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Key Topics
Requirement
Task 1:
Drawing on HR models, critically examine the importance and relevance of HRM in a changing environment by analyzing the business performance of the firm, it’s historical development and current market contexts.
Answer :
Importance of HRM
The human resource management is the important tool for the professionals. It depicts the success within the organization. It further helps in maximizing the performance of an employee in an organization. In this, it must possess certain aspects such as culture, policies, and benefits in relation to the management with the successful approach towards the human resource management. Moreover, it helps in setting up the new strategies, ideas, policies, systems, standard and various other procedures. In this, there is a number of the task which has to be taken care of with regard to major responsibility on the part of rewarding or giving appraisal to the employees in an organization. The human resource management further helps in developing the atmosphere within the organization as it effectively motivates the employees towards the ladder of success. Thus, the human resource management is the best tool for managing the whole aspect of an organization in terms of both planning and staffing. It involves the good nature, environmental approaches to consider the best in the market in order to gain a lot of profits and also it gives the good human resource team in managing all the key functions of an organization (Mayhew, 2016). Without this human resource management, the good team of working professionals in human resource is difficult to be build up in an organization. So, it plays the vital role in each and every organization for its smooth working. In terms of management, the famous saying is as stated –
“The highest reward for work for a person’s toil is not what they get for it but what they become by it”
-John Ruskin
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Thus, the main functions of human resource management include the following:
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Recruitment and training: it is one of the most important steps in making the human resource team in an organization. This includes the strategic planning and selection of a right individual. It comprises of multiple designing of criteria in explaining the correct description of the job to a correct person. Formulation and the scope of the task are being judged mainly while selecting the individual for an organization. The training and the recruitment further help in finding the best individual for an organization as per the requirement of a profile.
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Performance appraisals: this includes the appraisal of an employee within the organization as it boosts up the energy of an employee towards their own personality as well as it also helps in making the volume of profit in an organization. Positive appraisal always leads to the best result of executing the organizational goals and objectives in broader terms (Trinet.com, 2016). It is basically the motivational therapy for each and every individual in an organization. It enhances the level of motivation with the positive attitude and the surroundings in order to gain the best result in the market.
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Maintaining work atmosphere: a friendly atmosphere in an organization always lead to generate a large amount of success. A good and positive atmosphere within the organization is one of the best tools to make their employees motivated. The clean and fresh environment reflects in the working of an employee as well it gives the job satisfaction in one’s heart. The surroundings and many other aspects majorly affect the people choice in to be retained in an organization for long. So, it should be maintained in a well equipped with the requirements of an individual in an organization.
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Managing disputes: in every organization, certain disputes may arise between the employees and the employers. It should be solved silently as for retaining the goodwill of an organization in the market. The action should be taken before the conflict. As, major disputes may hinder the goodwill of an organization, so it should be important on the part of the management that too is solved before it comes in front of the other markets scenarios.
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Developing public relations: the good relation lies within the human resource management. In this, business seminars, meetings were held just to increase the relationship among the employees and other business sectors. It basically works as the planning and marketing of ideas in an organization (Trinet.com, 2016). Through this, it engages in many other relations also such as business relation which can be further helpful in managing the organization with the more advanced technology as per the required perspectives in an organization.
TASK 2 :
Discuss the importance of human resources planning and the process of recruitment and selection.
Answer:
The human resource planning is the management process which helps in determining that how to make a move in an organization on the position of current manpower with its desired position of manpower. In attaining the long-term benefits, it is necessary to make a management of planning which drives the right number of situational process with the right kind of people, at the right time, right place, doing things which further result in making both the organization and the individual to receive a maximum of it. It comprises of four-phased processes. The phase first forecasts the involvement of gathering and the analyzing of data through the way of manpower inventories, the phase second comprises of objectives and the policies of manpower with the approval of top management gaining (Vaghela, 2015). The third phase, enable the designing and the implementation of plans which helps in promotion of an organization in order to achieve the objectives of manpower.
The fourth phase consists of consuming and evaluation of controls over manpower plans that further helps in facilitating the benefits with regard to both organization and the progress of an individual also (Human Resource Management, 2010). All these phases give the long-term view in order to make profits by sacrificing the short run grounds. Also, the process of human resource planning helps in identifying the organizational potential manpower in order to meet the problems of the current course of action. This process of human resource planning further leads more of performances effectively and efficiently.
