Human Resource Management Help

Human Resource Management Help

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DESCRIPTION

Program	BTEC Higher National Diploma in Business
Unit Number and Title	Human Resources Management
QFC Level	Level 4

Introduction

Human resource management plays very significant role in ensuring the success of the organisation and also helps to improve its brand image which in turn helps the company or the organisation to sustain in the market for long. The following assignments help to provide a brief idea regarding the concepts of  human resource management  as well as management with respect to different organisation. The assignment further deals with the case scenario provided and the organisation related to the same one of the organisation provided being the Chicken Master. In the task 2 the given organisation has been compared to the popular organisation Google, in order to get an idea about the recruitment and the selection policies of the same.

Task 1

1.1 Differentiate between personnel management and human resource management giving examples in two suitable organisations.

Personnel management differs from the human resource management in the following aspects as shown in the table below –

PERSONNEL MANAGEMENT

HUMAN RESOURCE MANAGEMENT

It is considered to be a traditional approach for managing the human resources within the organisation It can be briefly defined as obtaining, utilising as well as managing a satisfied work force within the organisation It mostly focuses on employee welfare, employee relations as well as personnel administration It has limited scope than human resource management Personal functions are mostly concerned with ensuring employee satisfaction Personnel management is usually focussed on or concerned with satisfied employees as well as increased production of the company For example: Personnel Management polices is commonly practiced by the Gazprom Group of Companies. It was mostly followed by the companies in the earlier times. However it is considered to be less effective and less apt as well when compared to the human resource management.

It is considered to a modern approach towards the management of the human resources within the organisations It can be broadly defined as the formal systems of management which are employed for maximising the performances of the human resources or the employees Its focus areas consist of staffing, growth, motivation as well as proper maintenance of the employees within the organisations (Van Buren, Greenwood and Sheehan, 2011). It has broader scope than human resource management The administrative functions are usually concerned with the achievement of goals of the company or the organisations Human resource management is mainly concerned with the effectiveness, productivity, organisational culture as well as participation of the employees For example: Human resource management is followed by, Google. However it is implemented or rather followed by most of the top companies of the world

1.2 Assess how human resource management functions help your chosen organisation in achieving its functions.

Human resources or the employees are most valued asset for the organisations and therefore it is essential to ensure the proper management of the same which will ultimately prove to be helpful in the achievement of the desired results of the organisation (Bratton and Gold, 2012). The most important functions of human resource management are recruitment, selection, training and development, payroll, employee relations, compensation management, employee engagement policies, etc. Google is known for its effective management of the human resources and also makes relevant efforts to ensure the satisfaction of its employees. It believes in empowering its employees in order to ensure the achievement of the goals of the company and also follows a flexible organisational structure which helps to ensure smoothing functioning of the organisation and also provides opportunities to the employees to take the important decisions related to their job roles rather than taking permission from their seniors.

Google always believes in hiring the best talent for their team in order to derive expected results from the same. It also believes in paying unfairly (that is paying more to people who perform better) in order to motivate the employee to work harder in order to achieve the rewards or incentives from the company. It also pays equal attention to the worst as well as the best employees. The human resource management of Google even involves relevant training and development programs in order to ensure continuous development in the performance of the employees as well as to ensure easy implantation of change within the organisation as and when required. Google one of the most famous companies of the world and is probably the only one to use ‘people analytics’ in order to ensure effective and efficient management of the HR functions.  After the successful implementation of People Analytics, Google became the third most valuable companies of the world.

1.3 Evaluate the roles and responsibilities of line managers in your organisation or familiar organisation and how it supports human resource management functions.

Line managers play an important role in order to ensure successful implementation of the human resource policies within the organisation. Line managers for the HR department mostly employed in the large organisations where the number of people working is significantly huge. Line managers play a crucial role in the company Google as well which is indeed a tough as it becomes significantly difficult at time to manage the engineers. The important responsibilities of the line managers includes the following –

• Employee Engagement – The line managers are responsible for supervising the employees and hence play a significant role in creating the organisational culture for the employees working for the organisation.
• Performance Appraisal – They are also responsible for assessing the performance of the individual employees and also for conveying the feedback to their senior managers.
• Maintenance of Discipline among the employees – Maintaining discipline within the work place is important to ensure the healthy as well as a secure work environment and also ensure easy implementation of the HR policies and the procedures.
• Compensation Management – It is the responsibility of the line managers to ensure that the payments received by the employees are as per the performance of the employees. Moreover the performance ratings provided by the line managers can either increase the pay structure of the employees or can also decrease the same as well.

