...ADMINSTRATION MODULE NAME: HUMAN RESOURCES MANAGEMENT 1. Explain the concept of human resources management and discuss the role of human resources management function in an organisation. According to Bratton and Gold (1999:11) Human resources management is described as the process that specialises in the management of people in work organisations. Human resources management emphasis that employees are critical in achieving sustainable competitive advantage, that human resources practices need to be integrated with the corporate strategy. Human resources specialist helps organisational controllers to meet both the efficiency and equity strategic objective. Human resources management seeks to achieve two sets of objectives which are to improve employee’s performance and enhance organisational efficiency. The major role of human resources management in an organisation is the hiring and firing of employees which involves attracting the best employees on the market, keeping them in their positions and ensuring that they perform according to the organisational expectation and enhance overall strategic goals of the organisation. Recruitment of employees is the major role performed by the human resources department. This ensures that the organisation selects the most skilful and competent people. This role involves evaluation of the ability and competence of potential employees in relation to the goal of the organisation. Human resources Management is an approach...
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...Business issues and the contexts of human resources Student’s name: University’s name: Author’s note: Executive summary Business issues have been one of the major contexts of HR. This has contributed effectively on organizational development. The major focus of the researcher in this topic will be to assess key features on performance appraisals and other areas of business. The researcher has studied major forces that shape the HR agenda. In order, with Harvard and Ulrich model, the researcher has studied organizational effectiveness on business ethics and accountability positions. Moreover, the researcher has studied core aspects of organizational and HR strategy on business environment and planning attributes. Thus, through SWOT analysis, the researcher has initiated vertical and horizontal aspects of business planning and strategies on major policies and plans. Table of Contents Introduction 4 Identification and analysis of the major forces shaping the HR agenda in the organization (AC 3.1) 4 Examination of HR roles within the organization that contributes to organizational effectiveness, business ethics and accountability (AC 3.2, 3.3, 3.4) 5 Flow of human resource 7 Reward systems 7 Employee influence 7 Work systems 7 HR contribution to design and implementation of organization’s business and HR strategies in describing the techniques and tools required to analyze the business environment on planning purpose (AC 4.1, 4.2, 5.2) 9 Management capability...
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...QUESTION 3 As a human resource manager, how might you go about convincing top management that you should be heavily involved in the company's strategic planning process? Stress the potential for bottom-line improvement brought about with the help of HRM in the various areas. Answer 3) The role of a human resource manager is to help the top management to recruit, select, train and develop members for a company. Obviously, human resource planning is concerned with the people’s dimensions in organizations. HRP refers to set of programs, functions, and activities designed and carried out. Therefore, HRP should be heavily involved in the company’s strategic planning process. HRP is the process of forecasting an organization’s future demand for and supply of the right type of people in the right numbers. Only after the planning is done, the company can initiate and plan the recruitment and selection process. The importance of human resource planning a. Analyzing organizational plans and deciding objectives: Analysis of organizational plans and programs helps in forecasting the demand for human resources as it provides the quantum of future work activity. The business plan would be a blueprint of desired objectives. This objective stated in economic terms, would incorporate the growth rate of the company, diversification plans, market opportunities and government policies. b. Analyzing factors for manpower requirements: The HRM should keep in view the future capabilities...
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...Contents Introduction in nawaloka construction Nawaloka Construction Company is a truly Sri Lankan construction organization that could offer multi-disciplinary service to suit your requirements and which has been in existence for over 65 years. It has the Category M1 for Building Works and Highways in the ICTAD Grading and is a Member of the NCCASL. It has the capacity to handle any type of construction work namely Piling Work of any magnitude, High rise Buildings & Factory Buildings, Land Development & Irrigation Works, Roads & Bridges, Water Supply Schemes & Elevated Water Tanks etc. It has a qualified and experienced staff in-house and the construction sites are well supervised and managed until the projects are completed. It has always met the requirements of the Clients and the Consultants and has proven it by completing the Projects on time to their entire satisfaction. The year was 1942, a turbulent period, the second world war was raging in Europe, the country under British occupation, industry in the modern sense was virtually non existent, the local entrepreneur class in a formative stage. This was the prevailing atmosphere when Deshamanya H.K. Dharmadasa made his entry in to the field of business in Sri Lanka. Nawaloka Timber Stores came into being and very soon made a household name in the country. Under his able stewardship and also with the assistance of his two sons, Nawaloka has grown into a group of companies covering many fields including...