Importance of HRP
Future personnel needs: in this, the human resource planning plays a significant role in determining the future personnel needs. It also helps in making the good strength of staff members.
Coping with change: the human resource planning make enable the use of competitive forces such as technology, products, and the government regulations. It also makes changes according to the organization as per the skill requirement.
Creating highly talented personnel: it includes the highly talented personnel like MBA’s, engineers, etc. it always pursue to attract qualified and skilled professionals.
Protection of the weaker section: it gives equal opportunities to all the sections of backward class citizenship members.
International strategies: it increases the growth of foreign staff members in an organization with respect to their culture, language and the considered underdeveloped nature.
Foundation for personnel functions: it focuses on essential parts of information that help in further implementation and the designing of personal mode of conducting the recruitment and the selection movement.
Increasing investment in human resources: in this, the human resource planning increases the level of investment in order to make a valuable output (Human Resource Management, 2010).
Resistance to change and move: this makes an emphasis on evaluation and dedication of an employee’s towards the organization. All these activities make an employee to move here and there as per the requirement by an organization. Thus, it leads to the futuristic importance and planning process.
Other benefits: in this, the upper management has a better view of the dimensions of human resource planning.
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In order to locate talented people, it spends a lot of time in sourcing it.
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To develop managers, assignments are done in a better form.
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On labor markets, the successful demand has been made.
Part of strategic planning: in this, the manager becomes the part of integral management. The activities merged with the management such as training, hiring, remunerating and maintaining the strategic planning (lane, 2016).
The recruitment and selection process also plays an important role in an organization-
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Sourcing candidates: it is one of the first steps in the process of sourcing as it further makes an employment method in order to find the best candidate for the vacancy. It can be done through various means of online advertisement in a professional manner. And, one more form of tool and techniques help in making a choice of the candidate who familiar with the same type of business.
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Tracking Applicants: it includes the process of tracking and reviewing the resumes of the candidate and then make a selection as per the requirement in the management, in this the ATS i.e. Applicant tracking system is being used for each and every selection of a candidate for the required position in an organization.
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Preliminary phone interview: Is crucial for getting data regarding the mortal &its background, work history and knowledge. This technique helps in getting the knowledge of candidate in a proper way as their way of speaking and its requisite skills and qualifications as per the vacancy. This is the widely used technique of making a selection and so it is also accepted by the human resource practices, the Texas Association of Counties recommends, "A quick initial review will reveal those applicants who obviously do not meet the minimum requirements for the job."
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Face-to-face interview and selection: this process makes a face to face interaction with the candidate (Majumder, 2016). All the information regarding interview and scheduling were handled by the employment specialist. In this manner, all the applicants receive the same information and further the employment specialist conduct the interview with the higher panel of interviewers.
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Extending an employment offer: in this, once the applicant is being selected for the required job vacancy, then the next step makes an inquiry about its background including some tests or information. Further, the implementation of the employment process offer the candidate the pages of agreement so that he/she will become liable for the company as per the terms and conditions of the company with the prospective compensation, benefits, and any other issues if arises (Planning, 2016).
Task 3:
Critically examine how training and development can help the firm increase employee performance. By way of recommendations devise training strategies for the firm.
Answer:
The training strategies for the firm that increases the employee performance –
The success of the company relies on the strategies of the effective training, as it serves the best developing approach in order to become a standout people in a crowd of management. The training further helps in developing the strategy of an individual in a comprehensive manner and this gives also the appropriate way of training as per the requirement in an organization.
PERFORMANCE = ABILITY x MOTIVATION x OPPORTUNITY
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On-the-job training: It is one of the best methods in approaching the training and development in the process of on the job training. It further refers to the procedure of learning the skills while on the job working, this way they learn new skills and knowledge in a systematic way while working on various tasks. It is stated that the workers or say employees perceived most of the knowledge related to their work while on the job training is going on.
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In order to implement the OJT i.e. on-the-job training, it comprises of basic steps such as: analyzing the task and skills to be learned, selecting, training, and supervising trainers, preparing training materials, conducting an on-the-job training program, and evaluating the program and making modifications in their improvement.
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Role playing: in this, the trainers predict the numerous roles and act in order to learn new and advanced skills and knowledge for handling the situational purposes (Strategy and Pappas, 2014). It also facilitates the practice of being the trainer in obtaining the interpersonal relations within the organization in order to make an immediate response.
