...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 to management interests, since it becomes inefficient due to lack of understanding and articulation of aspirations and the outlooks of the workforce. Personnel Management is mainly an operational utility, whose main function is executing the day-to-day workforce management tasks. Whereas HRM is strategic in function, that is, it is more concerned with facilitating a more competitive edge to...
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...Executive Summary 3 The Evolution of HRM 4 Significance to the business model 4 Summary 5 The Employment Relationship 6 Overview 6 Evolving Frameworks and Models 6 Recommendations 7 Legal Context 8 Overview 8 National Legislation & its importance to Australian business 8 Impact of Legislation on the Business 9 Recommendations to Bytes Electrical 10 References 11 Bibliography 11 Executive Summary The purpose of this report is to identify the importance of strategic human resource management to Bytes Electrical. This role of strategical management in regards to a businesses most important assets – its employees, is heavily influenced by a number of stimuli outlined in this report, including the evolution of human resource management to what it is today, the employment relationship and the environment and legal context that the business must operate within. By outlining these influences on Bytes Electrical, this shall allow for the management team to clearly understand the importance of HRM in today’s context. The result of this report is to highlight and convey a summary of these influences and present a number of recommendations to Bytes electrical to ensure the continued and/or increased productivity and efficiency of the business. By presenting these recommendations it allows for the business to identify problem areas within the entity and implement these proposals as it see’s fit. The Evolution of HRM Human resource management is an ever-changing...
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...| Understand how effective and efficient human resource management contributes to the achievement of organisational goals | Introduction Human resources management (HRM) means the management of a business or an organization’s human resources. Its major task is selection, attraction, training, rewarding, assessment of employees and forecasting organizational culture and leadership and ensuring compliance with employment and labour laws. Human resources (HR) also makes a good relation with collective bargaining agreement (CBA) and other labour unions. Human relations movement create HR which creates business value through the strategic movement of the employees. Before HRM, it was only responsible for benefits and payroll administration works. But later organization consolidation, globalization, technological advancement and research has made HR concentrate on strategic initiatives like talent management, planning, mergers and acquisitions, succession planning, labour relations, industrial diversity. Organizations now have well trained and specialized HR professional for individual departments thus we have human resource management professional and line managers. 3.1 Describe the roles of human resources management professionals and line managers. i) Human resources management professionals are responsible controlling and managing the workforce which has direct contribution to the success of an organization. They are also responsible for developing and incorporating personal...
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... 10/01/2014 Acknowledgement I would like to thank, Specially to lecturer Mr. Anton Johnson For giving knowledge and courage to complete this assignment. To all the other lecturers at ICBT, To my parents, To my friends, For helping and giving hand To complete this… Executive summary This report discuss about the main functions in HRM and about the role of a HR Manager. It discuss about the roles and responsibilities of a Line Manager in HRM perspective. End of the first part of this assignment it discuss about the legal and regulatory framework relavent to HRM as well. Second part of the report is all about Human Resource Planning. It explains the HRP process, stages involved in planing human requirement and the practical scenario of recruitment and selection process of the selected two organizations. Third part of the report is abou the Rewad Management and it’s application in organizations. It also discuss about the pay structures, about motivational theories, and the evaluation systems. Fianl part is about cessation of work and it’s legal implications. Table of contents Introduction Human Resource Management is an important function in todays business world. It’s because people is the best and most valuable asset to attain all the business purposes today. In the business world they have realized that without people they won’t achieve their goals and objectives. So this assignment is about the functions in Human...
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... | Jeff Gold CHAPTER OVERVIEW This chapter begins by providing an overview of the critical processes of recruitment and selection. It emphasizes the importance of the psychological contract in achieving positive HR outcomes and the significance of issues of power. It then goes on to consider various legal issues, forms of discrimination and recent requirements on data protection and human rights. The role of recruitment in managing diversity is considered. Recruitment is seen as an attraction process subject to variations in labour market conditions and variation of interests. The importance of a strategic view is considered to align performance requirement with roles specified in terms of skills and attitudes – often expressed as competences. e-Recruitment is also considered. Coverage of various selection methods is provided, based on a consideration of reliablity and validity issues. Chapter objectives After studying this chapter, you should be able to: □ Understand the place of recruitment and selection as a stage in the formation of the employment relationship. □ Understand the key legal requirements relating to recruitment and selection □ Explain the nature of attraction in recruitment □ Explain the effectiveness of the selection interview □ Understand the value of psychometric testing CHAPTER OUTLINE Introduction Recruitment followed by selection are vital stages in the formation of the expectations...
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...paper demonstrates that HR managers are an essential part of merger and that HR practices should be given an extensive emphasizing throughout such organizational change “the merger process”. Keywords: HR practices; HR manager roles; Merger process. 64 www.macrothink.org/ijhrs 1. Introduction In recent years human resource managers have been triggered to play a more strategic role in their organizations, especially in making strategic decisions and going through radical organizational changes such as merging process (Bjorkman & Soderberg, 2003). Nowadays this requirement is even more urgent and acute due to the fact that past decade has been characterized by enormous growth in mergers. Most of the studies of HRM in merger field were focused on the theoretical framework and has a consultative nature in dealing with one phase of the merger process which is the post implementation stage of merger. This study is directed at testing a hypothesis that there is a vital and simultaneously unreplaceable fit between Strategic Human Resource...