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...QUESTION 1 As a human resource manager, how might you go about convincing top management that you should be heavily involved in the company's strategic planning process? Stress the potential for bottom-line improvement brought about with the help of HRM in the various areas. The role of a human resource manager is to help the top management to recruit, select, train and develop members for a company. Obviously, human resource planning is concerned with the people’s dimensions in organizations. HRP refers to set of programs, functions, and activities designed and carried out. Therefore, HRP should be heavily involved in the company’s strategic planning process. HRP is the process of forecasting an organization’s future demand for and supply of the right type of people in the right numbers. Only after the planning is done, the company can initiate and plan the recruitment and selection process. The importance of human resource planning a. Analyzing organizational plans and deciding objectives: Analysis of organizational plans and programs helps in forecasting the demand for human resources as it provides the quantum of future work activity. The business plan would be a blueprint of desired objectives. This objective stated in economic terms, would incorporate the growth rate of the company, diversification plans, market opportunities and government policies. b. Analyzing factors for manpower requirements: The HRM should keep in view the future capabilities, knowledge...
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...CHAPTER 2: HRP PROCESS DEVELOPING A HR PLAN ADVANTAGES AND DISDVANTAGES OF HRP CHAPTER 3: INTERNAL FACTORS AFFECTING HRP EXTERNAL FACTORS AFFECTING HRP IMPACT OF TECHNOLOGY ON HRP CHAPTER 4: A SCOTTISH POWER CASE STUDYINTRODUCTION FACTORS AFFECTING WORKFORCE PLANNING AT SCOTTISH POWER 4.2 SCOTTISH POWER’S RESPONSE TO WORKFORCE CHALLENGES 4.3 4.4 EMPLOYEE CASE STUDY CONCLUSION CONCLUSION BIBLIOGRAPHY 37 39 40 41 34 Page No. 1 4 7 8 11 15 17 21 26 29 31 33 CHAPTER 1 INTRODUCTION TO HUMAN RESOURCE PLANNING Human resource planning (HRP) is the first step in the Human Resource Management (HRM) process. The real HRM process starts with the number and kind of people required by the organization for the coming period. HRP is also known by other names such as “Manpower planning”, “Employment planning”, “Labor Planning”, “Personnel Planning” etc. HRP is a sub-system in the total organizational planning. In other words, HRP is derived from the organizational planning just like production planning, sales planning, material planning etc. Planning the right man for right job and developing him into effective team member is an important function of every manager. It is because HR is an important corporate asset and performance of organizations depends upon the way it is put in use. HRP is a deliberate strategy for acquisition, improvement and preservation of enterprise’s human resources. It is a managerial function aimed at coordinating the requirements, for and availability of different...
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...The Importance of Human Resources Charlton Medina Ashford University BUS 303: Human Resources Management Instructor: Ronald Jones October 7, 2013 The Importance of Human Resources Every leaders and managers, especially the owners of an organization, can attest that people are the most valuable resource obtainable. An organization cannot survive without people who run it. But dealing with people is the most complex area in the organization. That’s why it is vital to have a group of people who manages human resources. These groups of people are part of what we call today as Human Resources Management. The fact that it is important to have human resources in any organization, it is vital to have an effective Human Resource Management who makes sure that the organization’s goal and objectives are achieved. There are many challenges every day that organizations are now engaged in. There are more consumer demands, new technologies, many fast growing industries, and enormous amount of improving human intelligence to keep up with. When the organization grow, human resources will grow and become more complex. Human Resource Management will have to continue to strive to become effective. Human Resource Management functions, planning, and intelligence will have to continue to expand into many areas that are vital to organizational growth and success. In this paper, we will discuss Human Resource Management. Human resource management (HRM) plays a strategic role in organizational...
