Sie sind auf Seite 1von 15

Task 1 Introduction Being the greatest asset of any industry, human resource management has the great responsibility

to manage the human resource in an organisation effectively for the growth. Therefore in any organisation a good team of human resource management is necessary. A definition for the Human resource management can be given as a
management function concerned with hiring, motivating, and maintaining people in an organisation (Aswathappa, 2007). All the tasks and actions of man

power look after by the Human Resource management in an organisation a) When we take Human Resource management and Personnel management into consideration, there is no large difference but still we can see a little shift in approach. We can see a merge of both personnel management and human resource management in some organisations. Human resource management take care of the professionals overall improvement as well as growth by making provisions employee benefits and training. While in the case of Personnel management, is all times deal with employment laws and procedures which is in nature of administration. In an organisation, Personnel management acts as an isolated department. It deals employee motivation through training, handbook designing for the employees and creating reward packages. Personnel management is there with greater responsibility of make sure the proper treatment employees by salary packages and proper compensations. Increase in the compensation is based on evaluation of ones performance by personnel management team. They would increment the compensation if the team is satisfied. Allsec Technologies Allsec Technologies, a leading outsource firm having a large human resource. It is India and have delivery centres around the world. Operating centres mainly located in Philippines apart from India. They provide voice, non-voice, and other services for

affordable prices to their clients. This organisation was started by Adi Saravan in 1998 in Chennai. Multiple services that they offer are software application developments, pay roll solutions, customer care services etc. Allsec Technologies greatly believes in the man power. They recruited even in recession times as they believed in man power. Operating centres are there in USA, Australia, India, UK and Philippines. Even though Allsec Technologies selection process includes different stages, they choose right candidate for the jobs. The human resource management team of Allsec Technologies is very efficient. Operation cost is reduced by the effectiveness of human resource management since they recruit right staff needed for the right job. The activities of the team include Human Resource planning, Recruitment and Retention, Human Resource Selection and training. Transition from Personnel Management to HRM 19th century witnessed rise of personnel management by the emergence of welfare secretaries who are also called welfare officers. Their duty was to look after the betterment of under pressure employees who were worked under the franchisees and trade unions. Women were protected by providing welfare programs and better accommodation. Later welfare officers were also given responsibility to looked after all employees. Their attention was also attracted towards selection as well as training. USA accepted the Human Resource management widely during 1980s. The intention was to reduce the influence of trade unions. Even though personnel management deals with recruitment and selection, organisation regards them as a separate department. For achieving the business strategies for an organisation they supply proper human resource to all departments. We can see that they are working as line manager in many organisations. The assistance of them is needed from the recruitment and selection to the training and retention. It helps the organisation for the overall welfare. B) Human Resource manager perform as the line manager have many responsibilities in an organisation to perform. Utilization of man power according to the organisational strategy plays a major role in the success of that organisation. Otherwise man power can constitute liability to the organisation.

Human resource management of an organisation got a huge responsibility. Some of them are briefed below Human Resource Planning (HRP): It is one of the important responsibilities of a human resource management team. Organisation should not face man power shortage. HRM should foresee the need of man power and provide required number of man to the organisation. Retired or resigned gap need to be filled and assistance to the experienced employees should be given to stay for a longer period in the organisation. Therefore well defined plan is required for Human Resource management to enable them to serve better. Human Resource Selection: It is one of the chief duties of human resource management in any organisation. It is very complex and difficult process to choose and identify the talents. The applicants may be from different culture and qualifications and is the sole duty of human resource management to filter the application according to their merits and demerits. Different methods are used to perform the selection. Certain methods are followed by the Allsec technologies for the selection of employees and they are. Written exam Debate on general topic Evaluation of documents Group discussion Listening Test Interview

Human Resources Training & Development: If a candidate is chosen, they are given proper training in order to perform the required responsibilities and tasks in the organisation. The designing of training is done by the human resource management team and is given by them too. The training includes introduction to organisations day to day activities to new employees. The strategies and operational modes, work culture of organisation are educated to employees. Human resource management can motivate

employees through these trainings. Work attitude and potentials of the employees also increased by these training sections. C) There are different models in human resource management. Each model is there to help the organisation to improve their strategic operations and act using man power appropriately. Both Harvard Model and Performance Solutions of Human Resource Management can be used by Allsec Technologies. Harvard Model of HRM: This model can be used by the firm in the long term smooth running. This is an influential model used for planning process by human resource management. Employees are considered human resource in this model. In this model of HRM employees are considered as key stakeholders. Key values are commitment, competence, congruence and cost effectiveness. Other policy areas of this model are: HR flows Employee influence Reward Systems Work systems