1.4 Analyse how legal and regulatory framework impact on human resource management.

Legal and the regulatory frameworks have a significant impact on the human resource management of the company. The rules and regulations or the laws associated with the employment are important to maintain smooth as well as healthy relationships between the employees as well as the employers and is different for different countries as well. Thus, it is indeed becomes very essential to be well versed with the laws related to the employment or the HR policies in order to handle the legal issues efficiently and successfully.

Some of the important laws which has an impact on the human resource management of the companies can be stated as follows –

• The Civil Rights Act of 1964 – This Act is important for the organisations as it prohibits the employers or the owners of the company to discriminate against the employees or the workers on the basis of their gender, race religion as well as national origin. Thus, it ensures that the human resource managers of the companies are fair while recruiting employees for their respective organisations.
• Equal Employment Opportunity Commission – It is a body which is responsible for enforcing the Civil Rights Act, 1964. It also covers the following acts –
  • Age Discrimination Act
  • Equal Pay Act
  • Pregnancy Discrimination Act

Apart from the above mentioned acts there are certain policies which are commonly known as the Affirmative Action which is mostly concerned with the involvement of the minorities within the workforce. It usually relates to certain policies which the organisations must follow in order to employ certain group of individuals which includes –

Y5080487 Human Resource Management

Y5080487 Human Resource Management

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 Y5080487  Human Resource Management

Assignment Brief

Course	HND Business
Unit Number and Title	3, Human Resource Management
Unit Code	Y/508/0487
Unit Level	4
Academic Term	September 2017
Module Leader Unit Tutor	Ababio Owusu-Akyaw
Issue Date	WC-18/09/2017
Submission Date	10/12/2017 (23:59)
IV Name & Date	Paresa Saadati , 14/08/2017

Submission Format:

The submission is in the form of an individual written report. This should be written in a concise, formal business style using single spacing and font size 12. You are required to make use of headings, paragraphs and subsections as appropriate, and all work must be supported with research and referenced using the Harvard referencing system. Please also provide a bibliography using the Harvard referencing system. The recommended word limit is 2,000–2,500 words, although you will not be penalised for exceeding the total word limit.

Aim of the unit:

The aim of this assignment is to enable students to appreciate and apply principles of effective Human Resource Management (HRM). People are the lifeblood of any organisation and being able to attract, recruit and retain talented staff is at the core of all HRM activity. This unit will explore the tools and techniques used in HRM to maximise the employee contribution and how to use HR methods to gain competitive advantage. Students will explore the importance of training and development in building and extending the skills base of the organisation and ensuring it is relevant to the ever-changing business environment. Students will also consider the growing importance of becoming a flexible organisation with an equally flexible labour force, and become familiar with techniques of job design and with different reward systems.

Indian Airlines HR Problems: Case Study Flying Low: Indian Airlines (IA)- the name of India’s national carrier conjured up an image of a monopoly gone berserk with the absolute power it had over the market. Continual losses over the years, frequent human resource problems and gross mismanagement were just some of the problems that plagued the company. Widespread media coverage of the frequent strikes by IA pilots not only reflected the adamant attitude of the pilots, but also resulted in increased public resentment towards the airline. IA’s recurring human resource problems were attributed to its lack of proper manpower planning and underutilisation of existing manpower. The recruitment and creation of posts in IA was done without proper scientific analysis of the manpower requirements of the organization. IA’s employee unions were rather notorious for resorting to industrial action on the slightest pretext and their arm-twisting tactics to get their demand accepted by the management. During the 1990s, the Government took various steps to turn around IA and initiated talks for its disinvestment. Amidst strong opposition by the employees, the disinvestment plans dragged on well into mid 2001. Read the original article from icmrindia.com (available at): //www.icmrindia.org/free%20resources/casestudies/indian%20HR20Problems1.htm(Accessed 17 July, 2017 at 19:30)

For this assignment, you should assume you are a newly appointed HR trainee officer of Air India or select any organization of your choice and write a report whilst focusing on the questions(P, M  and D) below: Note** P=Pass, M=Merit & D=Distinction Learning Outcome (1 & 2)

