MN7181SR - People and Organisations (Class 2)

Assignment 1: Blogging

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Topic 1: Discuss the importance of learning HRM

HRM acquaints individuals with essential knowledge and skills to achieve business success,

by managing organization resources particularly the human resource. HRM practices carry

need assessments for workers to identify the development program and type of skill-set

training that are fundamental for employee development and superficial qualifications. This

reduces hiring costs, moreover, it ensures retention to retain top quality and talented

individuals, and therefore it helps to enhance the organization's talent acquisition tactic.

Likewise, HRM improves personal creativity, especially to managers where they have to

initiate groundbreaking working techniques, and improving on original ideas to gain a

competitive advantage over rivals. Furthermore, HRM allows evaluation of workers'

performance and complement essential areas of improvement, to allow full utilization of the

workforce which leads to more organizational productivity (Zardasht, et al., 2020).

Topic 2: How to conduct a job analysis

Job analysis is fundamental in the dynamic world of changing technology, employers ought

to update their comprehension and expectations of a job. The first step, a company should

identify a job analysis program then select and train individuals within the organization to

conduct the job analysis, they must have the capacity to relate with different level employees

and gather information, analyze and write a clear and brief report. Secondly, review of

fundamental data, the analyst should collect basic organization information from internal and

external sources to suitably comprehend the job criteria and other influencing factors.

Thirdly, conducting job analysis, here analysis identifies sources of data and data collection

techniques that meet validity and reliability criteria of job analyses. More than one method

and the source are more valuable for data validity. Fourth, results in summarization and

writing a job description, it summarizes job purpose, duties as well as abilities, knowledge,
and skills, essential to perform the job at the optimal level. Finally, period review to see how

the job is performing (Chang & Kleiner, 2002).

Topic 3: Discuss how you will encourage Equal Job Opportunities in your organization.

Identifying and preventing unconscious bias, by paying attention to bias related to disability,

race, gender, religion, and marriage, consequently, using non-discriminatory language free

from stereotyping creates the perception of equality. Likewise, putting equality policies in

place, by having fair treatment policies in decisions regarding hiring, training, promotion,

compensation, and resource allocation, encourages equal chances for employment (Baron, et

al., 2018). Crafting unbiased policies, when making policies about any particular job, one

should consider all classes of individuals, for example, one should have a common dressing

code that does not discriminate against any group. Proactive response to discriminatory

complaints, promotes equal job opportunities, as having harsh and severe punishment such as

firing, enables an employee to observe the discrimination policies without breaking them that

promote self-respect and unity in the workplace. Including an equal opportunity policy in

induction training, likewise, promote an equal job opportunity.

Topic 4: Discuss how you will encourage Workplace Diversity in your organization.

Promoting, diversity in the workplace brings about open-mindedness and multi-national

organization culture. Introducing the aspect of diversity in an organization creates awareness

in the organization on the importance of having a diverse class of individuals who brings with

them skills and abilities to the organization. Acknowledging and honoring multiple religious

and cultural practices is vital in the success of diversity endeavors and employee engagement

which leads to increased organizational productivity. Subsequently, developing a solid

cultural competence, allows employees, managers, and customers to interact and develop a

coherent understanding which helps improve cross-cultural communication in an

organization. Accordingly, promoting compensation equity, by offering reasonable pay to

every employee within the company, brings about workplace diversity, as they perceive

themselves being treated equally (Dike, 2013). Furthermore, comprehending different

cultural practices workforce in a company fosters a typical common quality, beliefs, and

perspectives that create an internal organizational culture that fits all morals groups, this

promotes workplace diversity.

Topic 5: Discuss the Talent Recruitment and Selection strategy

Job announcement and application, the organization announces any empty positions available

and waits for interested applicants to send their application letters. Secondly, screening and

pre-selection, out of the pool of applications the recruitment team conduct resume screening,

to assess candidates who comply with set job criteria. Thirdly, pre-selection, the employer

makes virtual interaction with applicants to evaluate their opinions and perception about a

job. Fourth, conducting both structured and unstructured interviews, however, structured is

the best as the interviewer can compare candidate data and make an informed decision (Alic,

2016). The panel assesses one's sociability and verbal fluency as they sell their ideas and

opinions about the job. Fifth, candidate selection, involves ranking the candidates who

participated in the interview process. The best candidates based on several available vacant

positions are selected. Finally, job offer and contract, the selected candidate is given the

terms of the job, if he agrees to the job contract.