Michigan Model: This model has some similarities with the previous model still is considered as hard line due to the consideration of human resource as the business resources. Man power is related to raw materials. This model is also called matching model. According to this, human resource management should be participate and reactive in organisational strategies. Other roles of HRM are: 2 a)
Recruitment and Selection

Selection Appraisal Rewards Development

The important duties of human resource management are selection and Recruitment in an organisation. In this process, recognition of need of an organisation is needed and best effort is relevant to trace the best candidate for the firm. After the application is invite HRM scrutinize the application. human resource management identifies the attitude and right skill of the candidate during the selection and recruitment process. A) Human resource management planning can be defined as A process which anticipates and maps out the consequences of business strategy on an organization's human resources. This is reflected in planning of skill and competence needs as well as total headcounts. In this process HRM foresees the demand of manpower and supplies according to that. It includes estimation of resource required to do the organisational operations effectively. Some of the functions of Human resource management planning are: Identifies the needs of the organisation: There will be a need of human resource when organisation expands its service or operations. The planning done by HRM helps to identify the requirements and need of hiring human resource and current status is been

evaluated. The shortage of manpower can be avoided by this. Some organisation may have excess number of employees and some may have less as well. This problem can be avoided by the Human resource management planning. Recruitment and Voluntary retirement can be introduced in above situations. Influencing organisational strategy: Each organisation forms strategies to yield success. HRM is an integral part of an organisation as it gives required human resource. HRM planning helps to identify and provide required number of skilled man for the implementation of new organisational strategy and also with adequate resources. This shows relevance of having efficient HRM in an organisation. Trace out the Highly Skilled ones: In this world of competition, only those organisations can survive which are having employees who are highly skilled. Planning that is been done by the Human resource management helps the organisation to select talented ones. They are given maximum opportunity to use their potential. Hire New Human Resources: Human resource management planning will tell whether there is a need of hiring new ones or not. Organisation can choose skilled or experienced man power. It enables the firm to invest on human resource. HR is considered as the most valuable asset of any organisation. Overcome employee resistance: Interchange or transfer may need for effective operations of the organisation. In many cases employee show resistance in reshuffling. HRM planning can help in solving this problem. Effective approach of human resource management can enable in sorting out such problems. B) Recruitment can be defined as the process of searching for suitable applicants and makes a pool of such candidates from whom the right people can be identified. The beginning of recruitment is when demand is foreseen by the organisation. The process end when identified the right staff by filtering their experiences and qualifications. External and internal factors affect the process.

Internal factors: Internal factors that affect are organisational policy, HRM planning, cost effectiveness, organisational expansion and size of the company. External Factors: There are different factors that influence in recruitment processes. During the recession time market demands and unemployment are acting as external influential factor which affect the processes of recruitment. Some other factors are social and political factors. There are different stages that make recruitment a long process. Stages that included in the recruitment are planning, strategy development, searching, screening and evaluation. Recruitment planning: in this stage HR unit calculate all the vacancies those to be filled. Then they evaluate the value of man power and the nature of vacancies. They publish the number of vacancies in the media to get attention. They consider the internal reference also. Formation of Recruitment process: They first design the process of recruitment through which they can select talented candidates. HR management decide on refilling of vacancies that they going to meet comparing with organisational operational strategies. HR can recruit directly or through referrals. They recruit internal referrals by taking into account the contribution to organisation, qualification as well as experience. External recruitment involves walk in interviews, campus interviews, interviews through agencies etc. Searching for the right candidate: In this process, different options are taken to attract candidates by the HR department. It enable them to choose the best candidate for their jobs. It can be called as an integral part of the recruitment process. Screening of applications: They start getting applications after announcement of vacancies through media. Invitation of all applicants for interviews or tests may not carry out. HR department screen the applications according to their requirements. Those who meet the requirements will be called for the interviews. Saving of money is also possible this way.

