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The HARM function at Tests is simply miraculous. It has considered all those aspects that would keep the employees motivated, as a consequence they would work in the best interest of the organization. The current reward system which offers a flexible working environment, competitive salaries, company share options etc would stimulate the employees to work efficiently and effectively. Moreover, the HARM function at Tests has set targets which are realistic and has also provided their employees with an interesting work environment. Difference Between Personnel Management And Human Resource Management
Personnel management is a traditional approach of managing people in the organization. Human resource management is a modern approach of managing people and their strengths in the organization. Personnel management focuses on personnel administration, employee welfare and labor relation. Human resource management focuses on acquisition, development, motivation and maintenance of human resources in the organization. Personnel management assumes people as a input for achieving desired output. Human resource management assumes people as an important and valuable resource for achieving desired output. Deer personnel management, personnel function is undertaken for employee’s satisfaction. Under human resource management, administrative function is undertaken for goal achievement. Personnel management focuses on increased production and satisfied employees. Human resource management focuses on effectiveness, culture, productivity and employee’s participation. Personnel management is concerned with personnel manager. Human resource management is concerned with all level of managers from top to bottom. Personnel management is a routine function. Human resource management is a strategic function. 1.
Assess the function of the human resource management in contributing to organizational purposes. Workforce planning is the process of analyzing an organization’s likely future needs for people in terms of numbers, skills and locations. It allows the organization to plan how those needs can be met through recruitment and training. It is vital for a company like Tests to plan ahead. Because the company is growing Tests needs to recruit on a regular basis for both the food and non-food parts of the business. Recruitment and training Selection is the process of identifying the best candidate for the role in question.
This is important as the candidates who apply may not always have the correct set of skills and competencies required by the business. These include: 1 . .The job description – this summarizes a job role within an organization and lists the main tasks. 2. A person specification – this highlights the characteristics a candidate needs for a post, as well as the desirable qualities the company is looking for. Enterprise combines the person specification within the job description by using a skills and competencies framework. The Enterprise selection process offers candidates several opportunities to show heir best in different situations: a.
To screen candidates, Enterprise recruitment managers compare the online application forms (which reflect candidates’ C.v.) to the skills and competencies the role needs. B. Candidates then have an initial face-to-face interview with an Enterprise recruitment manager. Strategic HARM typically helps to achieve strategic goals in many ways. The main aspect of using strategic approach is alignment of all the levels of the organization with the organizational goals. The strategic approach to HARM will lead to development of policies that align with the organizational strategies.
The various HER policies will try to reward positive behaviors which are essential to achieve organizational strategy. The HARM functions help to achieve corporate goals like growth or expansion by recruiting people, training and orienting them, and put them in new job assignments. The growth plans of any organization will require employees and recruitment is the only function which ensures that people with required skill sets are acquired. The retention strategy used by the company can lead to differentiation by retaining best of the talent force.
Retaining best of the employees will lead to quality work, higher efficiency, customer satisfaction, etc. The strategic approach when taken helps performance management as there will be measurement of correct parameters which affects the organization as whole. It also ensures that correct feedback is obtained so that measures are taken to bring above the improvement. The other practices like performance appraisal helps to assess employee performance and using suitable reward system the company can channeling employee’s efforts to achieve organizational objectives.
The training and development function ensures that the employees have the skill sets required to perform their tasks. The training programs are organized to train the employees for specific skills which will help them to achieve required goals. The strategic approach will help in developing effective training programs. Due to this the organization is benefited as there will be proper utilization of financial resources available for training and development function.
The training and development function also supports the growth of the organization through career development of employees. 1. 3 Evaluate the role and responsibilities of line managers in human resource Line managers play a central role in human resource management. In many organizations, they are charged with myriad HER-related tasks, such as filling out performance appraisal forms, interviewing candidates for employment, making salary increase recommendations and breaking employment-related news -good and bad- to employees.
In TESTS Line Managers are responsible for: Ensuring that any staff experiencing performance difficulties are managed appropriately and working with the employee to identify measures that could be used to improve performance Ensuring the staff member has a full understanding of the consequences of not improving Setting realistic and measurable standards of performance to include an action plan, incorporating targets, standards, deadlines and further support. Setting a reasonable time frame within which improvement is expected. Setting up a regular progress review meeting during the review period.
