termination. Obtain information about supervisors management skill. Obtain information about how effectively the organization performs..
Exit interviews at Knowledge Ltd Steps 01 Informing the leaving employee Step 02 Ext interviews Step 03 Outplacement services
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Exit interviews at Future Ltd Steps 01 Informing the leaving employee Step 02 Counseling Step 03 Ext interviews Step 04 Farewell for the leaver
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5.3 Consider the impact of the legal and regulatory framework on employment cessation arrangements
Redundancy is a form of dismissal in the job, caused by your employer needing to reduce the workforce. Reasons for this are as follows, the job you were hired for no longer exists Due to cost cutting staff numbers must be reduced the business is closing or moving
Legal and regulatory framework When this selection is done organization must be careful to avoid any discrimination and there must be a systematic approach so that employees are not selected in an unfair way.
Age at present age discrimination is not unlawful, although it may be unfair. Attendance records this can amount to unlawful discrimination against disabled employees and therefore care should be taken as to whether 'one-off' illnesses, longterm absences or work-related injury absences are to be included or excluded
Sickness absence this overlaps with attendance records and care should be taken to avoid any discriminatory effect Performance the scoring should be measured as objectively as possible. Disciplinary record Qualifications/experience. Skill and knowledge
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Employment tribunals Employment tribunals are tribunals non-departmental public bodies in England and wales and Scotland which have legal authority to hear many kinds of disputes between employees and employers.
Employment tribunals
An employer representative
A representative
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6.0 Conclusion
As per findings, the best practice out of personnel management and HRM is the HRM model. Knowledge Ltd's recruitment and selection process, reward system, and appraisal techniques are all designed to meet with the industry standard Future ltd. These proposed structures are designed to be better and more effective than the standard so that the HR practices of Knowledge ltd has a competitive advantage over the leader and the major competitor. Line managers are of utmost importance because they are the implementers of HR strategy. All legislature relating to HRM must be practiced by organizations so that discrimination can be avoided in most circumstances to maintain the corporate image of the company .
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