P1: Explain the purpose and the functions of HRM, applicable to workforce planning and resourcing an organization (P1) Guidance: For this task the learner is required to discuss the different functions of HRM such as ‘recruitment, selection, retention and performance’ along with the application of knowledge (using examples). P2: Explain the strengths and weaknesses of different approaches to recruitment and selection (P2) Guidance: The learner is required to explain the internal and external recruitment along with the different approaches such as job description, multi-step recruitment, skill inventory for the organisations using the academic literature and the selected case study. M1: Assess how the functions of HRM can provide talent and skills appropriate to fulfil business objectives (M1) M2: Evaluate the strengths and weaknesses of different approaches to recruitment and selection (M2) D1: Provide a critical analysis of the complexities of different types of business structures and the interrelationships of the different organisational functions(D1) P3: Explain the benefits of different HRM practices within an organization for both the employer and employee (P3) Guidance: The different HRM practices such as recruitment, selection, training and performance& rewards needs to be describing while stating the benefits of these practices to the selected organization. For example the benefits of training and development for the selected organisation P4: Evaluate the effectiveness of different HRM practices in terms of raising organisational profit and productivity Guidance:The learner using P3 answer could provide the effectiveness of HRM practices. For example the evaluation of Training & Development, Performance and Rewards, and Recruitment for the selected organization. M3: Explore the different methods used in HRM practices, providing specific examples to support evaluation within and organisational context D2: Critically evaluate HRM practices and application within an organisational context, using a range of specific examples.

The learner is required to submit the presentation covering the questions as under whilst using the selected case study or any other organization of your choice. Note** No more than 12 slides using MS PowerPoint and it should be supported with 500 words notes and P= Pass, M= Merit and D= Distinction Learning Outcome (LO3)

P5: Analyse the importance of employee relations in respect to influencing HRM decision-making. Guidance: The learner needs to provide the significance of strong employees relationship that positively affluence the productivity and performance. P6: Identify the key elements of employment legislation and the impact it has upon HRM decision-making Guidance: the learner needs to provide the identification of employment legislations such as discrimination law (1965), wage law (1998), Maternity Leave, and so on with the impact on HRM decision-making. M4: Evaluate the key aspects of employee relations management and employment legislation that affect HRM decision-making in an organisational context D3: Critically evaluate employee relations and the application of HRM practices that inform and influence decision-making in an organisational context

This task deals with the Application of Human Resource Management practices in a work-related context. The submission is in the form of a completed individual portfolio folder, including specific documentation: job specification, CV, interview selection criteria, interview notes and preparation, and an evaluation of the process. The evaluation of HR practices and the processes of recruitment and selection is a written piece of work with a recommended word limit of 500-1000 words, although you will not be penalised for exceeding the total word limit. Note** P= Pass, M= Merit and D= Distinction Learning Outcome (LO4)

P7: Illustrate the application of HRM practices in a work-related context, using specific examples. Guidance: The learner can use the provided case study or any organization of your choice to provide the process of recruitment that covers writing a job description and job specification (for example, Air India looking for crew members and thus advertise the job with proper job description and specification), providing few CVs and then relevant interview process to recruit the new staff. M5: Provide a rationale for the application of specific HRM practices in a work related context. D3: Critically evaluate employee relations and the application of HRM practices that inform and influence decision-making in an organisational context  *Please access HN Global for additional resources support and reading for this unit. For further guidance and support on report writing please refer to the Study Skills Unit on HN Global. Link to www.highernationals.com

Grading Criteria
Learning Outcome	Pass	Merit	Distinction
LO1 Explain the purpose and scope of Human resource Management in terms of resourcing an organization with talent and skills appropriate to fulfill business functions.	P1 Explain the purpose and the functions of HRM, applicable to workforce planning and resourcing an organization P2Explain the strengths and weaknesses of different approaches to recruitment and selection	M1Assess how the functions of HRM can provide talent and skills appropriate to fulfil business objectives. M2Evaluate the strengths and weaknesses of different approaches to recruitment and selection	D1Provide a critical analysis of the complexities of different types of business structures and the interrelationships of the different organisational functions D2 Critically evaluate HRM practices and application within an organisational context, using a range of specific examples.
LO2 Evaluate the effectiveness of the key elements of Human Resource Management in an organisation	P3Explain the benefits of different HRM practices within an organization for both the employer and employee P4 Evaluate the effectiveness of different HRM practices in terms of raising organisational profit and productivity	M3 Explore the different methods used in HRM practices, providing specific examples to support evaluation within and organisational context
LO3 Analyse internal and external factors that affect Human Resource Management decision-making, including employment legislation.	P5 Analyse the importance of employee relations in respect to influencing HRM decision-making. P6Identify the key elements of employment legislation and the impact it has upon HRM decision-making	M4Evaluate the key aspects of employee relations management and employment legislation that affect HRM decision-making in an organisational context	D3Critically evaluate employee relations and the application of HRM practices that inform and influence decision-making in an organisational context
LO4 Apply Human Resource ManagementPractices in a work-related context	P7 Illustrate the application of HRM practices in a work-related context, using specific examples.	M5 Provide a rationale for the application of a specific HRM practices in a work related context

Y5080487 Human Resource Management