Providing reasonable support, adequate supervision and encouragement so all employees can achieve their objectives Making clear the areas in which the individual’s performance is below expectation (explaining the grounds/ evidence for this view). Trying to identify any problems or reasons for the underperforming. 1. 4 Analyses the impact of the legal and regulatory framework on human Employment legislation deals with the body of laws that helps to maintain smooth relationship between employees and employers. Issues involving discrimination, legal working ages and safe working conditions are involved by the legislation.
The intent of HER management policies is to create a workplace where: It can be assured that minimum legal requirements are being met Best practices appropriate to the organization can be documented and implemented Management decisions and action are consistent, uniform and predictable Individuals and the organization are protected from the pressures of expediency Organization values are promoted In developing HER management policies, organizations will likely have practices that can be reviewed and converted into policies.
All employers, including those in the non-profit sector, must comply with federal and/or provincial legislation relating to employment and workplaces, therefore HER management policies and practices must take into account the relevant laws and regulations. While legislation provides the framework, the interpretation of legislation will be through case law – both legislation and case law will need o be referenced for a complete picture Of what is required Of employers. TASK 2 – Understand how to recruit employees 2. Analyses the reasons for human resource planning in organizations. The reasons of using HER planning is to find out how many employees do the company have; what kind of workers does the organization have; how a organization should use their available resources and how can the company stay and maintain its workers. HER planning makes the organization to progress and be successful and it shapes an important part of management information system. HER planning is that it compensates uncertainty and letters.
It provides extent for improvement and growth of workers through training. It assists to satisfy each need of the employees for the promotions, salary and improvement. However it helps to improve and develop human resource assistance in the structure Of increased productivity, sales and income. The most important reasons for plan ins TESTS human resources are: Budget Control Human resources curbs excessive spending through developing methods for trimming workforce management costs, which includes negotiating better rates for benefits such as health care coverage.
In addition, human resources ensures competitive and realistic wage-setting based on studying the labor market, employment trends and salary analysis based on job functions. Conflict Resolution Workplace conflict is inevitable, given the diversity of personalities, work styles, backgrounds and levels of experience among employees. A human resources manager or a staff person specially trained to handle employee relations matters can identify and resolve conflict between two employees or a manager and employee and restore positive working relationships.
Training and Development Human resources conducts needs assessments for the organization’s current Rockford to determine the type of skills training and employee development necessary for improving skills and qualifications. Companies in the beginning or growth phases can benefit from identifying training needs for existing staff. It’s much less expensive than the cost to hire additional staff or more qualified candidates. In addition, it’s a strategy that also can reduce turnover and improve employee retention.
Employee Satisfaction Human resources specialists usually are charged with the responsibility of determining the level of employee satisfaction often an ambiguous measurement at best. With carefully designed employee surveys, focus groups and an exit interview strategy, human resources determines what underlies employee dissatisfaction and addresses those issues to motivate employees. Performance Improvement Human resources develops performance management systems. Without a human resources staff person to construct a plan that measures performance, employees can wind in jobs that aren’t suitable for their skills and expertise.
Additionally, employees whose performance falls below the employer’s expectations can continue on the payroll, thereby creating wasted money on low-performing employees. Sustaining Business Through succession planning that human resources develops, the company identifies employees with the promise and requisite capabilities to eventually transition into leadership roles with the company. This is an important function as it can guarantee the organization’s stability and future success. Corporate Image Businesses want to be known as the “employer of choice. Employers of choice are the companies that receive recognition for the way they treat employees; they are the companies for whom people want to work. Becoming an employer of choice means human resources balances recruiting he most qualified applicants, selecting the most suitable candidates and retaining the most talented employees. 2. 2 Outline the stages involved in planning human resource requirements. 1 . Assessing Human Resources The assessment of HER begins with environmental analysis, under which the external (PEST) and internal (objectives, resources and structure) are analyzed to assess the currently available HER inventory level.
After the analysis of external and internal forces of the organization, it will be easier for HER manager to find out the internal strengths as well as weakness Of the organization in one hand and opportunities and threats on the other. Moreover, it includes an inventory of the workers and skills already available within the organization and a comprehensive job analysis. 2. Demand Forecasting HER forecasting is the process of estimating demand for and supply of HER in an organization. Demand forecasting is a process of determining future needs for HER in terms of quantity and quality.