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...Reflection Paper #1 – Why Employment Law? Tieera Hill Metropolitan State University Reflection Paper #1 - Why Employment Law? Human resource management (HRM) can be defined as, “the process of hiring and developing employees so that they become more valuable to the organization” (Human Resource Management, 2015). When thinking about HRM within an organization, it is very important to have a great understanding of employment law since it may be applied to many workplace situations. The human resources department of a place of business needs to have an infinite amount of knowledge about employment law so that interactions with employees can directly model what may be acquired by the law concerning legal rights or expectations. When taking a HRM course at a university that involves employment law, its good to have an understanding of why you're taking the course in terms of your level of expertise, if you're looking to expand your knowledge on the subject, and what you hope to gain from taking it. Overall, having an understanding about why I'm taking this kind of course is a great way to get me to think about my personal learning expectations. Employment Law Course Experience Level Employment law is, “The body of law that governs the employer-employee relationship, including individual employment contracts, the application of tort and contract doctrines, and a large group of statutory regulation on issues such as the right to organize and negotiate...
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...3 1.1 Distinguish between personnel management and human resource management (P1) 3 1.2 Assess the functions of human resource management of Tesco (P2) 4 1.3 Evaluate roles and responsibilities of the line mangers of Tesco (P3) 5 1.4 Analyze impact of the UK legal and regulatory framework on human resource management (P4) 5 Task 2 6 2.1 Analyze the reasons for human resource planning for Tesco (P5) 6 2.2 Outline the stages involved in planning Tesco’s HR recruitments (P6) 6 2.3 Compare the recruitment and selection process of Tesco and Toyota (P7) 8 2.4 Evaluate the effectiveness of recruitment and selection techniques of Tesco and Toyota (P8) 8 Task 3 9 3.1 Assess the link between motivational theory and reward (P9) 9 3.2 Evaluate the process of job evaluation and other factors determining pay (P10) 9 3.3 Assess the effectiveness of reward systems in two different work contexts (P11) 10 3.4 Examine methods that being used by businesses to monitor employee performance (P12) 11 Task 4 11 4.1 Identify the reasons for cessation of employment with Tesco (P13) 11 4.2 Describe employee exit procedures of Tesco and Toyota (P14) 12 4.3 Consider the impact of the UK regulatory framework on employee cessation agreements of Tesco (P15) 12 Conclusion 12 Reference 13 Introduction Human resource management is way of directing and executing the workforces of the organization in order to make easy the path towards success. The personnel management is...
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...Introduction: Human resource management works with human to formulate and implement the business strategy. HRM and strategy were not related too much before but nowadays the coordination between them is reasonably common in the competitive world. Every manager needs to know how human resources are associated with strategic management to increase the effectiveness of the organization. This assignment has been prepared to give a clear view about the importance of HRM, formulation and implementation of HR strategies. Therefore, the contemporary issues related to strategic human resource management have been analyzed appropriately to show their impact on strategic HRM. All the topics have been assessed by relating with modern business world to show practical overview of human resource management and strategic human resource management. 1. Understanding the role and importance of HRM: 1.1. Definition of strategic human resource management In general, human resource management refers to a process by which the organization functions are accomplished and objectives are achieved through managing and utilizing experienced and skilled workforce. Human resource management starts with recruiting and selecting employees and then makes sure the utilization of the workforce. Strategic human resource management is defined as macro-organizational approach that designs strategic policies and frameworks to decide how the long-term goals and objectives will be achieved through using trained and skilled...
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...Assessor Signature: ______________ IV COMMENTS: Date: ___/___/___ 1 Tutor Notes Key Points: Your assignment should be handed in by the deadline. The assignment must be your own work and original. All sources of reference must be included. You will be expected to check spelling mistakes and grammar. Your name, student no and unit no should be in the footer of every page. It should bear an appropriate report structure (such as a Table of Contents, Introduction, Discussion, Conclusion, References, and Appendix (if necessary)). There should be clarity of expression. It should display relevant factual content and understanding of the subject, critical analysis, justifications, arguments, models, and a coherent framework etc. Wherever the use of software except Microsoft Word is required i.e. Microsoft Excel and Power point, you are required to screen shots of the step by step procedures and slides to be...
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...report a possibility. HUMAN RESOURCE MANAGEMENT INDIVIDUAL ASSIGNMENT Executive summery The purpose of this report is to explain about main element of human resource management to general manager of Knowledge Ltd. Knowledge Ltd established in 2000 based in United Kingdom. Report wills discuses about personnel management, human resource management and differences between those two things. HRM department has to do lot of function and when practicing them HRM department take lot of responsibilities. Those responsibilities can identify under main five roles. HRM department can‟t take decision as they like way because legal and regulation framework impact with them. Therefore this report attends about them. Human resource planning very helpful to manages employees because it based on various reasons. Recruit and selection process help to fire best person for the vacant position but this report discuses various effectiveness about it with KFC and P&G. Assume that company fired new employee, after then the company must monitor his or her performances. Not only for new employee. HRM department should examine performance level every employees and should motivation them. Report proposes Maslow‟s theory to motivate employees. That one has...