Topic 6: Discuss how you will manage Downsizing and Outplacement in your

organization.

As per Thornhill, and Saunders, (1998) communicating with the available workforce on

current organization status and any group that will be greatly impacted by downsizing

especially shoe floor employees. The downsizing news is perceived as negative to employees
particularly those who are subjective to lay-off, therefore conveying such information early to

employees will help them adapt in event of downsizing. Likewise, being transparent with co-

workers on the reason for downsizing such as failure to achieve four quarters revenue targets,

helps to eliminate any worries and fears due to downsizing. Managers ought to have

arrangements set up that will give laborers trust when passing on awful news. In a discussion

about a worker's separation, an organization should have subordinates in place to impart the

impending thought of cutting back that will occur. Finally, the remaining supervisor should

be empathic and legit to promote open and uninterrupted conversation to ensure conversation

will positively reach numerous workers, clients, and investors who have been impacted by

downsizing.

Topic 7: Discuss how you will encourage Organisational Learning and Development in

your organization.

It is important for the organization management to encouraging employee learning and

development, this can be achieved through social networks within an organization that

facilitates sharing of knowledge, the development of creative ideas, and support for

innovation. Subsequently creating an organizational culture that encourages experiments to

gain more valuable knowledge about the likely effects of changes in policies before they are

implemented within the entire organization. Similarly encouraging employees to

acknowledge when new initiatives are failing so that they can be eliminated rather than

wasting the organization's resources. Management can as well design, and implement

programs that encourage and reward employees who discover new knowledge valuable to the

organization and can be implemented in the organization. Lastly, seeking external support

financially for major employees’ initiatives that entails acquiring new knowledge and ideas

such as through joint ventures (Lau, Lee & Chung, 2019).

Topic 8: Discuss how you will conduct Employee Appraisal in your organization.

First and foremost one develops performance standards that ensure organizational objectives

are achieved. These standards are dependent on the position and not individuals. The next

step is to communicate the performance standards which are set expectations to be achieved.

Thirdly, measure performance, this can be in terms of quantity, quality, cost, and output, one

can look at both written and oral reports to analyze how employees have been performing.

Fourth, comparison of actual performance to set performance standards this step entails

comparing predetermined performance standards that were set by the management and the

actual performance standards ascribed to employees to check for variance. Fifth in case of

variance the managers give feedback to employees to evaluate their performance and

accordingly advise them on areas of improvement to increase their productivity.

Consequently, if no variance employees can be rewarded for their fruitful efforts,

subordinates can be promoted to the next rank (Singh & Kharola, 2013).
References

Alic, B. Î. R. C. Ă. (2016). Talent recruitment and selection–Issue and challenge for

organizations in the Republic of Moldova. Annals-Economy Series, 1, 62-68.

Baron, J. N., & Bielby, W. T. (2018). Organizational barriers to gender equality: Sex

segregation of jobs and opportunities. In Gender and the life course (pp. 233-252).

Routledge.

Chang, I. W., & Kleiner, B. H. (2002). How to conduct job analysis effectively. Management

Research News.

Dike, P. (2013). The impact of workplace diversity on organizations.

Lau, K. W., Lee, P. Y., & Chung, Y. Y. (2019). A collective organizational learning model

for organizational development. Leadership & Organization Development Journal.

Singh, S. B., & Kharola, A. (2013). Development of a fuzzy logic model for performance

rating (PR) of employees. AMO-Advanced Modelling and Optimization, 15(3).

Thornhill, A., & Saunders, M. N. (1998). The meanings, consequences, and implications of

the management of downsizing and redundancy: a review. Personnel Review.

Zardasht, P., Omed, S., & Taha, S. (2020). Importance of HRM policies on employee job

satisfaction. Black Sea Journal of Management and Marketing, 1(1), 49-57.