Human Resource Management

Introduction

At present it is beyond question that , Human Resource Management is the precondition for
the ultimate success of business organization. The necessity of Human Resource
Management is undeniable for profit as well as nonprofit organization as it includes job
analysis , planning employee needs , recruitment , training , managing wages and salaries ,
employee performance evaluation , communication with employees , settlement of
organizational disputes , leadership etc. There have many theories and practices related
to Human Resource Management since its development. Most of the Organizations have their
own HRM department to facilitate management practice towards achieving organizational
goals.

Task 1 : Difference between Personnel and Human Resource Management.

1.1  : The theory and practice related to Personnel and Human Resource Management :

Byers and Rue (2006 ) agreed that Human Resource Management termed as a system of
some tasks and strategies focusing on managing employees successfully at various level of
organization ensuring the goals of that organization. Personnel Management related to only
the management activities of the employees who are in a particular department in an
organization. The theory and practices of personnel management and human resource
management are almost same.

The areas where organizations use Human Resource Management input are development of

legal management system , development of ethical management system , job analysis and job
design, recruitment and selection, motivation to employees , distributing the benefits of
employees, negotiating with organization labor , termination of employees Career
opportunities , strategic planning, etc.

It is argued by Muhammad Muar (2012) that the word is becoming uncertain day by day.
And this uncertainty highly causes inefficiency for much business organization particularly
small and medium organization (SME) in the global business market. Human Resource
Management is also greatly important of small and medium enterprise .Management is
getting attention to small and medium enterprise in recent time. It was ignored by many HR
researchers to do the research in this field. But the demand of globalization is the fully
concentration to each field.

1.2 : The ways HRM functions can contribute to organizational goals :

The major five functions of Human Resource Management are recruitment , motivation ,

planning, implementing HR policies and establishing fair work culture (buzzle, 2012).

The Human Resource Management functions starts with recruiting. The primary steps of

recruitment includes advertisement, job fair etc. Recruitment carries greater responsibility as
it is a selection criterion from a large pool of applicants.

Evaluation is an important factor for recruitment function. Evaluation may be on the basis of
applicant’s educational background, talent, character traits etc. In many countries of the
world selection process includes written exam and viva voce for checking the eligibility of
candidates. Appropriate selection of employee helps organization to achieve its ultimate
success. So it can be said that organizational success of failure or level of success or failure
highly depends on recruitment.

The next step of recruitment is motivation. It is very essential go get employees motivated to
any organization’s vision. Top level managers should design the job and responsibility of
employees in such way that employee may think the organizational goal as their own goals.
Equity, bonus, increment , award , complementary vacation and flexibility in working hours
are the main tools of motivating.

Planning growth concern with exploring and ensuring the utilization of optimum ability of
employees so that organization can ensure organizational efficiency and effectiveness. It also
indicates that employees must be motivated towards more proactively when it will be needed
to increase the output.

Implementing Human Resource Policy is concerned with the safety and welfare of employees
. Day to day cheek of work spaces , materials , equipment are the key terms related to Human
Resource Management ‘s implementing HR policies. By dint of this type of treatment to
employees , employees can think the organization as their own one. And this type of
implementing policy can facilitate the organizational goal at a large extent.

Establishing fair work culture mostly deals with settlement of dispute and diversity in a good
manner. It is to be conformed that discrimination, by no means , can exist in the organization.
Each and every person should have the knowledge about the anti-discrimination policies.

1.3 : Recognizing the line mangers and evaluating their responsibilities :

For most of the organizations, the managers who are basically responsible for daily people
management tasks such as the actions related to discipline actions, coaching ,decision of
promotion and performance management etc. And very little portion of those activities are
outsourced from external sources. The areas where line managers are responsible are
industrial relations, compensation of workers , HR planning , management of diversification ,
development of diversification , succession planning , career planning and development , job
design , training disciplinary actions ,performance management, coaching , promotion
decision , culture ,development of leadership, benefits , remuneration ,OHS ,industrial
relation succession planning (Kulik and Bainbridge , 2005).

Glenn Martin (2005), human resource managers are less skeptical than line managers. Line
managers are generally less knowledgeable than human resource managers. Line managers
are less interest to take more responsibilities as human resource managers do properly. There
is a debate that people management is the responsibility of line managers or human resource
manager. But this is the true factor that beyond the debate of involvement of line managers or
human resource managers it is important to work together sharing the responsibilities for the
ultimate success.