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...Growth 3 Introduction 4 What Responsibilities and Roles Do HR Departments Perform? 5 Strategic Role of the HRM Function 7 Demonstrating the Strategic Value of HR: HR Analytics and Evidence-Based HR 10 The HRM Profession: Positions, Education, and Competencies 11 Competitive Challenges Influencing Human Resource Management 14 Key Terms 61 Discussion Questions 61 Self-Assessment Exercise 62 Exercising Strategy 62 Managing People Skill Shortages Make It Difficult to Fill Positions and Customer Orders 63 Twitter Focus 64 Notes 64 Parti The Human Resource Environment 69 2 Strategic Human Resource Management 70 The Sustainability Challenge 14 Enter the World of Business: HP's New Strategy 71 Evidence-Based HR 24 Introduction 72 Competing through Sustainability Volunteerism and Going Green Are Reaping Dividends for Employees, Communities, and the Environment 30 What Is a Business Model? 72 GM's Attempt to Survive 73 What Is Strategic Management? 74 Components of the Strategic Management Process 75 Linkage between HRM and the Strategic Management Process 75 The Global Challenge 44 Competing through Globalization Apple Polishes Its Image through Auditing Overseas Suppliers 47 The Technology Challenge 48 Competing through Technology Connectiveness Enhances HR Practices 51 Meeting Competitive Challenges through HRM Practices 56 Organization of This Book 59 A Look Back 60 Summary 60...
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...Human Resource Management: Introduction: Human resource management (HRM or simply HR) is the management 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. In startup companies, HR's duties may be performed by trained professionals. In larger companies, an entire functional group is typically dedicated to the discipline, with staff specializing in various HR tasks and functional leadership engaging in strategic decision making across the business (Guest, D.E. (1998)). The company I have chosen to do my assignment on is “Marks and Spencer”. The reason why I chose this organization was because of its popularity in our economy also its reputation in people’s perspectives. Marks and Spencer PLC is a major British multinational retailer in UK. It specializes in the selling of clothing and luxury food products. M&S was founded in 1884 by Michael Marks and Thomas Spencer in Leeds. Company Background: Marks & Spencer is one of the UK's leading retailers of clothing, foods, home ware and financial services, serving 10 million customers a week in over 300 UK stores. The Company also trades in 30 countries worldwide, and has a Group turnover in excess of £8 billion (Prahalad, C. and Hamel, G. (1990)). M&S expanded into UK in 1973, and at one point had forty seven...
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...Term Paper On ETHICAL AND LEGAL CONTEXT OF HRM Course No: 222 Prepared for Imrana Yasmin Assistant Professor Dept. of Marketing University of Dhaka Prepared by BRAINTRUST Section-B BBA 15th Batch Department of Marketing University of Dhaka Submission date: October 30, 2010 GROUP PROFILE |SL No |Name |Roll | |01 |Asif Mohammad Shakil | 28 | |02 |G. M. Riazuddin | 30 | |03 |Zinat Shahana |102 | |04 |Rifat Jahan |136 | |05 |Shayala Yesmin |160 | LETTER OF TRANSMITTAL October 30, 2010 IMRANA YASMIN Assistant Professor Dept. of Marketing University of Dhaka Subject: Letter regarding submission of Term Paper on HRM Dear Madam, It’s a great pleasure for us to have the opportunity to submit a report on ‘HUMAN RESOURE MANAGEMENT’ which had been a great experience for us to work with such a practical issue & to...
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...the business unit must expand the breadth of its offering beyond traditional implementation services to advisory services, covering architecture, road-mapping and cloud transitions. Considering this significant change and the resultant skills shift required across roles and content areas, learning and development (L&D) is identified as a focus area. L&D reinforces multiple elements of human resource management (HRM), including talent retention, rewards and personal development (McBain, 2010). Considering its broad reach, it is necessary to assess its effectiveness using a framework that incorporates multiple HRM elements. The Harvard framework for HRM(Figure 1) is thus used as a reference throughout this essay. It allows for assessing HRM policy-fit with the organisation’s strategy, stakeholder interests and recognises the situational factors influencing HR strategy (Wilton N, 2013, cited in Parkinson&McBain, 2014:125). Situational factors Business strategy and conditions: external context The external context will be explored using Farnham’s PESTLE framework (2010, cited in Henley, 2016), which provides an array of factors influencing the organization's operating environment. Political The Broad-Based Black Economic Empowerment Act is aimed at advancing economic transformation and participation of previously disadvantaged individuals (PDIs). It mandates employers to implement measures that ensure equitable representation of designated groups in the workforce with specific...
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