It is done to meet the future personnel requirements of the organization to achieve the desired level of output. Future human resource need can be estimated with the help of the organization’s current human resource situation and analysis of organizational plans an procedures. It will be necessary to perform a year-by- year analysis for every significant level and type. 3. Supply Forecasting Supply is another side of human resource assessment. It is concerned with the estimation of supply of manpower given the analysis of current resource and future availability of human resource in the organization.
It estimates the future sources of HER that are likely to be available from within an Outside the organization. Internal source includes promotion, transfer, job enlargement ND enrichment, whereas external source includes recruitment of fresh candidates who are capable of performing well in the organization. 4. Matching Demand And Supply It is another step of human resource planning. It is concerned with bringing the forecast of future demand and supply of HER. The matching process refers to bring demand and supply in an equilibrium position so that shortages and over staffing position will be solved.
In case of shortages an organization has to hire more required number of employees. Conversely, in the case of over staffing it has to reduce the level of existing employment. Hence, it is included that this matching process gives knowledge about requirements and sources of HER. 5. Action Plan It is the last phase of human resource planning which is concerned with surplus and shortages of human resource. Under it, the HER plan is executed through the designation of different HER activities.
The major activities which are required to execute the HER plan are recruitment, selection, placement, training and development, colonization etc. Finally, this step is followed by control and evaluation of performance of HER to check whether the HER planning matches the HER objectives and policies. This action plan should be updated according to change in time NAS conditions. 2. 3 Compare the recruitment and selection process in two organizations. Recruitment and selection process in TESTS “Recruitment involves attracting the right standard of applicants to apply for vacancies.
Tests advertises jobs in different ways. The process varies depending on the job available. ” http://fastidiousness’s. Co. UK/tests/ recruitment-and-selection/attracting-and-recruiting. HTML#extravagantly INTERNAL RECRUITMENT Tests first looks at its internal Talent Plan to fill a vacancy. This is a process that lists current employees looking for a move, either at the same level or on rendition. If there are no suitable people in this Talent Plan or developing on the internal management development programmer, Options, Tests advertises the post internally on its intranet for two weeks.
EXTERNAL RECRUITMENT For external recruitment, Tests advertises vacancies via the Tests website www. tests-careers. Com or through vacancy boards in stores. Applications are made online for managerial positions. The chosen applicants have an interview followed by attendance at an assessment centre for the final stage of the selection process. “People interested in store-based jobs with Tests can approach stores with heir CO or register though Coventry Plus. The store prepares a waiting list of people applying in this way and calls them in as jobs become available. Selection involves choosing the most suitable people from those that apply for a vacancy, whilst keeping to employment laws and regulations. Screening candidates is a very important part of the selection process. This ensures that those selected for interview have the best fit with the job requirements. Recruitment and selection process in KINGSBURY The recruitment process includes analysis of job, developing the sources of antedates which can be done by advertising and marketing and other methods such as taking the aid of recruitment and selection web portals.
The candidates who match the requirements of the job profile are then screened. The assessment Of the screened candidates is done with the aid Of various recruitment and selection tools and techniques such as interviews, group discussions, tests and exams. The final job offer, induction of the new employee to organization and taking the new employee onboard is also part of the recruitment procedure (Forearm,2002) Selection is an important HARM activity, it is the process in which the individuals who have skills, education and experience relevant to the job offering are identified.
The selection is the process of selecting the best candidate from the pool of applicants for a job. It is very important from the perspective of organization that the right employees are selected because the performance of the organization is dependent on the employees. Employees who have right attitude and skills do good job and add to the performance of the organization. It is important that selection procedures are efficient because hiring and training of the new employee is costly for any organization. 4 Evaluate the effectiveness Of the recruitment and selection techniques in two organizations. “Tests PLY and Its Effective Recruitment and Selection Application Forms – Tests handle application forms on the Internet on their site ‘www. tests. Co. UK’, using the ‘Plebeian Select’ system. Here any application form for any positions at Tests can be found. Each would have different requirements depending on what the job being applied for is. To apply for a particular job, all that has to be done is to complete the Plebeian online C.V., plus answer specific questions for Tests.