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Team building: it includes the effective and efficient work groups with the organizational goals and objectives in order to further coordinate with the organization. It includes the functioning, quality and the productivity that further develops the structure and the complex nature of the flexible procedure among the team members with the power of motivational agenda. Working as the team also generates the volume of profits to achieve the organizational goals and objectives.
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Games and simulations: in order to emulate the real scenario of one’s life, it operates simulation models to make a further improvement in the decision-making skills and knowledge seeking understanding (Strategy and Pappas, 2014). It also makes the problem-solving picture so that one can easily capture the interest in the activity.
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Computer-based training: it includes the both practical and theoretically based knowledge with the proper means of computer training. As the computer, nowadays becomes the most important aspect of one's life, all the activities operated through the way of technophile device. Functional and operational working being done online as per the instructions in computer hardware or software. It also becomes the part of all the schools, offices, corporates, etc. The use of computer further helps in reducing the risk and burden of doing the work or make any purchase, it becomes the home-based job for others. It enables the cost reduction in an organization, also saves time in traveling and more of its benefits best suited to the one's working. It's effective and efficient use makes all its equipment's more demanding thus, becomes the primary source for everyone in their reach. It increases also the individual’s standardization and individualism (Sergaygroup.com, 2016). It gives the multi-purpose approach and applies the multi-media action and possibilities of computer-based training.
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Mentoring: it refers to the mentors like advisers, counselors and role models in order to make the advance of each and everything within the organization.Mentors always make an offer of being the best to their employees as they have to make them expert in their own field of work. It all explains how to make a best of you in each and every field of work, how to succeed at the level of a company. It further increases the strong level of communication within the organization. Moreover, it also makes sure to provide a proper feedback and recommendations or suggestions in order to assist the inadequate work.
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Job rotation: in this, a process of human resource planning, it gives the flexible approach in performing the various task and activities in multiple departments within the organization.Further, it develops the holistic understanding among the employees of an organization.The effective job rotation plays an essential part in developing the employees’ actual performance and its duties in a completion of work within the department of an organization (Sergaygroup.com, 2016). Moreover, the job rotation typically involves the working of the company with the established slots of permanent training in an exposure of employee’s new responsibilities.
Task 4:
Drawing on relevant theories, critically examine the ways in which the company could improve its level of employee engagement.
Answer:
Theories of Motivation
Overall, the basic perspective on motivation looks something like this:
Maslow theory
Maslow's hierarchy of need categories is the most famous example
Need Home Job
self-actualization education, religion, hobbies, personal growth training, advancement, growth, creativity
esteem approval of family, friends, community recognition, high status, responsibilities
belongingness family, friends, clubs teams, depts., co-workers, clients, supervisors, subordinates
safety freedom from war, poison, violence work safety, job security, health insurance
physiological food water Heat, air, base salary (Learning Theories, 2014).
Alderfer's ERG theory
Alderfer classifies needs into three categories, also ordered hierarchically:
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growth needs (development of competence and realization of potential)
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relatedness needs (satisfactory relations with others)
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existence needs (physical well-being)
Existence Needs
It includes all the physiological material and desires i.e. food, air, clothing, water, affection and the physical love, etc. it shows the Maslow’s first two levels.
Relatedness needs
It depicts the level of esteems i.e. relationship esteem with the power of significant family members, friends, and co-workers, etc. this also shows the family and the group level of esteem class, it shows the Maslow’s fourth and third levels of needs.
Growth needs
It comprises of internal and self-actualization level of needs. It makes the effect in a creative and the productive manner. This shows the Maslow’s fifth and fourth level of needs (Management.net, 2016). It also comprises of meaningful, creative, and productive activity in order to complete the assigned task.
Acquired Needs Theory (McClellan)
It comprises of real life experiences such as:
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For achieving the needs, accomplishing the difficult task, as this encourages the others to do the things themselves.
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For affiliation, forming of personal close relationships, as this rewarded as in order to make friends.
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For controlling, powering others, as they want to go through the needs of an individual (McClelland's Need Theory, 2015).
Two Factor theory (Herzberg)
According to Herzberg, two kinds of factors affect motivation such as:
Hygiene factors: these factors include the essential part of the motivation in their workplace. All these lead to a positive level of satisfaction in both short-term and long-term circumstances. If these factors were absent, then it will lead to dissatisfaction. The hygiene factor though can be stated as adequate in a field of work, as further it satisfies the employees and reduces the level of dissatisfaction among them (Businessballs.com, 2016). These factors are also known as the dissatisfies or the maintenance factors. In this, it comprises of such factors that every individual needed and expected to be fulfilled. Hygiene factors include:
Pay: in this, the structure of the pay should be appropriate and reasonable, it should be competitive in an equal manner in the same industry.