1.4 : A brief analysis of how legal and regulatory frameworks impact on human resource
management in business organization :

International Civil Service Commission (2001) , the framework for human resource
management concerns about the external and internal forces relevant to human resource
management. International Civil Service Commission adopted a common regulatory
framework for business organization needed to expand the business activities. The
International Civil Service Commission comprises the six major components of HRM
regulatory framework. The definition of organization and its impact on human resource
management environment are included in the or regulatory framework of human resource
management. Core elements are considered as the definition of organizational regulatory
framework.

There are three important factors that affect the human resource management. Those three
factors are system of governance legal status international and multicultural nature.

Task 2 : Employee recruitment

2.1 : Reasons for human resource planning in the organizations

Human resource planning can be defined as a systematic analysis of human resource needs in
aiming to ensure that rational number of employees having the necessary skills and
knowledge are available when needed (Mondy et 1996).

There are several reasons behind Human Resource planning. To know the number of staff
should the organization have. To know the type of employee needed for the organization in
terms of skill and knowledge. For a best plan about the utilization of human resource. To
know the ways or techniques a company needs to keep its employees.
Besides the reasons mentioned above , it can be said that poor of insufficient HR planning
can cause for huge amount costs and financial problems. Employing more employees than
necessary may be caused for disorder in work environment and inefficiency in the
organizational activities such as unnecessary disruptions to production of organization.

2.2 : Stages involved in planning human resource recruitment

Recruitment and selection guide (2006) , the stages of planning human resource recruitment
are appointment process appoint timeline supporting forms and principles of the recruitment
process.

Appointment stage firstly concern about the plan. And plan includes decision to recruit ,
liaise with HR , review of the position description .

Then comes the advertisement . And advertisement includes confirmation needed to

advertisement , advertising strategy , preparation of recruitment documentation , preparing
advertisement, and placing advertisement with media provider.

Then comes the selection part. This part includes establishment of selection committee,
application processing , shortlist , psychological testing , consideration of applicant’s
presentation skills , interview, checking references, and selecting the best candidates.

And the final step of appoint stage is appointment. This step includes negotiating
employment condition , approve appointment ,sending letter to selected candidates, receiving
acceptance and order, providing feedback to unsuccessful candidates , and preparing
induction.

Appointment timeline comprises the details of timeline process and the contribution of
division and selection committees.

Supporting forms includes the standard forms , interview , telephone conference etc.

The principles related to recruitment process provides that the process should be equitable ,
objective , open to security , selection must be based on the basis of merit etc.

2.3 : Recruitment and selection process of two organization and its comparison

Comparing the selection and recruitment of process of two organization I have selected two
organization named Wal-Mart and Uniliver.

.Wall-Mart’s selection and recruitment process comprises Registration for an applicant

account ,Completing the Wal-Mart job application, Wal-Mart employment questionnaire, pre
employment assessment test Sample question test., Passing the pre-employment test Wall-
mart interview question.

The selection and recruitment process of Uniliver are: Personal planning and vacancy
announcement , Nature of application form, recruiters qualification , channel of requirement ,
and recruitment – constraint and challenges.
In case of evaluation of selection and recruitment process of both Wall- Mart and Uniliver , it
can be said that , a simple difference is seen between the selection and recruitment process of
both of them. And maximum process are seen as same here.

2.4 Evaluation of recruitment and selection process selected two organization

From above discussion we can say that Wal-Mart’s recruitment and selection process is more
effective than that of Uniliver. Wall- Mart follows the classical and time worthy process for
selection and recruitment process. As now we are experiencing the competitive business
world , it can be said that recruitment and selection process should in a manner so that it can
be helpful to keep its employees for a longer time period because frequently turnover of
employee affect negatively to organizational overall performance and Wal- Mart selection
and recruitment process tells that it is more supportable to hire employee properly and keep
them for longer time period.

Task 3 . Rewarding Employees for Employee Motivation and Retention

3.1 : The outline of the various theories on motivation and the explanation the link between
motivation and reward.

Adair j (2006) , motivation is one of the major perspective organizational activities. The  
theories on motivation comprises both individuals and teams for task. International
motivation theories includes the most famous theory named Maslow Hierarchy of needs.
Based on Maslow Hierarchy of Needs (published in1954 ) it can be recognized that when
people are satisfied to their inferior needs then it looks to the next for dominant.

The another motivation theory named Frederick Herzberg’s Two Factors theory . This theory
is developed based on employee’s satisfaction and dissatisfaction. He wanted to say that
motivation and work performance are delivered from motivational factors.

The link between motivation and reward is that when employee get rewarded they are
motivated to work at their best to achieve the organizational goals . And this type of link is
true for any type of organization. Mangers of Human Resource Management are, now a
days , much more careful about this important linkage between reward and motivation.

