AMERICAN COLLEGE OH HIGHER EDUCATION

Human Resource Management

Nalria. N 12/7/2011

Abstract
The assignment shows the human resource planning and its importance to an organization. It also shows some other benefits. Internal and External factors of planning the HRM are also investigated. The skills that employees require to carry out jobs in an organization are identified, here. Then it focuses on the topic of Motivation and its theories. It also gives an explanation about how organizations obtain the cooperation of their employees and how the employee performance is measured and managed.

HND Foundation in Business Human Resource Management Assignment American College of Higher Education Kurunegala Hand in date 17-11-2011 Hand out date 07-12-2011

(1) Explain why human resource planning is important to an organization.

Human resources planning is a process that identifies current and future human resources needs for an organization to achieve it goals. Human resource planning assists organizations to recruit, retain, and optimize the deployment of the personnel needed to meet business objectives and to respond to changes in

the external environment. The process involves carrying out a skills analysis of the existing workforce, carrying out manpower forecasting, and taking action to ensure that supply meets demand. This may include the development of training and retraining strategies.

It involves gathering information that would enable managers and supervisors make sound decisions. The information obtained is also utilized to make better actions for achieving the objectives of the Organization. The most important reason why HR Planning should be managed and implemented is the costs involved. Because costs forms an important part of the Organizations budget.

Other potential benefits of HRP: 1. Upper management has a better view of the HR dimensions of business decision. 2. More time is provided to locate talent. 3. Better planning of assignments to develop managers can be done. 4. Major and successful demands on local Labour markets can be made. 5. Surplus or deficiency of employees strength is due to absence of planning.

(2) Describe the internal and external factors to consider when planning the human resource requirements of an organization.

Human resource planning is influenced by many factors both within and outside the organization. These include:

Internal factors

Organizational plans which determine the overall level of operations or activities of the organization.

Organizational strategy and structure. Current manpower availability in the organization. Human resource policies and practices of the organization. Among others this includes the policies and practices relating to remuneration and other conditions of employment.

Organizational culture.

External factors

General availability of kind of manpower required by the organization. General employment policies and practice and policies followed in the industry and in economy.

Government regulation governing conditions of employment. Rate of changes in different factors in the environment including in marketplace that determine the nature of challenges faced by the company.

General culture of the society within which the organization operates including any subculture that may exist for different groups of prospective employees.

(3) Describe how the skills that employees require to carry out jobs in an organization are identified

(4) Outline how an organization motivate its employees.

Employee motivation is a major factor in the success or failure for any organization. Without a motivated workforce, productivity, morale, profits, product and service delivery suffers. Discovering what motivates your staff is one of the most challenging aspects of management. Everyone is motivated, but for their own reasons, not necessarily yours. To stay competitive organizations must invest in effective strategies to motivate the staff. Different factors motivate individuals and teams differently. Some people are motivated by money, others by the opportunity for professional development,To motivate is to provide employees with a motive to do some tasks. It is to cause or

provoke somebody to act either positively or negatively. Motivation has been used by effective managers to prompt ordinary people to achieve uncommon results in all fields of endeavours. A person can get motivated by the help of seeing hard work done by his junior or colleagues. He is inspired with the work environment and a person will feel more to work. He will feel more to achieve and fulfill the dreams and provide the best to an organization. An organization is the workplace where people spend whole the time of 910 hours of his precious time to just live a better life and to just survive.

When an HR always appreciates the good work and provides the reward and recognition which motivate the employees and also speak about the respect of others. It always believes in motivating its people because the environment becomes energetic and people feel refresh in work and the culture also become well.

There is another kind of person who always think about rewards and recognitions in terms of non-monetary benefits like certificate from the director etc...

An HR needs to understand what each employee thinks and how they will react after each situation and toughest scenario. An HR creates an environment as per he or she will want because an HR has full right to satisfy all its employees so an HR should create some fun activities like proper knowledge, better training, communication skills sessions with an experts.

An HR should arrange a performance appraisals sessions each month or after every six months because it will help an organization to achieve the goal in a less amount of time. When employees will be happy he or she will do the work with whole heart and with full satisfaction but if they will not get the best they will not give their best. Thus an HR can do all these activities for motivating its employees which will lead to sustainability as well and which is better for an organization to achieve its goals.

Oluferni, O 2011, How Managers can motivate their employees, 07th December 2011, http://www.scitopics.com/How_Managers_can_Motivate_their_Employees.html

Susan, M 1996, How Managers Motivate Employees, 07th December 2011, http://humanresources.about.com/od/motivationsucces3/tp/motivatingemployees.htm

(5) Compare the use of motivation theories in an organization

(6) Suggest, with justification, ways of improving motivation in an organizational setting.

Motivation is the act of providing a stimulus or incentive to encourage completion of a task or meeting a goal. Motivation can be delivered in the form of a promise of tangible rewards, such as a department getting a bonus for meeting a sales goal; or in the form of a collective sense of achievement. Goal setting is one of the most recognized and accepted forms of motivation in the workplace. To work effectively, goals must be specific and understandable. You must make them measurable, relevant to employees and attainable within a set period of time. Write down goals to avoid confusion.

Four of the five most important considerations in employee motivation:

job security. benefits (especially health care) with the importance of retirement benefits rising with age of the employee.

compensation/pay. safety in the work environment .

Communicate daily with every employee who reports to you. Even a pleasant good morning enables the employee to engage with you.

Implement an open door policy for staff members to talk, share ideas, and discuss concerns. Make sure that managers understand the problems that they can and should solve will be directed back to them, but it is the executives job to listen.

Expand the job to include new, higher level responsibilities. Assign responsibilities to the employee that will help him or her grow their skills and knowledge. Stretching assignments develop staff capabilities and increase their ability to contribute at work. Keep your door open and encourage employees to come to you with legitimate concerns and questions.

Linda, R 2011, GOAL SETTING & REWARDS IN ORGANIZATIONAL BEHAVIOR, 06th December 2011, http://www.livestrong.com/article/282393-goal-setting-rewards-inorganizational-behavior/#ixzz1foaGzjPS Lisa, M 2011, How does motivation affect organizational behavior?, 06th December 2011, How Does Motivation Affect Organizational Behavior? | eHow.com http://www.ehow.com/info_10011988_motivation-affectorganizational-behavior.html#ixzz1foZHXYhE

(7) Explain how organizations obtain the cooperation of their employees (8) Explain how employee performance is measured and managed.
Making sure

the employees get to work on time and perform their required tasks efficiently and effectively. The importance is to see that the company functions as it should (whether it's manufacturing, sales, or a service company). The bottom line is to get the work done on time and keep the customers happy. Because if you have no customers, you have no company.

(9) Explain how the results from measuring and managing performance inform employee development.

(10) Assess the importance of measuring and managing employee performance at work.
To maintain productivity and profits a company needs to know how their employees are doing. Measuring productivity means that you know your employees are doing what they're supposed to be doing. An employee that isn't doing his/her job is simply costing the company money. Other employees will know this one isn't doing what their supposed to be doing and moral and productivity in general suffers. This could lead to a loss of customer satisfaction and sales which means less profits.