Company policies and administrative policies: in this, the company should not be so rigid and even should possess a fair and clear picture of it. It also includes the flexible hours of working, dress code, vacations, etc.
Fringe benefits: in this, it offers the media claim plans and benefits to an individual and family members, etc.
Physical working conditions: it should be safe and clean with the well maintained working equipment’s and advanced move of technology.
Status: in this, the employees should be familiar in nature and must be retained for long in an organization.
Interpersonal relations: in this, the relation should be appropriate and realistic in nature with proper means of understanding with their peers, managers, and superiors, etc, in order to reduce the level of conflict or humiliation among the employees for the smooth working in order to achieve the goals and objectives of an organization.
Job security: the employees should possess a level of job security.
Motivational factors: according to the Herzberg, this factor provides the level of satisfaction. The motivational factors are the inbuilt factor of an individual. These motivate the one in a proper manner with their own capabilities in an organization (Businessballs.com, 2016). These factors are also called as satisfiers. It actually increases the level of performance in a working of an individual in order to make themselves a participant in an award ceremony. Thus, the motivational factors include as follows:
Recognition: in this, the appraisal is much needed by employees in order to achieve the status in the eye of others in an organization.
The sense of achievement: it emphasis on the sense of achievement within the individual as it serves as the fruitful in the job.
Growth and promotional opportunities: there must be an atmosphere of being energetic in nature in order to be a motivational and positive aspect for advanced opportunities.
Responsibility: the employees should be responsible in their work area as it’s the only asset that helps in promoting the level of standardization and accountability.
The meaningfulness of the work: in this, the working should be meaningful, challenging, interesting for each and every employee in order to be motivated in an organization for achieving its goals and objectives (Businessballs.com, 2016).
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Discuss the change management issues that might arise in relation of your proposed recommendations.
Answer:
Change management issues
The change management is the process or something new building of ideas, workspaces or any new thing or changes which approach towards success within the organization. In order to raise the change management issues, the manager has to deal with it by considering it and though itself have to find the solution. Such issues as follows:
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Change at the helm: in this, there is a lot of expectation regarding the change in resistance. Each and every person need the change of their work after some time, so in order to handle this situation, the manager must clearly have to explain why that person is selected for other task and why not you, what you are lack of, etc. and if anyone resist in an organization then go and just make a talk with the manager at individual level.
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Communication: this is at the top of the management, as without this no one can express their ideas, thoughts, or any talks, etc. communication plays a vital role in an organization it simply tells what one wants in the way of this. Lack of communication may arise the anger or resistance in one’s nature. In an organization, one must be aware of all the rules and policies as if it left out, then it might be disruptive on the part of employees (Scheid, 2011). So, always make a wide communication scenario and for any changes make an announcement and give chances to each and every employee to feel free to ask any question.
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This is how we do it now: in this, at some point in time the managers get frustrated with each and every activity happening in the organization as it is not according to him, so he/she get irritated with this thing and then makes stupid decisions or hurt the employee without explaining them the reason why he/she needs that thing only or for the change.
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Low on the totem pole: in this, it shows the lack of informing each and every individual and then further expecting that he/she must be aware of each and every activity and work according to it.
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Swift change: in this, the swift change in the organization which moreover not allowing others to make use of it. But, if the organization dealing with a large change within it, then the manager has to make sure that their employees must be aware of it as might be they can embrace the change for the development of an organization only towards the successful approach in the market.
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No training: this is the important aspect in an organization as if there are any changes or implementation of something new, then especially the young generation wants to learn it so this way there should be a proper means of a training program.
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Why- washy change: in this, the organization adopts the changes but not following it. This might show the lack of interest as the new rules and policies were not been discussed and it follows only their old ideas, thoughts and waste their own new innovation. So, this way the manager or the supervisor or the leader must reinforce the change and should implement in an organization.
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Misery loves company: this change in the management is becoming the forefront for others. It involves around one of your staff members as that guy only not want the change in an organization and easily convince another member of staff also (Scheid, 2011). So, be alert and find out that person in your organization and speak him/her at the individual level, as it becomes the problem at the personal level.
References
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