3.2 : The factors that determine the pay and evaluate the process of job evaluation

Beatson, M (1993) argued that pay is considered as the price of labor that is more important
factor to build a close and permanent relationship between employee and organization. So the
importance of pay bears a greater importance conducting industrial relation.

BROWN,EDU (2001), determining salaries for employees require some factors that must
take into account . And those factors are experience , skill , budget of department , relevant
education , external equity , internal equity etc. But authorization of the Human Resource
Management is precondition for determination of pay for any organization . To processes for
evaluating job are job description and job evaluation. Each single position has the job
description . Prime responsibilities , decision making , accountability , qualification and
organizational relationship are the main identification tool of job description. On the other
hand , “Hay system ” is used by Brown for job evaluation. This system comprises three major
factors such as knowledge needed for expected performance , difficulties of the decision
making role and authority among the positions.

The above factors are given numerical value. And then the calculated value is matched to a
relevant salary range.

3.3 : The outline of reward system in an organization and the assessment of its effectiveness

Blinder (1990), an effective reward system should be designed to get a performance of an

organization’s reward system. It is important to review the policies of organization , practices
of organization ,statement , records to to assess the reward system. The diagnostic stage ,
reward system can be understood by its payment to the market , by the degree with which
organization pays for performances , by focusing on organizational versus individual
performances and by applying various policies and programs.

3.4 : Explanation of the methods , organization use to monitor employee performance

Based on the article named “Performance Monitoring and Evaluation” conducted by TIPS ,
USAID , 1996 it has been cleared that there are two major methods for monitoring employee
performance . The first one is “rapid appraisal method” and the another one is “common
appraisal methods”.

Rapid appraisal methods is a very informal method to monitor employee performance. Data
are collected in a very quickly manner ensuring lower costs. This method lied between very
informal methods .i .e casual conversations and short site visits and complete formal methods
like censuses , surveys or experiments.

Common rapid appraisal methods comprises key informal interview , focus group ,
community interview , direct observation and mini surveys. Each of them is applicable for
particular situations in which those have rational application. It is a matter to be remembered
that each of those types of methods has its own benefits and limitations.

Task 4 : Mechanism for cessation of employment

4.1: The reasons for cessation of employment in an organization

Boari (2006) argued that there are many reasons for the cessation of employment including
the termination of the contract of employment such as expiry of a fixed term contract and the
completion of the task for which the contract was concluded.

The reasons behind cessation of employment are dismissal including the false identity given
by employees, careless actions of employees , failure of employees in spite of providing
alarm , absenteeism without any valid reasons etc.

4.2: Two organizations and the explanation of employment exit procedures in these two
organization.
This discussion of the employment exit procedure is on the basis two organization . The first
one is Samsung and the another one is Standard Chartered Bank Limited. The employment
exit procedure of Samsung starts with the notifications about the layoff of listed employees.
Then it gives provide the explanation of valid reason for the termination. It maintain sending
letter by post or by mail to the potential employees. On the other hand , Samsung provide
notifications to the listed employees and then gives the compensation .

4.3 : The outline of the impact of the legal and regulatory frameworks in the aspect of
employment cessation.

The impact of cessation in terms of legal and regulatory framework is facing sometimes the
complexity due to some obligations and rules and regulations related to laws. Organization
may face unexpected compensation amount to provide to the fired employees that may cause
for financial threat for that organization. The cessation also can cause for deckling its good
will to the society that can decline organization’s stored image.

Conclusion

From the over all discussion we can say that human resource management is a vital aspect of
managerial practices. Human resource management practices greatly influences
organization’s overall performances. There have many theories and practices related
to Human Resource Management since its development. Most of the Organizations have their
own HRM department to facilitate management practice towards achieving organizational
goals. The Human Resource Management functions starts with recruiting. The primary steps
of recruitment includes advertisement, job fair etc. Recruitment carries greater responsibility
as it is a selection criterion from a large pool of applicants. The diagnostic stage , reward
system can be understood by its payment to the market , by the degree with which
organization pays for performances , by focusing on organizational versus individual
performances and by applying various policies and programs. The principles related to
recruitment process provides that the process should be equitable , objective , open to security
, selection must be based on the basis of merit etc. The link between motivation and reward is
that when employee get rewarded they are motivated to work at their best to achieve the
organizational goals . And this type of link is true for any type of organization. Mangers
of Human Resource Management are, now a days , much more careful about this important
linkage between reward and motivation. Common rapid appraisal methods comprises key
informal interview , focus group , community interview , direct observation and mini
surveys . So any company or organization should practice the Human Resource activates
properly towards attaining the organization’s goals.

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