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...16: Human Resource Management in Business Unit code: K/502/5445 QCF Level 3: BTEC National Credit value: 10 Guided learning hours: 60 Aim and purpose The aim of this unit is to introduce learners to methods of managing human resources in the workplace. Learners will use their knowledge of relevant human resources management theory and link it with current human resource management practices in organisations. Unit introduction Human resource management is a dynamic activity in any organisation as it takes place against a changing economic, technical, legal and social background. It is important for learners to appreciate that effective human resource management means getting the best out of the people who work for an organisation in order to ensure the organisation fulfils its purposes, whether it is a football club winning the premiership, or a hospital increasing the success rates for medical operations. Many organisations say that their employees are their most valuable resource because of their skills, knowledge and attitudes. As labour is both an expensive and valuable resource, it is important to ensure it is planned and that the best value is obtained from employees contributions. Human resource managers have to plan their human resource requirements against a background of internal and external factors which are dynamic and constantly changing. The first part of this unit introduces learners to the factors that influence human resource ...
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...Assignment 1 – Human Resource Planning P1 Human resource planning When looking at human resource planning there are 3 main factors to take into account, they are internal planning factors, external planning factors and employee skills. Internal factors Internal planning factors are those that relate to what is already happening inside the business, for instance how the business adjusts to adapt to new systems for working and new request made on it. The internal factors to consider when planning the human resource requirements of the organisation would be looking at new technology, supply and demand, workforce profiles, skills requirement and skills gap. The Organisational needs would be new technology as they need to keep up with the competition. New technology is needed to be able to create new and innovated ways to make their cars so they are able to keep on top of any competition they have developed as technology has allowed them to make cars more refined and robust. New technology such as spray painting machines has now allowed jaguar to get their cars sprayed quicker and more effectively, giving them a better quality in their cars. New technology has also allowed the business to communicate better as they are more ways than ever to do so nowadays for example email, phone call and messages. All this allows the business itself to run smoother as management and employee can communicate better than ever in different ways. Technology has also allowed the organisation...
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...Human resource management (HRM) is the effective management of people at work. HRM examines what can or should be done to make working people more productive and satisfied (p.1). HRM also works with recruiting, management, and providing for the direction of the employees of an organization. HRM deals with issues such as compensation, hiring, safety, benefits, communication, orientation, and training. One of the concepts that I learned from this class is that of the importance of HRM in the planning process of an organization. Planning is the logical setting of a series of goals. These goals focus on differing aspects of an organization. Planning is important at all levels of management. Characteristics of planning vary from company to company and from different levels of management within a company. In light of the four functions of management, planning, organizing, leading and controlling, planning is the fundamental function of management from which the other four stem. Prior to developmental planning, many companies contemplate internal and external factors that significantly impact the planning phase of the four functions of management. These factors set the course for everything the company considers throughout the planning phase. The internal factors include organizational direction, human and asset management. The external factors include collaboration, political issues, technological advances, legislative issues, environmental issues and globalization...
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...2013-2014 Human Resources Management Class Summary Gauthier Steiner European University 2013-2014 Human Resources Management Class Summary Gauthier Steiner Contents What is Human Resource Management? 3 Who Performs the Human Resource Functions? 4 Key Challenges for HR Managers 5 HRM and Strategy 6 Organizational Performance and the Human Resource Manager 7 Communicating Human Resource Programs 8 Equal Employment Opportunity & Diversity 9 Equal Employment Opportunity Laws 9 Landmark Court Cases 11 Compliance Agencies 12 EEO Implementation 12 Key terms of the chapter 13 Job Analysis and Job Design 15 Basic Terminology 15 Job Analysis 17 Job analysis method 19 Disadvantages of job analysis 21 Job Design 21 Advantages of job specialization 21 Job design consideration 22 Human Resources Management: Chapter 1: Strategy What is Human Resource Management? Human resource management (HRM, or simply HR) is the management process of an organization's workforce, or human resources. It is responsible for the attraction, selection, training, assessment, and rewarding of employees, while also overseeing organizational leadership and culture and ensuring compliance with employment and labor laws. Nearing the 21st century, advances in transportation and communications greatly facilitated workforce mobility and collaboration. Corporations began viewing employees as assets rather than as cogs in a machine. "Human resources management"...