Evaluation of Applications: This process includes scrutinizing of applications and choosing right candidates. This is to select candidate for next recruitment level. HR can calculate the cost of recruitment and other expenses. Detailed time plan can also be made to make recruitment an effective one. 2 C) Selection of a candidate in the organisation is a long process. We can define selection as the process of short listing candidates in order to identify who are having a greater likelihood of success in the vacant job. After getting the application, it the hard job of HRM to choose the right candidate for the next level of selection. Even after the long selection process, it is not sure to select right candidates by the Human resource management team. The new appointed employees will determine the failure and success of selection process. There are various phases and stages and it take other resources as well as time for the organisation. After selection both the employer and employee need to make an agreement or contract between them. The organisation and nature of the job determines selection process needed for different jobs. Some of those include tests, interviews and agreement signing.

Interview: In this phase, human resource management took the task of eliminating candidate not having the requirements required for the published post. The interviews are vital in recruitment process. Tests: Tests are of different types in the selection process. The intention of these test are to evaluate the potential, abilities related to logic of the candidate. It also provide human resource management the opportunity to know commitment towards work and their attitude towards work too.

Final interview: Final interview can be called as the final chance of both employer and employee to make sure of the terms and conditions regarding the job. The attitudes and potentials of the candidates are known through this interview. Scrutinizing the documents: In this stage, the credibility of the documents produced by the candidate is evaluated by the human resource persons. The organization is thus provided with the right information on the qualification and experience of the candidates. HR team evaluate the certificate and they are allowed to proceed to the next higher only if the certificates are found genuine. Offering of Job: After the selection of candidate, next turn is of the employer to offer the job to the candidate who is selected. They are offered a job in the organisation once the candidate qualifies all the assessments and tests. Appointment letter will be given by the human resource person. Employment Agreement: In this part of selection, there is an agreement to be signed by the employee with the employer about packages, salary and others. Rules and regulations are included in the agreement that the employee need to obey with while working in the organisation. The agreement normally includes term of employment, compensation details, duties and responsibilities of the employee. Legal formalities and procedures vary from country to country. In United Kingdom, it is very strict by law that no one should be discriminated based on their sex, colour, religion, disability and status of marriage. If some one is discriminated based on any of the above reasons, then that person can approach the court. United Kingdom ensures rights to all employees through the employment laws. When we consider an organisation, human resource management hold the duty of ensuring the following of laws and rules of the country and are obliged.
D)

This is one of the better methods to know more on the candidates potentials for the employer. There are different methods of interview. These are unstructured and structured interviews. The recruiting person and type of job determines the method of

interview. Employer chooses the interviews according to that. Different forms of interviews are telephonic interviews, face to face interviews and interviews through online. Face to Face Interviews: It is one of the most common methods used in the organisations to select the candidate. Both employer and the employee can share their opinions and expectations to make right decisions through this type of interviews. Some face to face interviews are one to one interview, sequential interview and panel interview. Panel interview seemed to be very effective especially on the occasions where the human resource management is little bit confused on the selection of right candidates. This will assist them to make right decision on the selection of employee in the organisation. Face to Face Interviews: This is the most common method in selection of candidate to an organisation. This type of interview provides both employer and the employee the opportunity to share expectations and opinions. This allows making the right decisions too. Some face to face interviews are one to one interview, sequential interview and panel interview. If the human resource management is in confusion on choosing the right candidate, panel interview is showed very effective. This assists them to take right decision on the recruitment of employee in an organisation. Telephonic Interviews: This type of interview is normally conducted during the stages of primary selection process. The human resource person will evaluate the attitude of the candidate to go into next higher level of selection method. Telephonic interviews allow the candidate to refer books and other materials. It is thus very helpful to the candidate. Telephonic interviews make the Candidate free from tension and other mental stress. Interviews online: technological advancement of the world gives rise to this type of interviews. Every organisation is looking for the advantage of technology. Technological methods like Video conferencing made things very easy to conduct interviews for the organisation with person who is located in the distant place. This selection method is also followed by the Companies like Allsec Technologies.

The below mentioned chart shows the selection procedures of Operations manager and Team leader in Allsec Technologies.
Selection Operations Manager Scrutiny of applications Tests Final Interview Inviting applications Different types Panel Interview of three Verification of Documents Checking the previous experience Offering the job Employment Contract Accepting Series of terms and conditions Accepting Series of terms and conditions HR manager HR manager Inviting applications Various phases Face to face interview Checking qualifications HR manager HR manager HR manager HR Manager Team Leader Person in charge

Task 3 Performance Evaluations Employee performance can be stated as the systematic verification of employees with respect to their performance on the job and their passion for development. It is very much clear that the success of any organisation is based on the performance of its employees. Internal evaluation is carried out to identify the best performed employees by the HRM. Performance appraisals are given to them. It is proved that this encourages and motivates the employees.

A)

Performance appraisal is proved very useful tool for HRM to recognise the services and efforts of the employees. Most of the time line managers look after performance appraisal interviews in the organisation. It is better to know how performance appraisals add value to performance management. Both reward management and performance appraisals are used by the Human resource management to appreciate and evaluate the services of the employees. It is highly systematic process. The human resource managers or line managers check the employees attitude to work, their experience, work knowledge, team spirits, problem solving skills, motivational skills and their leadership quality. List for promotion, further training and confirmation of someones probation are performed based on performance appraisals. Employees should be appreciated for their services after the performance appraisals are done. Importance of reward management comes here. every employee has the expectations of getting salary packages and better benefit and good reward system. It will motivate the employees too. Best performed employees are sort out by Reward management and give awards and best packages for them. These awards may be given in the forms of Incentives, Wages & Salary, Fringe Benefits, and Perquisites. salary is a fixed payment by the organisation. Other reward benefits are accommodation, performance incentives and other services as well. B) Many employment rules are there in an organisation. The intention of this employment rules is to protect the rights of that organisation. Termination of any employee cannot be carried out easily in any circumstances by the organisation without adequate reasons. There are exit procedures in all organisations to terminate an employee. These procedures may vary from one to another. Some important procedures that involve in exit of an employee from organisation are listed below First Verbal Warning: first verbal warning is given to the employee by the human resource management if they are not following the procedures and rules of the organisation or the employee are not working properly.

Second Verbal Warning: If the employer sees that the employee is again continuing their mistakes and employees are not obeying the procedures and rules of that organisation, they are given with the second verbal warning. They are also educated the consequences that are going to be face if they continue the mistake again. Final Verbal Warning: It can be called as the last official warning to an employee. It is given as a last chance to correct their mistakes. Usually the manager directly gives formal education to the employee on various consequences of the mistakes. Exit Interview: Once three formal warning are given to the employee, the manager call employee for exit interview just before terminating employee from that organisation. This can be taken as the best opportunity to the employee to justify the actions or arguments made by his or her. If there is a planning in the mind of employee to resign from organisation then he or she has to produce the resignation letter. The exit interview is been carried out by the Human resource manager. Once this exit interview is over, they will give reliving letter to the individual. Here is the procedure followed by Sutherland Global Solutions and Allsec Technologies in the exit process are given below
Procedures Resignation Acceptance of resignation letter Interview before relieving letter Acknowledging the acceptance of resignation letter Exit procedures 1. first verbal warning 2. second verbal 1. First verbal warning 2. Second verbal Written letter Written letter Yes NA Allsec Technologies Ltd Resignation letter Yes Sutherland Global Ltd Resignation letter Yes/ optional

warning 3. Written warning 4. Termination Issuing Relieving Letter Yes

warning 3. Exit interviews 4. Termination Yes

C) In the set up of an organisation redundancy is essential. Employees will not work equally and sometimes wrong recruitment may be done as well. Redundancy is inevitable in these cases for the organisation. Some reasons for redundancy in Allsec Technologies are because of attitude towards work, productivity in work place, disciplinary actions, qualifications and inadequate experience. Decision on redundancy is taken after completing evaluations in the organisation and performance appraisal interviews. Credibility, Flexibility and honesty in the work are shown due to this. It is the great responsibility of the organisation to make their operations moving without any barriers or mistakes.

References

K. Aswathappa (2006) Human Resource and Personnel Management (4th edition) Tata McGraw-Hill Publishing Company Limited, New Delhi. P. Subba Rao (2010) Personnel and Human Resource Management, Himalaya Publishing House Pvt. Ltd, India A.M. Sarma, (2009) Personnel and Human Resource Management, Himalaya Publishing House Pvt. Ltd., India

Das könnte Ihnen auch gefallen