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...HUMAN RESOURCE MANAGEMENT by Student’s Name Code + Course Name Professor’s Name University Name City State Date Introduction Personnel management involves mainly managerial recordkeeping in the operating point. It aims at maintaining reasonable conditions of service, while simultaneously competently managing employee activities for specific departments. It is implicit that the results from providing fair terms and conditions and attaining competence in employees’ activity management will consequently facilitate organizational success (Aswathappa 2005). Human Resource Management on the other end is involved with the advancement and realization of people stratagems, which are included with company stratagems, and guarantee that the culture, ideals, and formation of the organization, its member commitment, and motivation contribute abundantly to the attainment of the organization’s goals. Personnel and Human Resource Management As per the name, personnel management is labour force centred, majoring mostly on the organization’s workforce; such as recruiting and training employees, ensuring that they are paid, enlightening them on management’s expectations, and explaining management’s actions. HRM, on the other hand, is resource centred, mainly targeting management, concerning devolving the duty of HRM to line managers and management improvement. Despite being a managerial position, personnel management does not fully relate...
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...move to change the policies regarding business, licenses, and permits, as also its attitude towards multinational companies (MNCs) operating in India. However, it was only during the succeeding government of Narasimha Rao government that a strategy was actually formulated in this direction and marketed both in India and abroad. The strategy aimed to bring the Indian economy into the mainstream of the global economy, and at the same time allow a whiff of competition and growth to Indian business. This it was hoped would bring a new dimension to the concepts of quality, productivity, and growth. In evitably, the winds of liberalization that swept through the nation opened a variable Pandora box, with far-reaching implications for hu7man resources management. It bought in a new era of technology, quality consciousness and competition which compelled Indian business to wake up from its somnambulism and reassess its assumptions for dealing with the complete-or-perish’ situation. India has proven world that despite its chaotic political scenario, imbalance wealth distribution, redundant bureaucracy, past baggage of Nehruvian socialism, and its sundry other problem, it can implement sustainable economic restructuring in the world’s most populous democracy. India has the potential, but the strong economic performance of recent years requires continuing efforts to deepen it and make it work. Since foreign entrants in India have distinct advantage in terms of state-of—art technology...
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...|Assignment brief – QCF BTEC | |Assignment front sheet | |Qualification |Unit number and title | |BTEC Level 3 Extended Diploma In Business |Unit 16: Human Resource Management in Business | |Learner name | Assessor name | | | C Graham, F Mooney, J Robinson, E Smith | |Date issued | Hand in deadline |Submitted on | |1 W/E 26/01/2015 |W/E 27/02/15 | | |2 W/E 26/01/2015 |W/E 27/03/15 | | |3 W/E 26/01/2015 |W/E 17/04/15 | | |4 W/E 26/01/2015 |W/E 15/05/15...
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...assignmenthelpuk@yahoo.com LO1 Understand external factors that affect planning and management in the event and contract sectors Diversity of sector: employee catering; hospital catering; school meals; conference centres; location and outdoor events; banqueting; private functions Types of service provision: food and beverage services; accommodation services; reception; facilities management; linen and laundry; cleaning; administration; hotel services; maintenance; security; purchasing; human resource services Component elements of the contract/event: menu design; food and beverage service style; staffing; timing; space layout; decoration; entertainment; lighting and sound External factors: socio-cultural; economic; political; technological; environmental; legal LO2 Understand the operational issues which affect the success of event management Elements of project management: action planning; product knowledge; decision-making; scheduling; administration; client liaison; component elements of the event; liaison with internal/external providers (executive chef, restaurant/bar manager, HR manager, front office, AV technician, florist, artiste/agent) Food and beverage systems: suitability of menu design; type of food service system for a particular contract and event catering situation; suitability of purchasing; delivering and storage systems Marketing and sales issues: product placement; merchandising; market share; targeting Human resource issues: workforce; worker to management ratio;...
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